Related Posts
McKinsey & Company Starting in the McKinsey London office soon and essentially need to buy a new wardrobe. Any advice on what I should prioritise?? Was going to buy a couple nice suits and shirts etc, but someone told me no one wears suits anymore and to buy chinos and quarter zips instead?
McKinsey & Company
When did the word 'no' become taboo?
LI a cringe exists beyond LI
Additional Posts in Human Resources
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Chief
Here is a strategy that works for me:
1) Once a month I share our rating with all employees, and ask them to publish their honest opinion. Also, I respond to every review on Glassdoor, positive or negative.
2) I send separate emails to recently promoted employees saying that we are hiring and we need more people like them, so I would appreciate if they post a review on Glassdoor to help us to attract relevant candidates.
3) Same strategy as 2) with employees who recently got high bonuses for extraordinary achievements.
4) We also pay 10Y anniversary bonuses, so after we pay them I send email to anniversaries saying that we value their loyalty, need more people like them and would appreciate if they post a review describing their experience with the company to attract more people like them.
Responding to every positive review is very important. And it shouldn’t be only “Thank you”. I try and respond to every point employee mentioned and address issues they describe. Once employee complained about dumbbells in a building’s gym, so I asked property management to replace them and addressed it in review.
It works as a positive reinforcement for people.
I’ve been doing it for 5 years, our rating was 3.4, now it’s 4.5
Why are you asking them to write Glassdoor reviews? It doesn’t seem genuine if it’s in response to a request. So the most effective message you can send is to create an organization and culture that employees will want to evangelize.
In my experience, it’s usually used by disgruntled employees unless the culture kicks butt then employees will go do it on their own. Utilize your FB, website and IG better maybe. Asking employees to post on Glassdoor has more chance of backfiring on u.
You might bring it up and share that you are utilizing Glassdoor as a recruiting tool and that you are encouraging all to share their experience with the company. Anything too forceful or mandatory will show up in the reviews and will seem less than genuine. I’d be sure to share the message with everyone, not just the ones you would expect to give glowing reviews. If it’s a request from a place of authenticity, I think it could be an effective tool. If you put too much used car sales spin on it, your way employees and your candidates will see right through it.
LinkedIn is also a place candidates go to research a company, so encourage your teams to share on LinkedIn as well. This can be especially helpful if you have a corporate presence and your local employees can share and comment on moderated content without having to reinvent the wheel for themselves.
I think this is a great idea and I’ve been thinking about doing it myself.