Request from someone I line manage

[WobblyLondoner]

Interested in others' views on this.

I head a team in a university. One of my team, whom I line manage, has been open with me about the fact that he thinks it is time for him to move on. He is young, and has a very technical role which he has been in for a few years now. I can see his logic, but will be sad to see him go as he is a talented member of the team. We have discussed whether there is anything we could tweak to keep him and I genuinely don't think there is anything.

I have been a bit surprised about how open he has been about his intentions (e.g. telling me that he has interviews coming up). It's certainly not something I'd have done, but he is young and very confident.

He has now asked, via an auto-generated email, if I will write a recommendation about him aimed at possible future employers to post on a job matching website (not LinkedIn - sounds much more focused on job searching than that).

While I don't want to do anything to hinder his moving on, I don't feel very comfortable actively helping in the process, especially as I don't really want him to leave! What do others think?

Assuming it's "allowed" (don't know if there are any conflict of interest issues), I'd do it. It's a good thing to do.

Get him to get such a recommendation from HR. Not you.

Perhaps if he was with another employer and was then looking for another job, you could then proffer that recommendation as you are an acquaintance - but I wouldn't do so while he was still working with me.

Fuck that for a game of snooker.

He might be "talented", but he's not exactly clued up on the whole recommendation/references element.

What is your employer's policy on reference requests? He is asking for a reference, but in advance.

Where I work, references can only be supplied by central HR and are only factual ("Yes, the person was employed ....) with no reference to skills, achievements etc.

Sounds like he's asking for a testimonial. That's an open reference which describes someone's attributes. I'd do it. If people are ready to move on and you're good to them, they may want to come back later. Or be in a position to return the compliment if/when you want to move. It's professional courtesy imo.

Providing it is from you personally and not on behalf of the organisation I think It's fine. Clear it with HR first though who may also be able to advise about succession planning or specialist courses to offer him.

It depends what your attitude to management and development are. You say you have explored options to keep him in the team, but you don't have enough to stretch him. In those circumstances, I would either look for other internal opportunities, or do every thing I can to help him move on to a good position elsewhere. I think he has taken a pretty mature approach letting you know his intentions and giving you the chance to find a way to keep him. If it was me I would happily write the reference and get my replacement plans in order.

No wonder he is moving in if you are thinking of gaming his exit!

In letting you know, it provides opportunities for handovers, redefinition of the role if necessary and tying off loose ends times(ie you may need to prioritise with him what he needs to finish, and what he hands over.

University management is extremely poor at these tasks. I've seen managers not even start recruiting until someone's left.

This political 'should I not acknowledge his clear achievements fairly so that he might be tricked into thinking he's crap so he stays' instead of doing actual mature management is the key reason I left the sector.

Talk to him about the process, correctly praise his contribution and continue your reputation into his new employers.. Which might be the same institution or spinout.

Of course you should endorse.

The real issue is having built him up to a high standard, why are you fearful of that not being able to be replicated or improved on by the next person. That is where your real management issue is.

If you like him, that's personal, but don't use playground tactics to manage your relationships at work. Keep in touch, have him as a contact and invite to future events if you are canny invested, and others at the dept. Are too.

Manage, if you are a manager!

Just check if it's allowed by your organisation. We are not allowed to, and all requests have to go through HR (frustrating but I see their reasoning I guess.)

Is there nothing you can do to keep him? He's basically telling you he likes it where he is but he's bored. Why can't he be stretched? Has he been pigeonholed into being too valuable to lose OR promote? That's a frustrating position for him.

Another ex academic here - I found management and HR just appalling at every institution I've worked for (as opposed to the full gamut of fabulous to horrific out in the private sector...)

use him or lose him :)

I would. LinkedIn and other digital endorsements/testimonials are not the same as an official reference and it's an area that doesn't seem to be covered in a lot of HR policies yet. It sounds like he'll leave whatever happens because it's the right time for him, so longer-term you (and most importantly your employer) will be better off with someone who wants the role in post. As a manager/leader it's also just a good thing to support and encourage team members to better themselves and advance. It's hard to get ahead these days and it sounds like he's earned a step up. Goof luck!

I must say that if I was a recruiting manager and read an online testimonial from his current boss I would wonder if you were trying to get rid of him

Am pretty sure I wouldn't be allowed to do this in my organisation, so make sure that if you do go ahead you check with both HR and your own line manager.

My HR wouldn't allow me to do this.

HR won't allow you do it.

It is because of our culture to sue. People have sued their previous employers, they claim they didn't get the job due to a bad reference.

It's bullshit but that's they way. Basically a crap employee gets the same standard reference as excellent employee.

I think you should brush up on your line management skills first. This man is in your team. You don't own him and you should be ashamed of your reluctance to help him move up the career ladder.

Surely telling you he has interviews coming up is only polite/standard? I've always told bosses - not least because I wouldn't want the pre-interview reference request to come as a surprise to them, and for that to make them think negatively about me.

I work in HR.

When people have said 'their HR wouldn't let them do this' ... I assume they are assuming this is a 'official reference' - it isn't and isn't covered by any HR policy as it is classed as a personal recommendation - the same as one would be that is written on LinkedIn. You wouldn't write it as 'John from Barclays' you'd write it as 'John Smith, ex collegue ' to ensure that this isn't seen as connected.

I'd THANK him for telling you in advance as many others have pointed out to allow you to forward plan & give him the reference.

You may need this kind of thing in your own career / you may want to re hire him as others have mentioned.

• colleague. no idea how to edit sorry

Given that he's thinking of moving on, surely it's better that he's open about it rather than just getting a job and it taking you by surprise.

Have you really exhausted all the possibilities of giving him a better position? If you have and it's not what he wants, then it must be no surprise that he'll go. Have you offered him a proper step up?

Perhaps you should start approaching people via LinkedIn to fill the role (if he's bluffing, he won't like that. if he's serious, he will think it's entirely sensible....)

Thanks all, that's really helpful feedback (though @scaryclown I think you are projecting a little - no idea how you can interpret what I said as implying that I would try and demoralise him into staying!!).

To be clear, it is indeed a testimonial he's after rather than a reference, so I don't think there is any need to consult HR. And having reflected on it and read these comments I feel I should provide one. I have already made it clear I'm grateful for the advance notice - I guess my comments about the way he has gone about this were partly based on never having encountered someone that open before!

The situation in my team means there aren't really any options for him to step up or change his role, given the direction he wants to go in.

Re the comments on academia, and in the context of having worked both there and in the private sector - yes indeed staff management (and management in general) in HE is pretty woeful. If I leave it will be because of that. And don't get me started on support for HR, IT etc - but that's a whole other post.

Well, projecting or not, the net effect of you failing to acknowledge positive contribution is the same..disheartenment and reduced ability to find work elsewhere so however you shift your justifications to blame me or him, you ARE playing that game intentionally or not.

When you say 'ooh i' m leaving HE because management is shit..and you are management, uncomfortable or not, it's the epitome of three fingers at yourself, one at the accused. .be the change you want to see.. Be nice, help his progression and replicate with new employee.. There's never a genuine win in stifling others. All the wins in game playing are personal, psychological, and sub optimal. If you are nice, encouraging and supportive, and plan and manage, you will gain. If you are a dick, you'll get a progressively pissed off and demotivated employee anyway so there's no lose in being positive, and it safeguards you against a 'fuck you' response.

But if you are a mature thinker, you would realise that in practicality a. A boss that is gushing and positive is harder to leave than a 'blood out of a stone' manager b. The chances are he won't be recruited easily so you can either be 'the nice boss who recognises my achievements who it's OK to stay with' or 'that bitch who blank refused a simple fucking', 'oh x project was good'
comment on linkedin because she wanted to stop me leaving...

Can you see where the win win is?

But for the record, I am similarly cynical about the gushing endorsement as I can also read my game in the 'existing manager endorsement" when I am recruiting

Like you scary I believe in good Karma.

What goes around comes around, at some point in time even if not immediately and you're absolutely right, there is never a downside in showing sincere appreciation and acknowledgement to help someone progress in life.

If we could all do this, organisations would be healthy inspiring places to work and treading on people's heads to get up that greasy pole would be far less common.

My opinion only, but as far as I'm concerned there's nothing more gratifying as a manager than seeing good colleagues progress and knowing you've played some part in that.
Oh, and I'm an HRD in a University (my third one) - I'm good at what I do, so are my colleagues for the most part. Love the extrapolation from personal (limited) experience, ironic in a sector that should be the guardian of evidence-based thinking.

My opinion only, but as far as I'm concerned there's nothing more gratifying as a manager than seeing good colleagues progress and knowing you've played some part in that.

Agree completely.