4. Performance appraisal
Standardized text modules are available for performance assessment. However, only use this as a suggestion and be specific here too by relating the assessment to your tasks. Better than a certificate of “excellent specialist knowledge” is a specific description of this knowledge, something like this: “Due to his many years of experience in the media industry, Mr. K. understood very well how to implement the requirements of media production into IT processes.” When it comes to the summary performance assessment, the sentence with satisfaction, you should stick to the specified building blocks that are backed by case law.
5. Social behavior
When assessing social behavior, you should mention all groups of people you interacted with, so don’t forget the external interlocutors! What is interesting for employers is the question of how you managed teams where you were not the manager.
6. Termination formula
At the end comes the termination formula, which states when and why the employment relationship ended. This is more important than you think; here you can counteract prejudices and ensure that you don’t end up looking like an irresponsible job hopper later on. Since you have already found a follow-up employment relationship, this formula for you could perhaps be as follows: “Mr. K. is leaving our company at his own request in order to return to his original area.”
7. Regretting your departure
Finally, your ex-employer should regret your departure, thank you and wish you all the best for the future. Although you have no right to this, missing these components could have a negative impact. But don’t overdo it! That wouldn’t seem credible, because the company is definitely not happy about your departure after such a short time.
