I’ve seen a number of recent posts on LinkedIn questioning the value and veracity of Glassdoor company reviews. Specifically, the posters dismiss negative reviews as emotional rants from current or former employees who simply have axes to grind. At best, this is dangerously naive. At worst, it’s terribly arrogant.
No company is perfect. And many have serious cultural or operational problems that employees are too afraid to discuss with management, so they resort to anonymous forums like Glassdoor to vent their frustrations.
I’ve worked with such organizations where any employees who raised concerns were labeled as “complainers” and either ended up quitting or were forced out the door.
Organizations that treat their talent in such a way deserve negative Glassdoor reviews in which employees use inflammatory language like “psychological torture” and “evil management” to describe their experiences.
Unless you currently work – or until recently had been working – in that reviewer’s same position, for their same manager, you really have no basis to presume that their words don’t ring true. I challenge anyone – whether you’re in HR, middle management, or executive leadership – who questions another’s negative work experience to go sit at that employee’s desk for a few months, working for the same boss under the same conditions, and then reconsider whether or not their Glassdoor review counts.
There’s a difference between a review written by someone who simply says “this place sucks”, but leaves no other details about their function or experience, and a reviewer who cites specific examples of why working for their employer was so awful. The latter review is more credible, even if its content paints a less-than-flattering picture of the organization.
Just because you don’t like what someone has to say about your company, doesn’t mean it’s not the truth.
Perhaps the reason these issues had not previously come to light in employee surveys or discussions with management or Human Resources is because there are cultural barriers preventing such candid discussions from taking place.
Most workplaces today operate within the cultural bounds that dictate employees should not tell management what isn’t working, unless they feel like jeopardizing their careers. I have worked in environments like this. Although I’m not inclined to write a review (positive or negative) for these employers, I have read through some reviews in which employees shared very specific criticisms that I knew were, indeed, factual, not just disgruntled fabrications.
Instead of discounting a negative Glassdoor review, use it as a wake up call that there really might be something wrong in your organization. The fact that an employee didn’t trust management or Human Resources enough to have an open and honest conversation should set off an alarm indicating your culture is unhealthy.
Job seekers today do use Glassdoor to determine if your organization is a good fit for them, whether you like it or not. Ignoring negative reviews won’t change that.
Attracting and retaining top talent requires more than just pretending everything is A-okay and firing anybody who refuses to drink the Kool-Aid. The practice of reinforcing a broken culture eventually backfires. Just look at what happened to Uber.
By the time you read about it on Glassdoor, the damage is already done. But don’t make it worse by ignoring the bad news or trying to sweep it under the carpet. And certainly don’t try to retaliate by pursuing some form of legal action, because that will just make you look like a bully who can’t take feedback – basically reinforcing what your current and former employees already know to be true about the way you treat talent.
Your people can give you critical insights into facets of your organization that are preventing it from being a great place to work and conduct business, such as ineffective technology, disengaging management practices, or strategic missteps that impact customer service.
Today’s ultra-competitive business environment makes it hard enough for organizations to hire and keep the best people. Don’t make things more difficult by refusing to accept some hard truths about what it’s really like to work for you.
Take feedback from your employees as a gift, and invite them to give it as often and honestly as they need to; then act on it! That way they won’t feel like they have to anonymously post it online for customers, candidates, and the whole world to see.