Quote:
Originally Posted by MainLineMommy
The fact that your current employer promoted you to a position with management duties vouches for their faith in your abilities.
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Greetings, MLM, hope you and yours have been well.....
You always give great advice so I hate to add something but it seems obvious.....
Your logic has a hole in it in that the new employer has no incentive or grounded evidence to know the OP's employer was correct in their putting 'aweitzm1' into management. "...vouches for their faith..."
is not evidence of subsequent performance.
Just saying that because they did it is evidence enough is not really evidence at all.
Even if 'aweitzm1' has good metrics, there is always the possibility that behind those metrics, there were dollars lost needlessly on the way to the good metrics. I've seen this first-hand where a new policy meant to save hundreds of thousands of dollars in maintenance costs per year was executed poorly, causing morale, distribution and delivery problems that cost the company an equal amount in thousands of dollars in fines.
There could be blood-letting in the ranks; peer managers with gripes as to how the OP's running his/her department has negatively affected them/their own department; a drop in productivity/profitability, etc., etc.
Companies put up with bad managers all the time.....at least....for some period of time.
That s/he is in danger of being demoted raises the question of 'who is right and who is wrong?'....
I would suggest 'aweitzm1' get a reference from a same company peer manager whose own department interacts with his/hers. Obviously, such a person would need to agree to not blab but a letter coming from a peer manager, attesting to the good work 'aweitzm1' does is a step in the right direction. An assertion by that peer manager that the peer manager's department runs effectively
because 'aweitzm1' runs his/her department well would help to convince the hiring company they are about to hire the right person.
Obviously, as you all have said, in the meantime, previous managers reported to would also be suitable and necessary references.
But just suggesting that because 'aweitzm1' is a manager is all the evidence the hiring company needs doesn't track. See it from their viewpoint, especially if they have other candidates they are interviewing who have current references from their up-line manager, giving them a competitive advantage.
Paul.........
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