The workplace today is more challenging than ever before. Leaders determined to address these challenges must first assess reality. And that includes looking in the mirror.

In Bracing for Change, a report from the Partnership for Public Service, federal human capital leaders were surveyed about talent management challenges facing their organizations. Each chief human capital officer (CHCO) was asked about the issues they faced. Lack of key HR competencies made the list.

When asked how agency leadership viewed it’s HR staff, 42% of the chief human capital officers (CHCO) surveyed said they and their staff were viewed as a trusted business advisor to a “great” or “very great” extent – down from two years ago (46%). However, 25 % said “not at all” or “to a limited extent,” up 8 percentage points from 2 years ago, a significant shift. The percentage of CHCOs who said leadership viewed them as a trusted advisor to a “moderate extent” (33%) was down 3 percentage points over that same period.

That's alarming. And it's real.

We live in a world where the end justifies the means: professionals overstate accomplishments, students inflate GPAs or fabricate degrees, employees use sick leave when they are not really sick and human resource leaders are not immune.

Before you say, "not me," know that it is the collective all of us. What have you observed leaders do that jeopardize trust? What are you going to do today to restore trust in your organization?

What do you do when your previous employer refuses to provide a detailed reference?

It's been a while since I've shared a reader question here so let's see what we can do to help this job-seeker out. She asks, "What am I to do, now that my previous employer refuses to provide a thorough reference? And how can I prevent that from negatively affecting me in the future job search? "

Previous employers can provide job-related information on past employees to prospective employers provided that it is based on fact and given in good faith (Employment Reference Laws) but that doesn't always happen. A more likely scenario is what my reader describes below:

"They can confirm the dates that I worked with them and what my function at their organization was, but cannot / will not provide any other details or commentary, whether good or bad, about my work performance and other intangibles. This is because they don't want to potentially get sued for falsely representing their former employee. (Apparently that's a thing.)"

Yes, that is a thing and I am not going to riff and rant on the pros and cons of employers liability in providing references because I've been on both sides of the employer/employee coin and that will not help my reader out.

Not being able to get any information at all from a previous employer can potentially be a red flag but here are a few ideas:

Try reaching out to your former manager(s) directly or asking them for a written letter of reference. Managers are often very willing to provide a recommendation for their performing employees.
Offer to provide prospective employers copies of your most recent performance reviews. What companies are uncomfortable sharing over the phone, they often put in writing at the end of each performance year.
Did you work with community partners or members of other organizations in your role with your previous employer? Perhaps they would comment about your work performance and professional interactions with them.

What ideas do you have for job seekers when their employers won't provide a reference? What has worked for you?

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Trust and HR

What To Do When Your Employer Won't Provide a Reference

Lisa Rosendahl