Latest news with #professionalnetwork
Independent Singapore
28-05-2025
- Business
- Independent Singapore
‘My ex-boss is spreading lies about me' — Woman says her former boss is falsely claiming she ‘mismanaged' the company, so he fired her, despite a peaceful resignation
SINGAPORE: A woman shared on social media that her former boss has been spreading false claims about her after she resigned from a company she believed she had left on good terms. In a detailed post on the r/askSingapore subreddit, the woman explained that she left her job at the end of 2024 after serving the standard one-month notice period. At the time of her departure, there were no signs of conflict or tension, and she assumed everything had ended amicably. However, weeks after her departure, troubling rumours began to reach her through former colleagues and people in her professional network. To her surprise, she discovered that one of her ex-bosses had allegedly been telling others that she had 'mismanaged' the company, that he could 'sue her' for alleged misconduct, and that she had been 'fired.' Shocked by the allegations, she clarified in her post that none of those claims were true. 'I resigned and served my notice. I got to know him because a friend I made while working there was shocked when I told him that I had to serve one month's notice. My boss had told my friend that I was fired, which, by right, didn't require any notice period.' She went on to describe her former boss as notorious for being toxic, alleging that he lacked management skills, had a 'horrible' temper, and was known for 'badmouthing' people he didn't like. While she admitted the false narratives 'annoyed' her, especially when former colleagues brought them up during casual conversations, she said she had since 'moved on' with her life and didn't feel the need to confront the issue directly. Still, the experience left her unsettled, prompting her to ask the online community for advice. 'I just wanted to know your opinion. What would you do?' she wrote. 'Best to just ignore it totally and move on…' Many Redditors weighed in with their thoughts, noting that situations like this are quite common, especially in small and medium-sized enterprises (SMEs). Some pointed out that former employees are often blamed for problems once they're no longer around to defend themselves. Others, meanwhile, encouraged her to take the high road and focus on moving forward. One Redditor said, 'Best to just ignore it totally and move on. This is not uncommon, and please do not take it personally. No fault of yours. By ignoring, you're being the bigger person. Unless it's defamatory, you can always seek legal advice if there is evidence.' Another commented, 'Don't have to do anything. Your worth will be proven by your own merits out there, especially in a smaller industry.' A third wrote, 'You can't defend yourself when you're not there, and it's very convenient to make a person who left the company the sink of all problems. The most you can do is to clarify with those you want to remain connected to, whose opinions you care about. Of course, with receipts to back it up.' Dealing with defamation For others who may find themselves in similar situations, it is worth knowing that legal action is an option. According to The Singapore Lawyer website, individuals who intentionally spread defamatory content can be taken to civil court. If proven, they may face penalties ranging from a fine to a prison term of up to 24 months. Read also: 'Should I ask for an increment after probation?' — Fresh hire wonders if he should ask for a salary raise after his boss increased his workload
Entrepreneur
27-05-2025
- Business
- Entrepreneur
Your Resume Might Be Great, But This Is What Makes People Say 'Hire Them'
Discover the power of high-engagement job referrals and why this could be a game-changer for your career Opinions expressed by Entrepreneur contributors are their own. In today's unpredictable, hyper-competitive job market, resumes often disappear into a sea of sameness. Even highly qualified candidates struggle to stand out when their accomplishments echo those of countless others. What sets someone apart isn't always what's written on paper, but who's willing to speak up for them. That's why your professional network is more valuable than ever. Relationships you've cultivated since undergrad, grad school, internships, previous roles, volunteer work and industry groups hold untapped potential. But it's not as simple as asking a friend for a favor. To truly leverage your network, you need to understand how to earn and give high-engagement referrals — the kind that open doors and drive real results. Related: You Won't Find What Makes a Hire 'Special' on Their Resume What is a high-engagement referral? A high-engagement referral isn't just a polite nod or a casual mention. It's a personal, proactive endorsement. It signals a high level of trust and alignment between the recommender, the candidate and the opportunity. When someone offers a high-engagement referral, they're essentially saying, "I know this person well. I've worked with them. I believe in their abilities and character so strongly that I'm willing to put my own reputation on the line." This type of referral typically goes beyond a LinkedIn endorsement. It may involve crafting a thoughtful introduction tailored to a specific role, reaching out to a hiring manager directly or guiding the candidate through interview preparation. Some advocates even go as far as recommending the candidate across multiple platforms and internal channels. These extra steps show intention and investment, and hiring teams take notice. Why these referrals matter for leaders For business leaders, high-engagement referrals can be transformative. Whether you're building a startup, leading a team or mentoring rising talent, referrals help you attract and retain high-performing individuals. Candidates who come recommended through trusted sources often prove to be stronger performers and cultural fits. The impact goes beyond recruitment. A culture where referrals are encouraged tends to be one where employees are engaged, invested and proud to bring others into the fold. It also elevates your brand as a place where talent thrives and relationships matter. So why do high-engagement referrals work so well? First, they cut through the noise. In a landscape where hundreds of resumes might flood a hiring manager's inbox, a trusted referral can bring a candidate straight to the top of the pile. Second, they offer a signal of trustworthiness, adaptability and cultural fit — qualities that are hard to gauge on paper. And finally, they set a positive tone. Walking into an interview knowing someone has already championed your abilities can create instant rapport, boost your confidence, and even influence the outcome. Of course, earning such a referral doesn't happen overnight. It begins with clarity. When you ask for a referral, be specific. Tell your contact what job you're pursuing, why you're a strong fit and how they can help. Make their job easier by offering a brief message they can tailor or highlighting shared experiences that make your ask feel relevant and authentic. Even more important is the groundwork you lay before you need the referral. Stay in touch with mentors, colleagues and collaborators. Check in periodically. Share updates on your work. Offer support when they're navigating changes. The strongest referrals come from relationships that have been nurtured, not neglected until a favor is needed. Related: 5 Steps to Hiring the Right People for Your Business How to earn one Just as you want to receive high-engagement referrals, you should also look for opportunities to offer them. If a former coworker is job hunting and you can genuinely speak to their strengths, take the time to advocate for them. Write the email. Make the call. The value you offer someone else could have a lasting impact — and it positions you as someone who lifts others as you rise. At the heart of it all is trust. In today's evolving professional landscape, trust is the currency of opportunity. It's not just about credentials or connections. It's about who will speak up for you with conviction — and who you're willing to stand behind in return. Build that kind of network. Invest in it. And when the time comes, you'll have more than a resume — you'll have real advocates in your corner.
