"Stephen, Can You Clarify 'Glassdoor'" - 06/05/19 Edition
Stephen Says Column
Dear Stephen:
I’m going to keep it simple. How do we improve our www.glassdoor.com rating? Apparently, ours is terrible.
I’ve always wondered if there is some formula or secret that makes some companies more successful at retaining the best employees. I’ve been around the block in this industry and am at a major manufacturer ranked among Fortune Magazine’s Best Companies to Work For. But employee retention is in a real dip.
Everyone I think understands one disgruntled employee who has just been fired can write a bad review and bring the whole thing crashing down. I am just tired of worrying about the optics of my company, be it a manufacturer or dealer. I genuinely want to retain my employees, allow them to thrive and grow here. No more gimmicks.
What’s your advice?
Signed,
Shattering the Glassdoor.com
Dear Shatter:
My experience has long shaped my perspective to embrace one simple fact: There are no bad companies, just bad bosses. Yet, that statement (while true) is a bit of a cliché in the modern workforce. Even I am sick of hearing that as a boss myself.
To answer part of your question: There is no real way to “change” your Glassdoor review nor should you worry about it much. Don’t ignore it, but don’t overthink it either. If your Glassdoor review is the criteria for a candidate to interview with or accept a job at your company, then you do not want that candidate. Simply put, they are an idiot. A bad review online for any business is just a reality of today’s social media culture, just take a look at Yelp, Uber or the Facebook feed of any newly divorced couple. Any singular review should be taken with a grain of salt but if you start to see a pattern of negative reviews, you may have a problem on your hands. For candidates, be aware of the reviews but please don’t avoid an interview with a company just because of the glassdoor.com comments. Just like I’ve had great experiences at restaurants with low Yelp scores, a candidate may very well have a great experience at a company with a low Glassdoor profile. I always recommend that one takes the interview and meets their potential boss face to face. If you don’t like it, don’t take the job. There is, however, always the chance you can beat the odds of a negative review. This fact was true before Glassdoor or even before the internet: An overbearing, negligent or incompetent boss can ruin any working experience, regardless of the fancy office, incredible perks or free lunch. I’ve seen it time and time again: A good worker comes to me looking for their next opportunity, and they say, “I love the company, I just cannot deal with my boss anymore.” Here is the thing no American company seems to have figured out about recruiting and retaining the best people: Give them free medical. Free anything for that matter. I have one dealer who provides free lunch for his inside people and workers there love it and stay. The pay isn’t even great but you can bet your butt their employees go home happy. The vast majority of candidates I interview and talk to are willing to take home less cash if it means they get to come away with full medical. Most European manufacturers will offer these benefits by default. Companies like Vitra, Unifor and Christian Liaigre all offer full medical benefits. Guess who has the better retention? I’ve often said the first large domestic player to offer fully paid medical will immediately jump to the top of every candidate’s wish list. It helps create a culture of compassion that carries directly over to happy employees and high sales figures. The bottom line is your reviews on glassdoor.com barely matter. Take them into account and be aware of them, but never bring it up in an interview nor pay large attention to it beyond the specific concerns of your employees or something terribly egregious on the website. If you want to retain your employees and keep them happy, the solution is simple. Ancillary benefits are nice but free health care is the future. Just give it to them, dummy!
Best,
Stephen
You can send your workplace questions to Stephen at: StephenSays@bellow.press
Questions selected to be answered, will appear in this column. Please use the Subject: Stephen Says for all emails. Stephen Viscusi is a bestselling author, television personality, and CEO of The Viscusi Group, global executive recruiters located in New York. Follow Stephen on Twitter @stephenviscusi. Like Stephen on Facebook: and follow him on LinkedIn.
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