Need Help Crafting a Testimonial Letter for a Resigning Employee – Any Suggestions?

Hi, I am new here. This is a very good site for HR that I just discovered. Please help, I need a sample of a testimonial letter. A staff member has resigned and wants a testimonial to pass to the new company.

:icon5: Maria

What kind of testimonials like Appreciation Letter, Release Letter, or Experience Letter do you need? Please specify clearly so that I can send you some templates accordingly.

Staff resigned and is looking for a new job, so she wants us to prepare a testimonial letter to support her in her job search.

Hi,

Generally, when an employee leaves, they may need to provide a relieving letter to the new company. Below is the basic format for such a letter:

RELIEVING LETTER

Date

Name:

Emp. Code:

Designation:

This is in reference to your resignation letter dated 10th August 2009. We wish to inform you that your resignation has been accepted, and you are relieved from the services of the Company effective from 21st August 2009.

For [Company Name]

Authorized Signatory

Regards,

Harshad

Thank you for your inquiry. A testimonial is a letter that speaks positively about a resigned staff member, highlighting their character, work attitude, and performance during their tenure at the company. Such a testimonial can help in promoting the individual for a new job opportunity.

It is mentioned that the individual was made redundant.

Hi Ronica,

This was a sample letter. You can mention any specific qualities or expertise you want to make it more presentable. But normally, the relieving letter is very short and simple.

Regards,
Harshad

Hi,

Please check the below letter. Is it okay? Should I list all her job descriptions? Please modify it for me.

Thousand of thanks

As Vice President, ACB, I am pleased to recommend Ms. Sabrina to you. Ms. Sabrina has been a key player in our Project Development Team, and in that capacity, she has worked closely with me on more than 14 different projects in the past two years.

Ms. Sabrina a/p Anthonio Bruno D'Costa, NRIC No.: 760223-10-5216, joined our company on May 7, 2007, as a Project Manager. Her responsibilities cover the following areas:

1. Assist the Regional Vice President of Business Services Asia Pacific for 15 months (prior to the growth and expansion of other departments and roles)
- Opportunity to work and learn directly from the Regional Vice President on operations, strategy, direction, growth, consulting, transformation of the organization, and other various projects/initiatives, etc.
- Act as a liaison between the Regional Vice President and employees

2. Project Manager and Consultant
- Part of the global project management team
- Manage global and regional projects (migration, relocation, application testing and deployment, CRM, etc.)
- Manage and work with multiple teams and various departments globally
- Manage budgets and resources according to approved project proposals and meet timeline and expectations (including managing customers, meetings, correspondence, presentations, changes to the projects, etc.)
- Project management activities of projects comprised the entire spectrum of project management from start to end (including managing customers, budgets, resources, meetings, correspondence, presentations, changes to the projects, according to approved project proposals, meeting timeline, and expectations, etc.)

3. Initiated and managed Training and Development for Business Services Asia Pacific employees
- Involved in the selection process to solicit and engage with the right trainers/consultants for training and development for all levels of employees
- Negotiate and work out the best pricing for Business Services (includes managing payments)
- Customize and acquire programs, deals, and packages that are relevant and pertinent to our needs
- Manage and organize team-building activities for the management team, other departments, and training for employees
- Act as a liaison between the Regional Vice President and trainers/consultants
- Work with the Regional Vice President to create and customize training and development programs that best suit the needs of different levels of employees
- Prepare training budget and manage approved yearly budget

4. Communication Representative for Business Services
- Write articles on projects, ongoing initiatives, and any significant developments/activities for the region
- Edit and verify contributed articles from other department heads/employees (with final approval from the Regional Vice President)
- Publish articles electronically to all customers and employees of Business Services

5. Head of Social Committee
- Prepare social budgets and manage approved yearly budget
- Plan and execute projects/activities for employees together with the social committee
- Represent Business Services at other activities/events organized by Aker Solutions

6. Other roles/responsibilities
- Handle all PR and Event Management
- Establish and manage relationships between Business Services and other service providers/vendors
- Work and finalize pricing for services/products acquired by Business Services
- In charge of purchasing items that are required (not including stationery and IT hardware or software)
- Collaborated with the cost controller of global application management to design a price spreadsheet for global customers

In the period that I have interacted with Ms. Sabrina, she not only came across as a very professionally competent person but also a very friendly and compassionate co-worker. Her contribution to the various projects has been exemplary. Her dedication, hard work, and sincerity have enabled her to be a quick learner on the job. She has been more than willing to take on additional responsibility when the call of duty so warranted.

Due to the restructuring of the company's manpower requirements, we regret that her position was found redundant, and she was retrenched with effect on May 1, 2009. I would fully and wholeheartedly recommend Ms. Rebecca White to you, as she would be a definite asset to your company.

Hey Ronica,

I would suggest not writing such a long testimonial or appreciation letter. It should be very short and sweet. Writing such long testimonials may backfire on you and the employee you are recommending. Rest is your wisdom.
--SG

Hi,

Thanks for this useful letter format, dear.

I have made the necessary corrections to your message. If you have any more text you'd like me to review, feel free to send it my way.

Hi,

I agree with Saurabh, so I am sending you a short and sweet letter.

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Ms. XYZ (Emp No.) was working with us from August 18, 2008, to March 30, 2009, in our XYZ Division based at XYZ. Her last designation was Executive - Transaction Processing.

During her tenure with us, she was found to be sincere, hardworking, and diligent. We wish her all success in her future endeavors.

For XYZ

AUTHORIZED SIGNATORY AUTHORIZED SIGNATORY

You have many examples already, but see if this helps:

Name, appointments held during his/her tenure, and date of joining and leaving; reason for leaving; qualities you saw in the person that help in executing the task/role to the best; his adaptability with the team; his conduct with superiors, coworkers, subordinates; his reliability to take up responsible and confidential matters; his reliability in dealing with finance; his social behavior; whether he was fit to take up a higher job in your organization; any salient areas of improvement which you mentioned to the individual.

Remember, you cannot pass off a bad egg to some other company in the process of being kind (parting gesture—I don't want to damage you). Your letter should be non-judgmental, non-biased, not giving opinion, but sheer facts.

Hope it helps.

Please find the attachment.

Check once.

Regards

Hi Ronica,

I was going through the sample appreciation letter you had written again. In the letter, you have listed almost 7 or 8 good qualities of the employee. If that employee is so good at work, then why are you allowing her to go? You mentioned that due to the restructuring of your company, you find her position redundant. However, as the Vice President of the company, I understand you must have the authority to move the employee to another department or team. No organization wants to lose its best manpower. I am certain that the above appreciation letter will not only reflect poorly on you but also on the employee.

It is evident to anyone that the letter demonstrates a biased approach. As I mentioned earlier, the decision is yours to make based on your wisdom. Decide what you want to do!!

Best regards,
SG

Dear Ronica,

Nowadays, there is no template for a letter as you have mentioned. The character reference code would be specified in the experience letter itself. If you still require assistance, please use the search tab.

Thank you.