There are actually a few phrases, so-called codes, that HR managers like to use to describe employees' performance and working methods without having to offend them. Employment references can explicitly state that they are "uncoded", i.e. that they do not contain any "secret messages". Such secret codes are inadmissible as they have a deceptive effect. If this is not the case, look in particular for the following statements that assess your performance:

• He/she always carried out all tasks to our complete satisfaction. (=very good performance)
• He/she always carried out all tasks to our complete satisfaction. (=good performance)
• He/she carried out all tasks to our complete satisfaction. (=satisfactory performance)
• He/she carried out all tasks to our satisfaction. (= poor performance)
• He/she generally performed all tasks to our satisfaction. (= poor performance)

If you are not satisfied with the wording, be sure to talk to your line manager about it and, if necessary, ask for a new reference that realistically reflects your performance.

If you have requested a reference from your employer and they tell you that you should write it yourself and submit it to them for signature, this is a unique opportunity for you to receive a reference that accurately reflects and values your working style and commitment. But beware, it is not as easy as you might think to create a professional reference. There are a few points you should pay attention to. Start the letter with an introductory sentence that includes your name, date of birth and length of employment. Then write about your career within the company and describe the tasks and activities you most recently carried out. Then describe your achievements, which should include the following points:

• Willingness (commitment, sense of duty, diligence, extra work, determination,...)
• Ability (organizational talent, flexibility, perseverance, judgment, resilience, creativity,...)
• Professional knowledge and continuing education, further training (application, content, initiative, certificates, educational successes,...)
• Working methods (reliability, initiative, planning, methodology, conscientiousness,...)
• Work success (speed, intensity, accuracy, target achievement, quality, return on investment, quantity, etc.)
• Performance summary

Your conduct should then be analyzed, i.e. your ability to work in a team, popularity, cooperation and management style within the company or your conduct towards customers, business partners and suppliers based on corresponding characteristics such as customer satisfaction, negotiating strength, demeanor, etc. A sentence on your other behavior and special features, followed by a closing sentence, thank-you phrase and wishes for the future, concludes the reference.

In any case, first talk to your line manager about the content of your reference and discuss with him or her which points you dislike in detail. In most cases, there is no malicious intent behind incomplete or inadequate references, but rather a lack of time and ignorance on the part of the person writing them. For this reason, an honest discussion is the first step that can often remedy these shortcomings. If your line manager is not prepared to change the reference, you can submit a written objection and then take legal action to obtain the reference. Your line manager may also ask you to submit a counter-proposal, which will give you the opportunity to write and adapt the reference in line with your own ideas. Ultimately, however, it is up to the employer to decide which adjustments they actually want to make and to what extent they want to accept them or not. If you are unsure, you can also seek professional help and support and ask an appropriate specialist for advice.

Job references are often drafted very quickly and without much thought, so that little of importance is recorded in terms of content, or relevant information is often forgotten. However, since such a document reflects the last few years of your professional career, your work ethic and your behavior, great importance should be attached to the wording of each individual sentence. If you feel that the reference you have received from your employer is not correct or not detailed enough, it is often worth contacting a specialist who is experienced in writing and analyzing references.