Issue a testimonial for a waiter

That certificate of employment you should always look at and prepare holistically. In doing so, keep in mind that the testimony should be coherent overall and that it does not contain any contradictions. If the former waiter was not guilty of anything, then refrain from composing emotionally induced animosities.

The testimony for your waiter can open up new opportunities for him

• For the wording in the certificate, it is important to weigh the detailed job description against the assessment of the waiter's performance and behavior.
• If you only certify that the waiter has good technical knowledge, then the future boss asks himself as he reads the Testimony as to whether the new employee may have a lack of specialist knowledge that may not be sufficient for the Job.
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• The reason for termination "mutual agreement" always indirectly indicates the termination by an employer. If you then finally express your regret at the departure of the highly qualified employee, then this is inappropriate.
• The art of formulating a job reference is to be able to correctly assess and consider what is missing or superfluous. But keep to the usual formalities.


Employment reference - you loyalty to the phrase

If you, as an employer, formulate a job reference, you are assuming a major ...

• If the waiter has worked well with your company for many years, then you should give them a more detailed testimonial. While a short collaboration only requires a shorter certificate.

Your wording should always be benevolent

1. In a job reference, you should first provide information about the waiter's personal data and then enter the entry and exit dates.
2. Describe that Workplace and the waiter's area of ​​responsibility, was he the head waiter with responsibility for other employees or just a temporary worker? Special tasks such as that of a sommelier are also particularly worth mentioning.
3. Your performance review should reflect your employee's strengths, skills and achievements.
4. The training initiatives, trustworthiness and loyalty to the company must also be assessed. It is also important to describe the social behavior towards other employees.
5. Do not forget to mention the reason why the employment relationship was terminated. Was it the waiter's own request, stating reasons, did you have to give notice or was it mutually agreed?
6. Do not forego final thank you and congratulations. You should also express your regret about the departure and your good wishes for your further advancement.