Phrasings · Conduct
Conduct phrasings without codes
Conduct towards superiors, colleagues and customers — in plain language, with observable descriptions instead of personality labels or hidden hints.
Clear and without insinuations.
Conduct towards superiors
- „Ms X communicated transparently with her superiors, agreed regular status exchanges and proactively contributed suggestions."
- „She sought feedback promptly when uncertain and reliably implemented agreed adjustments."
- „In conflict she acted factually and brought escalations into the appropriate framework at an early stage."
Observable, without personality labels.
Conduct towards colleagues
- „Within the team, Mr Y acted collegially and shared his knowledge with junior colleagues in a structured way."
- „During bottlenecks he took on tasks of others without demanding recognition for it."
- „In discussions he listened actively and put forward arguments factually."
Where the role involved customer contact — otherwise omit or mark "not relevant for this role".
Conduct towards customers
- „Ms Z communicated with customers clearly and reliably; she generally resolved complaints at the first contact."
- „She was perceived by customers as approachable, solution-oriented and respectful."
- „In disputed cases she maintained a professional attitude and closed matters with documentation."
FAQ
Frequently asked questions
What if the role had no customer contact?
Then the conduct assessment towards customers does not belong in the reference — and should be actively flagged ("In her role there was no direct customer contact"). Omitting without explanation is read in the classic code tradition as a hint at problems with customer contact.
May I use personality labels such as "introverted"?
Better not. Personality descriptions are problematic in the reference (discrimination risk, right to correction). Instead, describe observable conduct — e.g. instead of "introverted" → "preferred to work in a focused way; in discussions she contributed her points purposefully and thoughtfully".
What if conflicts have occurred?
If conflicts are essential for the assessment, describe factually — referencing concrete conduct and with context ("In two projects there were differences which were discussed at the employee meeting on [Date] and amicably resolved."). Avoid: blanket insinuations without facts.
Automatically code-free in the generator
The compliance check identifies typical conduct codes and suggests plain-language alternatives — decidable one by one per finding.