Negative Glassdoor Reviews: How employers can curb them
If you’re an employer of an organization with more than twenty-five employees, there’s a good chance you’ve heard of (or used) Glassdoor. In fact, you may have checked out your company profile, to find your ratings aren’t so great. It’s possible that you had a few disgruntled former employees leave reviews, and you want to find a way to cut back on this.
You as an employer don’t want your organization to look bad on Glassdoor. That’s a perfect reasonable request. Just like a restaurant doesn’t want a two star rating on Yelp. In the rest of this post we’ll discuss ways to curb negative Glassdoor reviews.
Transparency is a good thing
First, at Friday Feedback, we believe the transparency that Glassdoor reviews offer is a good thing in the world of work. As an employee I’ve used it a few times before accepting an offer. If a potential employee consults these reviews, finds a potential red-flag, and decides not to proceed, it’s very possible it will save you money in the long-run (hiring, onboarding, firing, etc).
Just like many important decisions in life, the more information you have at your disposal, the more of an educated decision you’ll make.
The nature of reviews
By nature, reviews tend to skew negative. On average, people who have a negative experience tell three times as many people as those who have a positive experience. For people who don’t have a great experience at a particular organization, the ability to post a mostly-anonymous review is a way to fire a warning shot to future employees.
It’s important to use this as the foundation – if you leave your organization the way it is, the situation won’t improve. You must be proactive.
Be proactive about understanding your employees
Glassdoor reviews should not surprise organizations who a pulse of their company. How can you get a pulse on the organization? Start collecting feedback.
This could include pulse surveys, quarterly surveys, or other mechanisms. The goal is to proactively identify small issues before they compound and become major problems.
It’s important that these feedback mechanisms be frequent. Annual reviews are far too retroactive. It’s like a coach who only talks to his team 1x/year.
Why it matters
A consistent feedback cycle allows you to fine tune the “engine” of the company. This feedback loop is a necessary piece of the puzzle.
Ask current employees to review you
Glassdoor offers the opportunity for current employees to review the organization too. If you’ve done the above step, and have addressed employee issues, encourage them to leave a review. What do you have to lose?
Let’s say you have ten employees who have worked at your organization for fifteen years. They love their job, and would never think about leaving. So why would they ever visit Glassdoor?
Send out a company-wide email and tell employees – “we want to hire great people, and Glassdoor reviews matter. If you have a few minutes, please leave us a review. It’s anonymous”
Encourage your employees to be honest. If you encourage gaming the system, that’s a reflection of your values as a company and decreases employee trust.
Establish a cadence
Feel free to send an email like this 1x/year to the entire company. Don’t annoy them though.
Respond if needed
Similar to other review-based websites, Glassdoor allows you as a company to respond to a review that’s posted. If you feel that something should be clarified, respond. It’s a chance to show potential hires how you may handle issues like this. If you’re graceful about it, that’s a reflection on your company values.
What do you think?
If you’re an employer, what do you do to ensure that your company is reflected as a great place to work?