One of the first anxieties after retrenchment is the reference question. If my company let me go, will my manager still give me a reference? What do I say? How do I ask without making it awkward?
These concerns are understandable — and largely manageable. Here is how to approach the reference conversation after retrenchment, and how to build a reference portfolio that serves you well through the transition.
The First Thing to Know
Retrenchment does not automatically make a good reference impossible. Most managers understand that retrenchment is a business decision, not a performance verdict — because many of them have been in the same position themselves.
The key variable is not whether you were retrenched. It is the quality of the relationship and the quality of your work during the employment period.
If your work was strong and your relationship with your manager was positive, asking for a reference after retrenchment is not inherently awkward. It is a normal professional request.
Who to Ask
Your most recent direct manager is the highest-value reference for most applications. Even if the relationship was complicated by the retrenchment process, asking directly is worth doing.
Secondary references of high value: other senior managers who can speak to your work, key clients or partners who interacted with you professionally, cross-functional colleagues who can speak to collaboration and impact.
Do not ask references who cannot speak specifically to your professional capability. A character reference from a personal contact has limited value in professional hiring contexts.
How to Ask
Make the request directly and personally — by phone or in-person conversation, not by email if the relationship allows.
Frame clearly:
“I am beginning my job search and would really value your support as a reference. You have seen my work directly, and your perspective would carry genuine weight. Would you be willing to be a reference for me?”
If you want to give your referee more context:
“I am targeting roles in [general area], and I think the most helpful things you could speak to would be [specific capabilities]. Would you be comfortable addressing those if someone contacts you?”
This is respectful, specific, and helps your referee give you the strongest possible reference.
Preparing Your References for Success
A reference who is unprepared gives a generic reference. A prepared reference gives a specific, compelling one.
Brief your references: share the job description you are applying for, remind them of specific projects or achievements they can speak to, and let them know what you would most like them to emphasise.
Keep them updated: when you progress to reference-checking stage with a specific employer, notify your reference that a call may be coming, from whom, and for which role.
Express genuine appreciation: references take time and involve personal credibility. Acknowledge this.
When the Manager Reference Is Not Available or Appropriate
Some situations make a direct manager reference impossible or inadvisable: a manager who left the company before you did, a relationship that was genuinely conflictual, or a situation where the retrenchment involved significant disagreement.
In these cases:
Skip-level references: the manager’s manager, who can speak to your professional contribution at a higher level.
Peer references: senior colleagues who worked closely with you and can speak credibly to your capability.
Client or partner references: external parties who experienced your professional contribution directly.
The reference portfolio should have three to five references across different relationship types and different aspects of your capability.
LinkedIn Recommendations as Proactive References
For mid-career Singapore professionals, LinkedIn recommendations are a proactive reference-building strategy that precedes any specific job application.
Request specific recommendations from people who have seen your best work — before you need them for a specific application. A profile with four or five specific, credible recommendations from senior professionals is a reference portfolio available to every recruiter who views your profile.
Brief the recommender: “It would be particularly useful if you could speak to my ability to [specific capability] and the impact I had on [specific project or outcome].”
A Real Story
After retrenchment, Lena was convinced her manager would not want to give her a reference. She felt the retrenchment had been awkward and the final weeks had been tense.
She asked anyway — simply and directly. Her manager said: “Of course. Your work was excellent. The retrenchment was a business decision that had nothing to do with your performance. I am happy to say that to anyone who asks.”
Lena had spent three weeks worrying about a conversation that took four minutes and resulted in an enthusiastic reference.
Not every situation resolves this cleanly. But many do — because most managers separate their evaluation of the work from their management of the business.
FAQ
Q: Do I need to tell my references every time I apply for a role?
A: For formal reference checks, yes — let them know in advance. For general background inquiries, a heads-up is courteous if not always practical.
Q: What if a potential employer contacts my reference without telling me?
A: This is unusual but not unheard of. The best protection is ensuring all your likely references are briefed and supportive.
Q: Can I use a former colleague at the same level as a reference?
A: Yes, though hiring managers generally weight manager and senior colleague references more heavily than peer references.
Q: What if I have a gap since my last full-time role — who do I use as a reference?
A: Any professional who has observed your work during the gap period — consulting clients, volunteer supervisors, project collaborators — can serve as references.
Q: Should I provide references on my resume?
A: No. “References available upon request” is outdated. Provide references when specifically requested during the hiring process.
Your Next Step
Identify your three strongest potential references today — people who have observed your best professional work. Reach out to each of them proactively, before you need them for a specific application. The conversation is easier than you expect.
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