Distil Networks Glassdoor Just Take a Look at Hr Responses to Negative Reviews

Retrieve about a time you lot purchased a product online or browsed online for a eatery to try...Did client reviews play a function in your terminal decision on which product to pick or restaurant to try?

If you're like the majority of modern consumers, the answer is probably a definite aye.

In the digital era, we have the benefit of crowdsourced information to assist us with all our consumption decisions—"Shopping" for a job is no different. When considering a task offer or simply browsing job postings, the bulk of prospective employees will seek out company reviews, on websites such equally Glassdoor, every bit function of their decision-making process.

In fact, Minor Business concern Trends (2017) shows that precisely 83% of chore seekers use reviews to support their decisions on which companies to employ to.

Improving Your Visitor's Glassdoor Score

First off, know that boosting your Glassdoor reviews and scores tin can have fourth dimension, especially if your score is depression, to begin with. However, it's not incommunicable. Using the following tips, you lot can hone in on the root cause of the negative complaints, and systematically tackle the problems one by one.

A critical key to success: remain positive and optimistic throughout this process.

Negative reviews can sometimes feel highly personal, discouraging, and demoralizing to Hr, managers, and executives. Merely every negative review should be framed as valuable data. In short, a window into your employee'south experience. Issues you never knew existed may begin to surface if y'all go on an eye out for patterns in reviews.

Let's begin drilling down on each step.

i. Glassdoor review audit

The first step in optimizing your Glassdoor contour is to conduct a thorough audit of your current Glassdoor profile and associated employee reviews.

Essentially you want to quantify and qualify just how bad (or good) the reviews are. It also will help to go on formal rails of your observations by documenting the results on a spreadsheet.

A few important key findings and metrics to continue in mind when auditing your Glassdoor profile:

• Total score (for example 3.5 stars out of v)
• The total number of reviews
• Total reviews per calendar month (over the past year)
• Number of ratings past current employees
• Number of ratings past former employees
• The average star rating for current employees
• The average star rating for sometime employees
• Number of complaints by type
• For example, the number of complaints virtually salary, management, etc

After y'all extract these key insights, you will be able to paint a clear picture of who exactly is contributing to the negative reviews nearly your company and why.

At this betoken, you will be in a much better position to tackle the root crusade of the problem to resolve the effect for time to come employees, hopefully.

For example, if you notice that 90% of sometime employees write negative reviews and they all complain nigh poor direction, you know there might be an underlying communication consequence between management and employees at play.

2. Ask current employees to review your company

Negative experiences motivate the states to brand a public complaint; it's human nature. On the other mitt, people who have positive experiences are not motivated to make the same public remarks unless the client experience goes above and beyond. So keep in mind, reviews of whatever kind tend to represent polarized opinions—it's either great or atrocious.

As a result, it'southward crucial to ensure your Glassdoor page isn't only receiving reviews from disgruntled ex-employees. Because regardless of how representative reviews are of the actual truth, job seekers perceive reviews as a reflection of the truth and ultimately use them to inform their decisions.

So, to avoid this consequence, yous must periodically campaign current employees to fill out Glassdoor reviews as well.

Current employees, peculiarly loyal ones with boasting long tenures, volition exist more probable to leave positive and optimistic reviews. Ultimately, yous are aiming to ensure the sample of reviews accurately represents the opinions of your electric current workforce, not just individuals who no longer piece of work for you.

iii. Answer with tact to all reviews

Responding to every review—even positive ones—is an fantabulous mode to demonstrate that your organization is taking a proactive office when information technology comes to negative employee feedback.

You lot may be worried almost publicly responding to negative reviews, as it tin can announced to bring attention to the review. However, this is not the case. A positive, sincere, and personalized public response can make a world of deviation for potential job applicants.

That said, responding to reviews won't necessarily improve future reviews. However, it will undoubtedly ship a positive message to prospective employees who are browsing your Glassdoor contour.

four. Dribble primal insights from reviews

As mentioned, employee reviews equally essentially free information, valuable insights into your employee's experience.

At this betoken, the previous audit do will serve yous well. You lot can farther drill downward to quantify and qualify your employee's exact hurting points. In short, put on your annotator hat and track patterns and trends in employee complaints and quantify them by assigning them a value.

Over time, y'all may notice sure pain points consistently cropping up. For example, the consequence of "low salary" equally a "con" has come up up in employee reviews X time over the past quarter. You can create hurting point "buckets" and keep rail of how often each overarching upshot surfaces on a monthly or quarterly basis.

These key insights volition serve as powerful insights to farther inform your employee engagement strategy as well.

This brings us to our next point...

5. Comprise insights into Employee Date Strategy

You're reading this because your ultimate goal is to improve your Glassdoor reviews, which won't be possible unless y'all employ the insights derived from reviews towards improving your employee'south experience. In brusque, feedback should help your organization improve, abound, and evolve in a positive direction.

For example, if you noted repeat complaints nigh "low bacon," you should consider including "improve bacon offering" as a central initiative in edifice your Employee Appointment Programme.

In short, putting active try into tackling the issue will translate into fewer complaints going forwards. On the other hand, if yous make no effort to solve the trouble, it will persist, and then will the negative reviews.

Go on in mind; this is a long-term strategy. No one expects you to solve high-level issues overnight. Withal, when you set an intention and target specific pain points by incorporating solutions into your Employee Engagement Strategy, you will surely run into long-term results.

half-dozen. Make employee value proposition (EVP) a strategic priority

If you want to take an active and preventative approach, make your employee value proposition (EVP) a strategic priority for your HR department.

EVP represents everything of value that an employer provides to its employees—pay, benefits, preparation, career development opportunities, and and then on—and it is and so sold and marketed to the potential and current employees. The goal is to retain existing employees and attract new talent.

EVP also includes a mission statement or employee value proposition; this is a blazon of inspirational elevator pitch intended to articulate the organization'southward high goals and emotionally unify the workforce.

Last Thoughts

Negative Glassdoor reviews severely impact the perception of prospective employees. Later all, consumers rely heavily on reviews to inform their decisions almost all types of products. Where we piece of work is no dissimilar.

The primary takeaway should be; despite negative reviews and a low score, always remain positive. Rather than feeling defeated, approach employee feedback equally valuable information, an opportunity for your organization to learn and improve.

Approaching negative Glassdoor reviews from this proactive and optimistic mindset will set the proper intention—in which the ultimate goal is to tackle and treat the underlying problem—instead of hurriedly masking it with partial solutions. In the long run, this is the but approach that will truly better Glassdoor reviews in an indelible way.

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Source: https://www.applauz.me/resources/how-employers-can-improve-their-company-glassdoor-reviews

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