Linkedin Recommendations - Are they worth it?

Let’s face it - it’s another thing on our never-ending to-do lists. My take is Linkedin recommendations are part of your brand, and they do matter when it comes to how you are perceived.

Linkedin recommendations provide direct objective evidence of you as a person professionally. No matter how much you say you are good at being a people manager or how good you are technically, if none of your direct reports or people you worked with are not willing to give you a recommendation, that’s a red flag.?

In this day of economic instability and massive layoffs, be ready and stay ready. If you’ve been working with a colleague to achieve a specific objective, and they have verbally told you what an asset you are to the team and project, ask them kindly to write a small recommendation on Linkedin. Request it nicely. Why? Imagine you have been let go. You reach out to people you previously worked with to write you a recommendation and they ghost you or respond back with “I still work at the company, and can’t be seen interacting with your posts.” While some of you gasp at the audacity, it’s a reality for many. The relationship building you did is forgotten in that moment, and that person you requested feedback from has to look out for their own interests. If they respond with, “I still work there and you can add me as a reference for a future employer to call.” Thank them and don’t waste your energy on them.

Previous employers you have left or have let you go will only validate you worked there when asked, but they don’t go into specifics of what you were like as an employee. Make it a habit to regularly ask for feedback on Linkedin after completing a major project or achieving a milestone. Titles mean nothing without proof, and it is an honor and a gift when you see someone validate that.?

It takes 5 minutes. If we can scroll, we can also take a few minutes to recognize someone weekly on Linkedin. Those who do this already, thank you - you are the real heroes and I want you in my court. Those who ignore Linkedin recommendation requests to provide feedback or just constantly ask and don’t give, frankly you are selfish and need to assess your priorities. What goes around comes around. The beauty of karma and reciprocity.?

Linkedin recommendations also say a ton about a company culture. Every single time I apply for a new opportunity, I look at the people that work there on Linkedin, and I also click on those in leadership positions who work there that have given recommendations. Most of the time, it’s very little. That tells people you don’t have a culture of recognition. If a company preaches inclusivity and employee experience, and doesn’t recognize people publicly on Linkedin that are making significant impacts, again another red flag.?Pro job seeker tip, look up the hiring manager and their manager's recommendations section of the profile. You are welcome.

I recommend hiring managers and executives read what is being said about their company cultures on the Fishbowl app and apps like Blind. It’s eye opening, and when you ask why there is a retention problem, here is proof. The amount of insight you collect on those platforms beats any employee satisfaction survey.?

You don’t have to like a person you've worked with. We’re not here to make friends, but you can be objective. If someone went above and beyond or did an extremely good job, give them a recommendation. Even if that relationship soured over the years. Help them shine. If you receive a request, and you don’t have something nice to say on a recommendation or can’t come up with a single positive interaction with that person, don’t recommend them. Decline respectfully.

Let’s talk Gen Z. I LOVE Gen Z. Gen Z professionals are truly catalysts of the future in every industry. Be like Gen Z and hype yourself and others. Be bold and abundant in your recognition. I’m not talking everyone gets a trophy. I’m talking about vocalizing and giving credit where it is due. We will likely one day all work for a Gen Z manager, so jump on the bandwagon and be generous in commending people on a job well done when appropriate. Gen Z does their research on every platform imaginable or reach out to people in the company that work there, before they make a decision, and compensation is not the only significant factor they look at.??

Be vulnerable and authentic like Gen Z, and stop with the gatekeeping. Discuss the challenges you overcame on a project with that person and how by giving specific examples in your recommendations. It allows a person to truly focus on their strengths and is a major confidence booster. Thinking that the person who did their job very well is going to take over your job or take away opportunities from you in the future, is not an abundance mindset.?

In summary, find time to give and request recommendations.?

I wrote this article because in the past 6 months so many people have been let go and are having a hard time finding jobs even after they have reached out to their network. I’m sure recommendations also help hiring managers and recruiters who are looking to fill roles. I don’t know how it works with various platform algorithms, but I’m assuming it doesn’t do any harm.?

Don’t be stingy and don’t be a grinch. Block 5 minutes a week to give and/or request a recommendation from someone.?

Happy recommending.?

Always staying zealously authentic,

Sidra?Naseer (aka thetechplanner)

#Linkedin #feedbackmatters #recognitionmatters #professionaladvice