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Everything You Need to Know

Employee reviews are an evaluation of an employee’s performance, usually conducted by the employee’s manager8 min read

1. What Are Employee Reviews?
2. Employee Reviews
3. Tips for Creating Effective and Successful Employee Performance Reviews
4. Separate Reviews for Pay Increases from Conversations About Professional Development
5. Be Honest
6. Put Down the Forms
7. Shift the Review to the Employee
8. Come Prepared
9. Reviews Shouldn’t Be the First Time You Provide Feedback
10. Set Goals
11. Make the Employee Evaluation Performance Clear
12. Do Not Only Focus on Recent Events
13. Solicit Feedback
14. Spend Plenty of Time on the Positive Aspects

What Are Employee Reviews?

Employee reviews are an evaluation of an employee’s performance, usually conducted by the employee’s manager. Employee reviews are an uncomfortable yet necessary part of a company’s hiring and employee retention process. For many, these meetings seem arbitrary, a corporate requirement with no real intent or value. However, when used properly and performed well, employee reviews can help mold long-term employees into members of the team.

Employee Reviews

A common joke made among people in the human resources industry is that employee reviews are like fruitcakes because they come once a year whether you want them to or not. Just like a fruitcake, reviews are most common during the holidays—the time when the work has been piling up, employees are most focused on their bonuses, and their last vacation seems so far away.

Much of the stress of reviews could be avoided if, as experts in the field suggest, employees were reviewed earlier in the year, and more frequently overall. This would result in positive changes not just for the individual, but for the company as a whole. It is generally recommended that reviews take place at least twice per year—once at the midway point, and then as an end-of-year review which would cover possible raises or bonuses.

Performance reviews are critical for employers. They provide an opportunity for the employer to give constructive feedback to make sure their business is operating at peak efficiency. The process also allows employers to praise employees for a job well done, give them guidance for what they might be doing wrong, and let’s both parties engage in an open discussion about the future of the company as well as what potential exists for employee growth. Performance reviews are rarely a fun experience, but they can be an effective way to create more loyalty among employees when done well.

Tips for Creating Effective and Successful Employee Performance Reviews

Performance review methods might differ from company to company, but there are universal principles about how to discuss work performance with an employee. Whether you’re conducting a performance review, implementing a performance improvement plan (PIP), or negotiating a salary adjustment, there are core strategies you can employ in any situation.

The following are a few tips for ensuring that your performance review process is as effective as possible. Keep in mind that these tips can enhance your relationship with your employees/co-workers, improve the overall performance of your organization, and enhance the company’s employee-manager communication significantly (which is a huge win for customers and work relationships). You should also find many applicable in everyday conversations with employees. Follow these tips, and you’ll find more efficiency in your reviews, and have more productive employees after a successful meeting.

Separate Reviews for Pay Increases from Conversations About Professional Development

A major reason why you will want to arrange a midyear meeting with every employee is, so you can separate the session when you discuss an employee’s performance from one where compensation is determined. According to the chairman of management consulting firm TruePoint, Michael Beer, it is extremely difficult to have anyone focus on feedback about their performance if they know that salary or bonuses will be discussed during the meeting.

Be Honest

Everyone says that “honesty is the best policy,” but in this case, it is actually true. Paul Falcone, an HR export, has stated that many employers try to avoid confrontations with their employees by overinflating their positive feedback. While this tactic prevents argument, it won’t help employees grow, and will make the termination process more difficult in the long run. Remain open-ended in the conversation, allowing the employee time to respond to feedback in the room. Make the conversation about the issues, not the person.

Put Down the Forms

Some managers give a performance review by just running down the company’s required employee feedback form point by point, simply spitting out grades or remarks for each. This process is actually the worst way possible to conduct such an evaluation, because it leaves no room for discussion. These meetings can be far more productive once the form has been set aside, or at the very least waiting until after the meeting to fill it out.

A better strategy than using the form at all would be just to have a conversation about the employee’s performance since the last review, including any problems that have come up and how they were resolved. Once everything has been discussed, you are better equipped to formulate strategies for improvement, and set up an even more productive process when the time comes for the next review meeting.

Shift the Review to the Employee

One of the best strategies for a successful, open discussion or review is to switch around the roles in the conversation and have the employee do the reviewing. Managers are better positioned to motivate employees when they let the employee assess his or her own work. You can open up the session to productive discussion by asking the employee to review their supervisor’s performance in addition to their own. Try asking an employee four core questions during the review:

• How do you feel you’ve performed this year?
• What can I do as your supervisor to build your skills?
• What are your goals for the next year?
• What are some measurable outcomes of those goals?

Roughly 70 percent of your employees will be successful with this assignment, while 10 percent might not even respond. However, 20 percent of your employees will take these questions to heart and walk away highly motivated. In general, these are the people who become the company’s top performers.

Come Prepared

To create an effective employee review, it is crucial to gather as many specific examples of good and bad behavior as you possibly can. You should also gather objective information on the employee’s performance. This should not wait until just before a performance review; rather, achievements and mistakes must be tracked throughout the year. On the day of the review, create an outline of all desired discussion topics and set forth ground rules for a productive conversation.

Do the work ahead of time to prep for the discussion with an employee. Never go into a performance review without being fully prepared. You could miss key opportunities for feedback or improvement. Further, the employee won’t feel any encouragement about their successes. The records you keep during a performance review period serves to prepare you for an employee’s performance review.

Practice various approaches with human resources staff, your colleagues, or a manager as needed. Write down notes with your primary points of feedback. Make sure to include some bullet points to illustrate the points you plan to make to that employee. The more often you can identify patterns and provide clear examples, the better the employee will be able to understand and act upon your feedback. After a meeting, do not forget to follow up and summarize the discussion. Begin observations for that employee’s next review immediately.

Reviews Shouldn’t Be the First Time You Provide Feedback

The employee should not hear about positive performance or performance in need of improvement for the first time at your formal performance meeting unless you have new data or insight. An effective manager discusses positive performance alongside areas that can regularly be improved, not just twice a year. Managers should work hard to make a performance review discussion more of a re-emphasis of vital points.

When a manager understands the value of regular, consistent feedback, performance reviews stop being an annual occurrence. Many successful employers prefer quarterly meetings for monitoring performance reviews. The semiannual meetings are specifically for long-term planning and evaluation. In this system, you are discussing an employee’s career and evaluating performance at least four times each year.

Set Goals

Regardless of the specific components of a given performance review process, the first step will always be goal setting. The key to this process is that the employee understands exactly what is expected of their performance. Your periodic talks about performance should be focused on these major aspects of the employee’s job. If you don’t have a written agreement and shared vision of the employee’s career goals, it will be difficult for them to succeed.

Make the Employee Evaluation Performance Clear

During the goal setting and preparation phase, you should clarify how you will evaluate the employee’s performance. Take the time to describe specifically what you are looking for from them and exactly how you will assess their performance. Discuss the employee’s role in their own evaluation process.

Your organization’s performance review process may include an employee self-evaluation. If so, share the form with the employee and discuss what a self-evaluation entails. Share the performance review format with the employee in detail so they won’t be surprised at their next review. One of the most important parts of this evaluation discussion is sharing with employees how your organization will assess their performance.

Any employee should understand that if they do what is expected of them, they will be considered a well-performing employee. On a five-point scale, you should consider an average employee to be a three. An employee should do more than just perform their regular tasks to be considered as an outstanding employee.

Do Not Only Focus on Recent Events

Rather than judging the employee’s ranking performance based on recent events, you should be responsible for making note of positive occurrences like completed projects alongside any negative occurrences like a missed deadline, over a full-time period that the performance review covers. Many organizations call the documenting of an employee’s positive and negative occurrences a “critical incident report.” Be sure to ask your employee to also keep meticulous records so together you can develop a complete look at their overall performance during that time.

Solicit Feedback

Ask for feedback from colleagues who have worked closely with any employee with whom you’re about to meet. Soliciting feedback from colleagues who work closely with them is referred to as 360-degree feedback. This is because you are collecting feedback from everyone surrounding that employee: their boss, co-workers, and all reporting staff. Then, you will use that feedback to broaden the performance information provided in the review. Begin the process with informal discussions to better obtain feedback information. Think about developing a consistent, simple format, so the feedback is easier to digest and share with the employee’s manager.

If your company is going to use a form that must be filled out in advance, give the full performance review to the employee ahead of the meeting. Giving them their performance review in advance allows them to digest its contents before the discussion. Further, giving the performance review to an employee early may remove some emotion or outbursts from the actual meeting.

Spend Plenty of Time on the Positive Aspects

When you meet with an employee, take care to spend time on several positive aspects of their performance. This discussion about positive components should be longer than the conversation about any negative issues.

Giving positive feedback and discussing how the employee might be able to grow their performance should be the majority of your discussion. This makes the review a more motivating and rewarding experience. You shouldn’t have any employees with only negative performance. If you do, the problem is with your training and termination process, rather than the review process. That said, you should not neglect any areas which need improvement. If an employee is underperforming, be direct and address the issues. Make the importance clear, and take the time to ensure that they understand your feedback.

Performance reviews are often a manager’s least favorite part of their job. Without proper training and preparation, the process is uncomfortable and often counterproductive. Fortunately, implementing these simple strategies will allow managers to look forward to their reviews as simply a part of the process of growing the company’s success.

If you need help with employee reviews, you can post your legal need on UpCounsel’s marketplace. UpCounsel accepts only the top 5 percent of lawyers to its site. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies like Google, Menlo Ventures, and Airbnb.

How Negative Employee Reviews Affect Business

We use online reviews for everything these days. What happens when a negative review pops up about your business, or even worse, the review is from a current or former employee?

We use online reviews for everything these days. From picking a trendy restaurant to applying for a new job, it’s the first place we often look for helpful information.

Importance of a negative employee review

It’s easy to relate a negative review’s impact on customer purchases. If a customer sees a bad review, they may decide to take their business elsewhere. On the other side of a negative review, especially if it’s from a current or former employee, is how your employee hiring can be affected. All it can take to alter your reputation is one upset former employee to make a quick online post. After that, people could start seeing your business differently. Which shows why it’s important to always maintain a consistent brand message everywhere online.

According to an Indeed survey, 83 percent of people looking for jobs, usually search for online reviews before applying [1]. Also, HR technology company, CareerArc, found that 55 percent of job applicants would stop the application process if they found a negative employee review for that company [2]. The biggest take away from these stats is that people want to work in comfortable and enjoyable environments. A negative review can quickly show what it’s really like to work at a specific business, making the applicants’ decision even easier.

Hiring remains one of the top challenges for companies, which is also why these stats are so important. Businesses who are hiring today can automatically lose out on the best candidates without ever knowing them. Combating and preventing negative reviews can go a long way when it comes to hiring the most ideal candidate.

How to find negative reviews

So where do you find any negative employee reviews in the first place? It may be easier than you think! These reviews are often where your customers already leave reviews. In the instance of employee reviews, there are additional places online to consider searching. Here are the common places for employees to leave reviews.

1. Social media – You can find reviews on either an employees’ personal social media page or on your actual business social media page. This can include Facebook, Twitter, Instagram, and even LinkedIn.
2. Hiring websites – Some of the most common hiring sites to allow employee reviews include, Indeed, Glassdoor, ZipRecruiter, and Monster.
3. Common review sites – These sites include anywhere customers can leave a review, like Google, Yelp, and Trip Advisor.

Create Social Media Response Policy

If you found a negative review, it can be easy to want to defend your company. However, that may not always be the wisest decision. Instead, take time to calmly develop an action plan for the review. You’ll want to present your company in the best light possible. Create an online response policy that guides each response you make. A helpful response model to use, even for non-employee responses, goes like this:

1. Illustrate how you take the feedback sincerely and seriously.
2. Provide a solution for the employee.
3. Include insight from the company perspective without a defensive tone.

Learn from the review

A key takeaway from a negative employee review is to truly reflect on the comment made. Are your employees unhappy? Did that person have valid reason for the negative review? Or is there a bigger issue you need to address? Sometimes deciding the answer to the issue isn’t straightforward but figuring out a solution is important. Make it clear to your current employees that their opinions are valid, and you are addressing the negative review. Also, take time to share how your company has progressed from this event, and created a desirable place of employment.

Try to remove the review

While it’s important to learn from the review, it’s equally important to try and get the negative review removed. This is not an easy task, depending on which platform someone left the review. Each platform has its own rules and ways to remove unwanted posts. Fake or slanderous reviews are the easiest to remove, according to ReviewTrackers [3]. These reviews often violate the platform review policies, which are in place to protect a company’s reputation. Other instances may require you to reach out to the individual and personally ask them to remove the comment. Often, that can be an easier route than working with the online platforms.

Make it clear why someone should apply

If a potential applicant is looking at an online review to aid their decision, they will probably look elsewhere for more information. Make the process easier by having inviting and helpful information about why your business is a great place to work. Create a page on your website about why people should apply to your business. On that webpage, be sure to include:

1. What the company environment is like.
2. Company benefits and perks.
3. Testimonials for why current employees work there.
4. Pictures from events and employees working.
5. Easy access to apply for a job.

You can also extend this information past your website onto social media, and through community outreach. The goal is for your company to become a desirable place to apply and work. You can do all of this by simply showing you care about your employees, and your employees enjoy working for you.

Sources:

[1] Resources, insights, and tools for employers, Indeed

[2] CareerArc 2017 Future of Recruiting Study, CareerArc

[3] How to delete a Google review, ReviewTrackers

How Negative Employee Reviews Hurt Your Employer Brand – and How to Stop Them, RecruiterBox

Addressing Negative Online Reviews From Disgruntled Former Employees, Mimeo

How to Handle Negative Online Reviews from Former Employees, Insperity

How to Improve Employee Reviews on Glassdoor

Glassdoor has a significant influence as one of the top job sites in the U.S. Some 45 million job seekers access company data from their site each month, researching jobs from internships to executive positions. Needless to say, negative Glassdoor reviews about your company can affect your employment brand and the quality of your new hires.

Glassdoor reports that 72% of job seekers share their encounters online after bad experiences with employers, with 55% of job seekers admitting they avoid certain employers after finding negative reviews online.

This research also indicates that 54% of executives believe they can improve revenues by reducing negative search results, including negative reviews. While they may be talking about product or service reviews, the same is true for your employees. There is no magic wand to wave and remove bad reviews. However, HR and PR teams can proactively ensure a company’s overall employment brand reputation keeps improving.

Determine the Extent of the Damage

The first step is to determine the kind of reputation you have on Glassdoor. If your reputation is bad, don’t lose hope. The average company Glassdoor rating currently stands at 3.5/5 – and this includes companies with plans in place to manage their Glassdoor ratings.

Low ratings are typical because people are more likely to write reviews about negative experiences than positive ones. Disgruntled former employees use anonymous review sites to vent or get ‘revenge’ or ‘justice’. Contented employees are just that; they see no reason to review.

Check how many reviews you have and how you are rating. If a large percentage is negative, you must examine and improve your workplace culture. There is no shortcut to positive Glassdoor ratings: you must be a good employer.

The Complete Guide to Employee Feedback Programs

Optimize Your Profile

Create a free employer account.

Most HR professionals won’t care about their profiles unless there is a problem, but this can be harmful to the business. Start by creating a free employer account, enabling you to update necessary information on the company, review analytics, and respond to reviews.

The basic version has everything you need to optimize your profile.

Ask current employees for reviews.

Asking for reviews is more than just putting out a memo or making it mandatory (NEVER do that!) Motivate employees to voluntarily leave reviews by:

• Demonstrating how it helps the company
• Assuring them of anonymity
• Allowing them to do it in their own time and way
• Asking at the appropriate time and place
• Explaining the process of leaving the review

Some companies use external agencies to side-step the conflict of interest in asking employees for reviews. Happy current employees can help to counteract the negative reviews of disgruntled (ex-) employees. Your HR/PR team or external agents can plan how to ask employees to leave positive reviews.

When you ask is just as important: it would look highly suspicious if you have a sudden influx of positive reviews followed by a lull. Ensure that positive reviews trickle in at the same rate as negative ones to ensure negative reviews stay buried. Perhaps a handful of reviews every week, depending on the size of your workforce.

Perfect timings include 60- or 90-day review meetings, at exit interviews, or after annual performance reviews. You can also ask for employees of a specific department to add reviews to support hiring efforts in that department.

Avoid bribery and dishonesty.

You should not incentivize the review process, nor should you request employees to lie about their experience in your company. Honest reviews will help you to gauge the actual employee sentiment and highlight areas that need improvement. Incentivizing reviews is not only unethical, but it can also be illegal.

How to Mitigate the Risk of Reputational Damage and Employee Litigation

Respond to all reviews.

Take time to respond to all reviews, both good and bad. Start by thanking the reviewer for taking the time to leave a comment. A Glassdoor survey showed that 62% of users had an improved perception of a company upon seeing a response from the employer.

Avoid arguing, disparaging, or acting unprofessionally in your responses. You can put together a team from HR and marketing to draft appropriate responses. If you can, outline how the reviewer can address the issue they brought up (if you think that he/she is a current employee).

Glassdoor is a trusted employee review site with a massive following – you can’t afford to ignore it if you’re serious about reputation management. Always work proactively and use negative reviews to improve your employees working conditions – this is the best way to improve perceptions and employee sentiment. After this, a continuous plan to encourage positive reviews by employees can raise your average rating over time.

How AllVoices Can Help

When someone is frustrated enough to leave a negative public review on Glassdoor, they’re already causing damage to your company. Giving employees a way to safely speak up–whether through all-hands meetings, culture surveys, or feedback platforms–is a great way to manage HR proactively. A best practice is to provide a safe communication line so you can learn of issues before employees are overly frustrated and end up harming your company’s public perception and your ability to recruit new talent.

At AllVoices, we provide a safe, anonymous way for your employees to report issues directly to company leaders. Please reach out to our team to learn how we can help you access real transparency into what is happening in your company.  

How To Handle Negativity In Former Employee Reviews Online

It’s great to receive glowing feedback about your company. Unfortunately, no business is immune to negative internet comments that can plague online reviews. And former employee reviews can be especially hard to take, particularly if they feel unwarranted.

Learning how to navigate this part of managing your employer brand is important not only for your company’s reputation but also to help you minimize negative online chatter in the first place. (And although this article focuses on online reviews by former employees, many of the strategies apply to reviews by negative current employees, too.)

Understanding why former employee reviews happen

When you discover a former employee has reviewed your workplace negatively, you may feel shock or embarrassment. Anger may rise up, too. The remarks may feel like a betrayal by one of your own – like dirty laundry laid bare for anyone on the internet to see.

Negative employee reviews commonly target and criticize a company’s:

• Management
• Culture
• General working conditions
  • Flexibility and work-life balance
  • Pay
  • Benefits
  • Quality of assignments and projects
  • Opportunities for growth and promotions

Why do former employees feel compelled to post negative reviews?

Because they feel wronged in some way – whether their grievances are legitimate or not – and want to get back at your organization. This is their form of revenge for:

• Being treated in a way they didn’t like
• Not getting something they wanted

Make no mistake – these former employees want to do harm to your organization. Their goals are often to:

• Warn prospective job applicants against joining your company
• Turn off customers from your company
• Impair your company’s reputation

In truth, these reviews do have the potential of accomplishing these goals. Depending on how the review is written and the nature of the complaints that are raised, a negative review may sway the opinion of job candidates, prospective clients or even otherwise neutral third parties. Others may think, “Well, this former employee no longer works for the organization and has nothing to lose. There’s a good chance they’re speaking the truth, and I don’t want to be associated with this organization.”

Yet handling negative reviews from former employees in such a public forum as the internet poses certain challenges and questions, including:

• Should you respond?
• What should you say?
• What if the former employee counters back?
• Who will other people believe?
• How many people currently working for your organization feel the same way as the negative reviewer?

These questions are important. You may have other considerations, too, depending on your field or community. And each individual comment may trigger new concerns.

Still, there are some essentials to bear in mind when tackling this problem, including planning ahead so that you aren’t caught wholly unprepared.

Follow your response policy

If you already have a response policy in place, then you’ll have established guidelines for responding to negative employer reviews. Typically, this won’t be its own separate policy. It’s often part of a larger brand-management policy or a policy governing social media and internet use.

When you’re in the heat of the moment dealing with a negative review, however, you don’t want to be thinking about this type of policy for the first time. Having a response policy in place helps minimize the risks related to taking rash actions that can inflict more harm on your business.

When it comes to monitoring and responding to online comments, you always want to have a proactive, rather than a reactive, mindset. Even if your business hasn’t received a negative review yet, it’s likely you’ll receive one at some point. Indeed, as your business grows and your employee population increases, it’s almost inevitable. And that’s one more reason why it’s wise to create a response policy.

• Your policy should identify who – or which job title – is responsible for crafting responses. Typically, responders may include:
  • Someone with experience in media relations, brand management, social media management or customer service
  • A senior-level manager
  • Human resources (HR) staff member(s)

You could also have a response team comprising professionals from HR, management and/or one of the areas of expertise referenced above. In this type of partnership, HR can act as an advisor.

The important thing is that this person, or people, can be unbiased when evaluating the statements made in negative reviews. In other words, the person who evaluates and makes a response shouldn’t be directly involved with the complaint or at risk of allowing emotions to impact their response.

• Clarify whether responses should be posted under the company’s name or the specific responder’s name. Although using a company name makes it clear that it’s an official response, it can also look impersonal and anonymous.

Having an actual person respond using their own name can appear more personalized and vulnerable – in a good way. It’s putting a name and face on the individual who’s taking a stance on behalf of your organization and demonstrates transparency and commitment. If you go this route, just be sure to have responders reference the name of the company and their job title, and make it clear they’re responding on behalf of your organization.

• Delineate between scenarios that require a response versus a mere acknowledgement. You shouldn’t ever completely ignore a bad review from a former employee, lest someone else think your silence means that an allegation is true or your company just doesn’t care.

But not every review requires a full public response. For instance, maybe a response could put your organization at a disadvantage in a legal proceeding, or a former employee’s complaint is so insignificant and minor that it probably won’t cause serious harm to your organization and isn’t worth spending much time on. Define those circumstances in which a full response should be mostly taken offline.

• List and describe the precise steps that should be taken prior to responding. This may include:

• • A decision tree or other tool to help determine when some comments warrant additional consideration (e.g., matters that may require legal counsel)
  • Outline of how internal investigations on matters raised in reviews should be carried out

Clarifying steps can also help staff who might need to step in for the designated responder due to vacation, illness or job vacancy.

• Establish standards for professionalism in responses. We’ll discuss this in greater detail later, but it’s important to set the right professional tone to manage the company’s reputation and prevent negative conversations from escalating further.
• Establish a desired timeframe for responding to former employee reviews. You don’t have to respond to every negative review in a rush, before you have all the information you need to write an appropriate and effective response. In fact, it’s probably better not to respond immediately – in any way other than “we acknowledge your concerns and are investigating” – to allow yourself time to cool off and organize your thoughts.

But you don’t want to wait too long either and, again, allow other readers to think the reviewer’s allegations are true or your company doesn’t care.

Monitor the internet continuously

Be aware of all the major sites on which your company could be the target of former employee reviews and maintain a company profile on them.

• The most popular sites for reviewing companies include:
  • Glassdoor.com
  • Indeed.com
  • Careerbliss.com

Additionally, Google Reviews and Facebook are both growing in prominence as a place for former employees to review workplaces.

But these sites just scratch the surface of where your company could be a topic of discussion online. That’s why you should set up Google Alerts so that you receive notifications when your company is mentioned in the news or in blog posts – including within the comments section.

It can also be a good idea to monitor your competitors’ reviews to gain more insight into what resonates with your target employee market – and know what mistakes to avoid.

Investigate the problems raised

If a negative review uncovers potential issues you weren’t aware of and they’re sufficiently concerning, find out what’s going on within your organization and uncover the root causes before you compose a response.

A few good practices to keep in mind:

• Rely on your company’s complaint resolution process or grievance policy as you carry out your internal investigation.
• Have someone who’s neutral and unbiased lead the investigation. In some cases, it can be helpful to insert additional objectivity by bringing in an outside HR specialist, professional employer organization (PEO) or employment lawyer.
• Consult with HR or legal specialists, especially if allegations from former employees involve discrimination or harassment, or any other ethical or legal breaches.

If the claim proves true, you want your response to be well informed and meaningful in the sense that you can explain the steps you’re taking to control and remedy the situation. You also want to make sure you’re not unintentionally exposing your organization to adverse legal action.

Respond professionally and maintain positivity

Once you’ve had time to examine the complaint and decide on a course of action to address it, you’re ready to craft your response.

You don’t want to let a bad review sit unaddressed on the internet for too long. A good rule is to respond to former employee reviews within two weeks. (It’s also acceptable – and encouraged – to respond immediately to let the reviewer and wider internet audience know that you’re taking the complaint seriously, are investigating and will report back in a timely manner with a more detailed response. )

No matter how angry or annoyed the former employee’s review made you, remain professional and adopt a measured tone. Some tips:

• Don’t get defensive.
• Don’t engage in back-and-forth arguments.
• Convey empathy and respect for the former employee.
• Be transparent.
• Stay objective.
• Offer a solution, if one exists, or express a commitment to improve.
• Be personal – don’t stick to a canned script that you’ll use over and over again, because it appears disingenuous.
• Thank the former employee for offering helpful feedback (if appropriate).
• Invite the former employee to contact your company to discuss their concerns in greater detail, and provide a point of contact.

If you get aggressive or combative in your response, it will make you and your organization look worse than the negative review itself. It certainly won’t stop the former employee from continuing to badmouth your company, and it will lead others to conclude that there are deeper problems within your organization if that’s how you engage with others online. Don’t prove the negative reviewer right.

Instead, you want all readers of this online interaction – including the negative reviewer – to get the impression that your company:

• Cares enough to listen
• Takes the time to investigate issues
• Is humble enough to admit mistakes, if they’ve been made
• Is willing to fix problems

As you respond, try to shift your attitude from “This is a hassle and a terrible thing” to “This is an opportunity to obtain insight into our employee relations and identify problems within our organization before they get bigger, as well as engage in good PR and impress third parties with how we handle conflict.”

In short, stay positive. After all, “bad reviews” aren’t necessarily all “bad.” And no company is perfect.

Resist enlisting current employees to counteract negative reviews

It’s tempting to think that if only you could ask current employees to add more positive reviews of your company online, they’d drown out the other negative reviews and make everything better.

But that’s not always the case. In fact, that can be a risky move.

Sure, positive reviews are great. More positive reviews may help your overall “score” on review sites. But directly asking current employees to post positive reviews is generally a bad idea. Why? For starters:

• Suddenly flooding your company’s profile on review sites with effusive praise can make it look like you’re tampering with your profile in desperation. It’s pretty obvious to everyone else when a review is genuine versus over the top, fake or forced.
• You don’t want your current employees to feel coerced into leaving a positive review, as though they have no choice and they’ll face retaliation for not complying. It’s a tricky situation to ask them to leave a positive review and have them not feel pressured to follow through and perhaps uneasy about the request.

You could offer more subtle encouragement for employees to leave reviews, such as posting a link to your company’s Glassdoor profile on the home page of your company Intranet. But this introduces the risk of inviting more negative reviews. Who’s to say whether your employees would leave a positive or negative review? When it comes to posting reviews, the negative voices are always loudest and most eager to speak up.

It’s best to let employees who want to post positive reviews do so voluntarily.

Be proactive about preventing negative reviews

Enhance your workplace culture to focus on and be responsive to employee needs. One way to do this is to engage in more two-way communication and keep a pulse on the climate of your organization so that you can address any issues earlier and not get caught surprised. You want your people to feel heard in the present so that they’re less likely to vent on a public forum later on.

• Have a process in place to enable employees to share their thoughts and feedback on an ongoing basis – including anonymously, if that makes them more comfortable.
• Conduct more formal annual employee surveys to gauge their satisfaction levels and identify any concerns.
• Maintain an open-door policy with employees, in which they know they can always come to you or their direct manager with any issues related to the workplace.

Any time an employee resigns from your organization, take steps to make sure they leave on a high note and avoid burning bridges with soon-to-be-former employees.

Before employees depart from your organization, conduct an exit interview. To make it worthwhile and better your chances of obtaining more honest, valuable feedback, consider using a PEO or external consultant to facilitate the interview. You can also allow the employee to write down their thoughts on their own time versus engaging in a live, face-to-face discussion that could be potentially awkward.

Summing it all up

Handling negative former employee reviews comes with clear do’s and don’ts.

DO:

• Monitor your company’s presence on review sites and in online discussions.
• Have a response plan.
• Investigate claims made by reviewers.
• Stay professional, objective and empathetic.
• Offer a solution or commit to improve.
• Focus on your workplace culture and employee relationships.

DON’T:

• Get defensive or argumentative.
• Miss the learning opportunity or overlook the positive outcomes that negative reviews can provide.
• Push current employees for positive reviews.

Want to find out how to further reduce your chances of becoming the subject of a former employee’s rant? Download our free magazine: The Insperity guide to being a best place to work.

19.7M Company Employee Reviews for Sentiment Analysis

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company employee review data

• Parsed, clean & accurate data
• Delivery in JSON
• Reviews, pros/cons, overall rating, and other data points
• Valuable for investing and HR

2 review data sources

19.

7M review data records

Always fresh, updated data

What is company review data?

Company employee review data is information about the internal environment of a company. It consists of data points such as review summary, author title, company pros, company cons, overall rating, and many others. With this data, you can generate investment signals and conduct market research.

Main data fields of company reviews

Here are some examples of the data fields you will find in our company employee review data.

Information	Description	Example values
review_summary	Summary of the personal review on the company	I enjoy working with talented people and great clients!
author_title	Position title of the review author	Current Employee – Consultant
company_pros	Pros of working in the company as input by the author	I had great opportunities with this company and I’ve worked with pretty awesome clients. There are many bright and intelligent poeple who work there and many people that have been with the company for 5+ years.
company_cons	Cons of working in the company as input by the author	The company as a whole is small and there is a very high turnover rate. I believe the only reason for that is because a lot of people out of college take it as an entry level job – a stepping stone – for what’s next.
rating_overall	Average overall rating of the company	3.4

Download the free sample below to see an excerpt of Coresignal’s company employee review data offering.

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• See the structure of our company employee review JSON record
• Explore the main company employee review data points
• Find out the definition of each data point

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Real company employee reviews

Take a look at the company’s internal environment by analyzing what the employees who worked there think about the company. Find its pros and cons and identify whether it would be a good investment opportunity.

All company sizes & industries

This data includes company reviews across all industries. From restaurants to IT companies, you can find employee reviews data for any big or small companies out there. Compare what industries tend to have the best working conditions and enable data-driven insights.

Identify potential investment risks

Negative reviews could indicate that the company does not provide the necessary environment for employees to strive in. If the employees are not happy or motivated, it signals that the company might not be the best investment opportunity.

Review data use cases

Investing

Screen internal company sentiment to identify underlying risks. An increasing number of negative reviews might be an early sign of escalating internal problems.

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Market research

Find companies that offer the best or worst working environment. If the work culture in a company is poor, it can render the investment useless.

Read more

Data delivery

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you need

First, we discuss your specific needs. Optionally, we can offer a sample dataset. Then, you can either request the full dataset or data specific to selected countries and regions.

2

Get the requested data

The requested data is then uploaded in CSV or JSON formats as a web link or a file, directly to your preferred data storage.

3

Keep it fresh

Outdated data loses relevance. With Coresignal, get monthly or quarterly data updates.

Why Coresignal?

Company internal risk data

Identify at-risk companies further by analyzing employee reviews and checking the working conditions.

HR data

Find what management and company culture traits tend to receive the worst feedback and could be improved.

Company rating data

Find the best rated companies with over 19M company employee review records

Track employee sentiment

See how the sentiment data changes over time. Does the company work on improving working conditions?

VC due diligence

Employee reviews of companies might indicate some risk signals in a seemingly perfect investment opportunity.

Workplace ratings

Analyze workplace environment ratings and see how similar companies compare in terms of company culture.

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Coresignal’s data helps companies achieve their goals

Frequently asked questions

How is company employee review data collected?

We collect company employee review data from various public web sources and put it into several company employee review databases. Different data sources have separate datasets of respective company employee review records.

Who uses company employee review data?

Coresignal’s company employee review data is mostly used by investors.

What can you do with company employee review data?

You can conduct data analysis. However, the angles of analysis differ between use cases. For investment intelligence, you can find companies with excellent internal environment that are not going to crumble due to poor work culture. For market research, you can find companies with good and bad work cultures for comparative analyses.

How secure is the data?

Data security is one of the main priorities. We store data in a protected dataset to avoid breaches and leaks of sensitive information.

How to find employee reviews of a company?

Employee reviews are often found in company overview pages along with other key information about the company.

33 Employee Review Questions You Should Be Asking

Every organisation has reviews.

They are important for several reasons including gauging the productivity and well-being of employees. Whether it is performance reviews, salary adjustment meetings or a quarterly review, managers should always handle them in such a way that they are productive and motivational.

Before we get into the employee review questions managers should ask, let’s look at the structure of a performance review meeting. It should be:

• conversational, with input from both parties;
• scheduled such that both parties have ample time and notice to prepare for it;
• documented to remind both parties about resolutions made and what they spoke about;
• goal oriented, with clear and specific time-based objective, and;
• balanced to highlight both positives and negatives.

A review will typically require managers to ask questions. But if the questions are wrong, the review will leave the employee feeling like it was a waste of time. Or worse, leave them feeling confused and directionless. To combat that, try these 33 effective employee review questions.

How are you today?

Obvious but not often asked, this question will help break the ice before wading into more serious territory.

Is there anything you want to say before we start?

This review question often comes up at the end. But putting it at the start gives the employee a chance to say something they might not say after the review is done. Based on how the review goes, an employee might change their mind about asking that question.

What are the key success drivers in the company?

Do employees know what the success drivers in the company are? This is one way to find out and to reinforce them or explain why they are used if the employee is unaware.

Which of our organisational goals do you feel is more aligned with personal goals?

You will learn if the employee feels connected with the organisation and if not, why.

Is there something about your role you would change?

This is an important employee review question. The manager can learn the pain points of the employee and see how they can be fixed.

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How do you like to receive feedback?

People are different, and while an email might work for one, a chat might be better for another.

Do you feel that your team is working well together?

You’re not looking for dirt on the employee’s team members, rather for ways that team efforts can be improved.

How are you coping with the corporate culture here?

People make culture but management plays a crucial role in directing it. This review question will help a manager assess if the corporate culture needs to be amended and if not, if the employee needs some tips and assistance learning to navigate it.

What can I do to make your job easier or more fun?

It can be great for motivation when employees have fun at work.

What are your ideal working conditions?

Sometimes it might be something as easy as moving someone’s seat away from a window.

What strengths do you have that you feel we are under-utilising?

This employee review question will help a manager understand what sort of responsibilities they need to give an employee.

Do you have everything you need to do your job?

If an employee could use new software in order to do their job well, this is the time for them to ask. If it’s not possible to make it happen right away, the manager should schedule a check in to relay the progress of the same.

Do you have any questions related to your future at the company?

Employees want to know that management cares about them and not just the company. This question will show that while helping management learn what they can do to help an employee achieve their long term goals.

What has been your most challenging part of the job so far?

This is a different way to ask “what are your weaknesses?” Nobody wants to talk negatively about themselves, this makes that conversation easier.

How have you been able to overcome that challenge?

If this is a business problem, a manager might learn that it is ongoing and take steps to solve it or learn what skills the employee used to sort it out.

Is there a part of your job you would do differently?

Sometimes employees have solutions but no forum to raise them. This review question gives them a chance to share.

Image: Unsplash

What are your plans for next year?

Quarterly plans are great, but it is good to know what the employee wants to achieve later on.

What challenges do you foresee in trying to achieving those plans?

What could be standing in their way? Maybe they need to learn a new skill to achieve that next level of growth. Management can offer support.

What changes would you make in the company if you were able to?

Top management can be unaware of the day to day lives of lower level employees. A review question such as this allows them to have that insight.

What would you do differently if you were in my position?

This is a different way for a manager to ask “What can I do better?” A manager needs to be ready to get this sometimes not easy to hear feedback.

What would you like to accomplish this quarter?

What position in the company would you like to move to next?

Understanding what career path an employee would like to take is a great way to help motivate and mentor them towards their goal.

Where do you feel there is room for you to improve?

People with great self reflection will have no pause in answering this one. For others, it may be more difficult, however this review question encourages them to reflect.

Where do you feel there is room for us as a company to improve?

This is a good way to say ‘What can we improve?’ in a non judgmental way, that encourages an honest answer.

What accomplishments are you proud of this quarter?

This gives your employee a chance to share what they are most proud of, in a way that doesn’t come across as boasting.

What motivates you to get your job done?

Understanding people’s motivations can really help manage them better. Knowing what drives them is key to get the best performance.

Which part of your job is your favourite?

This, along with the next question, will help you frame what the employee is most passionate about, and shows you where their interests are best held.

What kind of work comes easiest to you?

Knowing what tasks are easiest, versus harder is a good way to frame their skill set and interests.

Were you given enough constructive feedback in the past quarter?

Giving and receiving regular feedback is a sign of a high performing team. You should be doing what you can to encourage this regularly.

Do you think there is any part of the company that could be more efficient?

This reflection on the overall business often gleans a very insightful answer from your employee review questions.

How do you feel about this (new change that was implemented in the company)?

If you are currently managing changes, it is always smart to ask the employees that are most affected, either negatively or positively, by these changes.

What type of rewards do you prefer when you do a good job?

What motivates one person may not encourage the next. Knowing what rewards they enjoy helps you as the manager.

Do you have any questions for me?

This is one of our favourite open ended employee review questions, which often gets some interesting insights.

In Summary

Management should remember that the review process is in place to better the company. They should ensure that employees feel comfortable enough to give honest answers to their questions. By asking employee review questions that lead to dialogue, are non-judgmental and constructive, the review process can be enlightening for both managers and employees.

when reviews of former employees do not help you get a job in a good company – Rabota.ru on vc.ru

Job seekers are very often interested in real employee reviews when applying for a job, everyone wants to be in a stable company with a friendly, non-toxic team and growth opportunities. According to a survey of the Job service. ru, 63% of respondents said they trust information in vacancies only after reading reviews about the employer.

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hits

To increase the transparency of the service, at Work. ru in the “Companies” section there is an opportunity to leave real feedback on interaction with employers. You can do this on the website and in the Jobs mobile app. RU. Through objective assessments of candidates, companies will be able to strengthen their employer brand and compete for the best employees.

Yulia Sanina

Director of Human Resources and Organizational Development at Rabota.ru

Most often, real feedback and comments from employees help to navigate and give preference to that one and only dream job. However, reviews should be trusted with caution. Yulia Sanina, Director of Human Resources and Organizational Development at Rabota.ru, told what points you should pay attention to when monitoring comments and how not to become a victim of misinformation.

Where do bad reviews come from?

There may be several reasons for the appearance of bad reviews about a company where a person once worked:

• Real problems. Not all employers have an impeccable reputation and decent working conditions. Therefore, part of the claims from employees can be justified. As a rule, such comments describe specific disadvantages of the company, name problematic departments or managers with whom there were difficulties.

• “You got it all wrong” . This is the case when the applicant at the interview stage was not told the whole truth about the working conditions (“gray” wages, unpaid sick leave or vacation, irregular working hours). When such an employee is faced with an unacceptable truth for him already at the workplace, this causes a sharp surge of negativity.

• “ We don’t fit together” . This also happens. An employee may not work well with one of his colleagues or with management, which will leave a person with an unpleasant aftertaste. He might want to share it online. Especially if he does not have an understanding that circumstances just happened and this is not the fault of former colleagues.

• “I’m just that kind of person” . A former employee may write bad reviews unreasonably, due to their difficult nature. Even with a positive experience in the company, the employee will find the disadvantages and point to them. There are rarely consequences for commenting online. This feeling of impunity provokes negativity on various platforms with the opportunity to leave feedback.

• Competitor order . This is not uncommon when a company that competes with the organization where you plan to find a job gives you the task of creating an unfavorable image of the employer on the network. Authors of negative comments, as a rule, receive money for this.

If you follow the reviews about the company when applying for a job, you should not believe everything that is written. There are several nuances that you need to pay attention to when making a decision.

Anonymity, emotions, statute of limitations

If you analyze the reviews of employees online, you can see that most of them are anonymous. This may be due to the fact that the employee fears some kind of revenge from the former manager. But there is another interpretation: when a specific person is not behind the words, there is no certainty that this person exists at all and that he really worked in this company. This could be a bot or a review paid for by competitors.

The second point that should make you think is too emotional reviews. If a former employee describes in detail the injustice that was committed at his workplace in this company, but does not provide specific facts, it may well turn out that he is simply offended. Or maybe he himself is to blame for this incident.

Third, the employer checks the reviews of former employees and works with the negative. This suggests that the company is not indifferent to its reputation, it plans to be present on the market for a long time and compete for qualified personnel. But analyze how the answers are written: these are automatic unsubscribe messages, a negative response, or attempts to understand the situation.

And finally, pay attention to how old the comments are. It often turns out that 3-5 years have passed since the last angry review was written, which means that the situation in the company could change. That is why the flow of negative reviews has stopped – good ones are usually taken for granted, and they do not write about it on review sites.

By the way, the reverse situation should alert you – if you found too many positive messages and enthusiastic words on the employer’s page.

And what besides reviews?

In order not to fall for the tricks of fraudulent employers or simply in a dysfunctional company, there are more objective ways to check than testimonials from former employees.

Tax check

If you suspect that the employer is a fraudster, you can check it with official sources. For example, request an extract from the Unified State Register of Legal Entities or EGRIP on the website of the Federal Tax Service. The extract will indicate the date of registration, information about the owner of the company and the types of economic activity that the company or individual entrepreneur can engage in. Draw conclusions based on the data obtained. If the company appeared 2 weeks ago, deals with everything at once, this is a reason to think.

Also, when studying the employer, you can contact the Unified Register of Bankruptcy Information and the website of the Prosecutor General’s Office. It stores information about inspections in relation to this company, their causes and results, as well as information about whether the organization is in the process of bankruptcy.

Blacklists and unscrupulous lists

Now many jobboards are implementing similar functions so that at the stage of viewing a vacancy, the applicant understands who is offering this job: a trusted company or an employer with a dubious reputation.

Job seekers can find all open information about employers on the website and in the Rabota.ru mobile application in the “Companies” section: date of registration, number of employees, status of the organization, inclusion in registers, availability of enforcement proceedings, amount of revenue, etc. Also, companies separately there are negative factors that should be taken into account. This helps job seekers to find work in reliable and trusted companies.

Interview questions

If employee feedback doesn’t help you make a decision, it’s best to talk to the potential employer in person. Go to the interview and ask questions about the conditions that interest you. Based on the answers of a company representative at a meeting with you, it will be possible to form your opinion about the organization and make a decision on employment. It is better to record priority or controversial points for yourself in a notebook, return to them in a calmer atmosphere and analyze.

Checklist: 10 Must-Have Interview Questions

1. How do you see the ideal candidate for this position?

2. What goals and objectives will be set for a specialist of this position in the next 2 / 3 / 5 years?

3. What KPIs are used in your company to evaluate the work of a specialist in this position?

4. What are the growth opportunities for this position?

5. Why did this vacancy appear? Why did the person who held this position leave?

How often do employees work overtime? What is the reason for processing and how are they paid?

How would you describe the company culture?

How, to whom and with what frequency are performance reports submitted?

What results do you expect from me after the probation period / first 3 months / half a year of work?

What amount of wages will be specified in the contract?

Employee ratings and reviews about Greenatom for 2021 – Habr Career

December 30, 2021. Current employee

Interesting tasks

Modern technologies

Adequate salary

Social package

Comfortable working conditions

Career growth

Relations with colleagues

recognition management

Communication with top management

The company makes the world a better place

And now, specifically, without emotions, the assessment is given from the premise that this is the most important and professional company in the country. BUT. There is a gradation of employees in the company, a grade according to their territorial location: if you are lucky and you are in a branch that is located in a ZATO / monotown or formally transferred from an enterprise to a branch of a green atom, then you have many social security privileges (loan compensation, non-stressful work, sanatoriums, additional contributions to the NPF, etc.), for the Moscow branch, these are all kinds of additional payments and individual incentive allowances increased at times and the percentage of the annual bonus (as they say, kindergartens, etc. are expensive). They are not afraid to say that they saved a lot by transferring their main production activities.
The salary of specialists does not correspond to the scope of work and the level of responsibility, there are few real pros, most of them go away from what they see, having gained some extra experience and having seen enough of the schizophrenia of the leadership, they are unlikely to stay here. The price tags for clients are Moscow ones, and the RFP of employees does not have to be reviewed. There is a catastrophic shortage of professionals, their salary is below the market, working conditions are very vague, but there is an abundance of eff. managers, rubbish of managerial managerial personnel.
There is a whole department there that makes sure that no matter how people are overpaid annual bonuses and how to deprive them, as a result, the cost of their maintenance is higher than the benefits from their work. Of the pluses, this is the salary on time and it is all white – but this is not the merit of management, VMI is formal, poor, and it is almost impossible to use it. It is customary in the greenatome to always do everything at the very last moment, not to think, not to plan, not to analyze, as in the army – under the visor and under the tank, because. management is preparing for the last war. And most importantly, this is not Rosatom.
And there is an explanation for this. Often we are surprised: how do people who do not differ in intelligence, ingenuity or moral-volitional qualities end up in high positions? And there is nothing strange here: the law of negative selection simply came into play in their case. The management here has not only not heard about such a concept, it has just heard and purposefully puts such a carrion in commanding positions. “The desire to rule is one of the types of neurotic insanity that comes from a feeling of helplessness and fear of the outside world, the desire for power is based on such a pathological phenomenon as an” inferiority complex “. An artificially pursued personnel policy, once successfully tested by special services. In In the practice of special services, the method of planting an agent “on the hook” has long been used, when the latter is presented with compromising evidence, and with it methods of manipulation. The presence of compromising evidence makes him manageable and obedient. It is hardly possible to speak of the moral or professional qualities of such a of the lower hierarchy. The mind and nervous system of many people cannot withstand enormous stress. Degradation can only be resisted by having strong convictions and moral principles. But if a person has no moral standard, there are no ideas about rights and norms, what then can keep him from neglect interests others? Nothing.”
They do not work out the values ​​of Rosatom, they do not fulfill their official duties. Kurginyan said well about such people: “And here, in fact, there can be two ways out of the crisis. Either the control subsystem abruptly begins to become more complex and pulls the system out with it, or it collapses. But there is, however, another option: to dramatically simplify the system. Recall Gref, who said that in no case should you have a lot of educated people, otherwise they cannot be manipulated, and so on. And it turns out that in this case, for the successful functioning of the becoming not very developed control subsystem, the way out is : to make society even dumber. That is, such a scheme, so to speak: dumb and even dumber. But the fact is that a society built on the principle of “dumb, even dumber” is a very easy prey for external forces. And in this sense, such “dumb-ass dead ends” work, in fact, whether they want it or not, for an external force that will certainly take advantage of this.”
In the end. the level of delirium has long exceeded the level of work of such a company thanks to their own efforts. And yes, for current employees: until now, until you ask them questions and give high ratings to management (at the same time, rating 1 will be discarded) on regular surveys, nothing will budge. I would like to say something good about them, but so far there is nothing special, their dream is round-the-clock work of people and preferably for a penny under the sign of Rosatom, a good right idea has been turned into feces.
The path of degradation has been chosen and no one is going to leave it, the Titanic is sinking to the fanfare and slogans of corporate scoundrels. “It’s hard to change without changing anything, but we will.” It’s about them. (M.M. Zhvanetsky).

Feedback from employees about work and employers. Reviews of clients about companies

Site of reviews about companies and employers

On the review site work-info.name we tried to collect the most complete and extended database of reviews about companies in Russia, Ukraine, Belarus and other CIS countries. Perhaps you have already seen some of the reviews on other similar resources. This is not plagiarism. We do not steal reviews from other sites.

Our site was originally created as a employer review aggregator . This means that we not only accept reviews from people and post them on our website, but also collect reviews on the Internet. This is done in order to provide you with the most complete information about the company and give you the opportunity to view the most complete list of reviews on one resource.

Agree, it is very inconvenient and time-consuming to search for reviews about the company on different resources. After all, the number of resources that specialize in reviews of companies and employers is very large and is growing every day. Therefore, we did it for you and created our resource to save your time and effort.

Since many sites of this kind are created for commercial purposes, even if you found some reviews about the company you are interested in today, it is possible that tomorrow these reviews will not be there. Or they will be edited in order to denigrate or whiten the reputation of the firm. For this segment and category of sites, this is standard practice.

Here you have the opportunity to see reviews that are not edited or changed. They appear on the site in the form in which they were originally created. And if they passed our check for authenticity, then they will definitely appear on our website. Whether they are positive or negative.

Negative feedback about the company

On our site you can see a large number of negative reviews about the company and at the same time a low number of positive reviews. Why is that?

The human essence is such that if a person is satisfied with everything in his work, then he will not even think about finding a site of the corresponding subject and leaving a positive review. Another thing is when a person is not satisfied with his work or he was deceived by the employer. There may be many reasons, but the truth is one – if a person is hurt, the likelihood that he will “complain” on the Internet is much greater than vice versa.

Faced with rudeness, rudeness, fraud and unscrupulous employers, people try to warn others and leave negative reviews about the company . Therefore, such reviews about surpass in quantity on our resource.

We do not write negative reviews about employers on our own to denigrate and slander them. On the one hand, this would be dishonest, but on the other, it is simply physically impossible. Since there are more than 20 thousand companies on the site, purposeful writing of even short reviews would take many months of work.

We try to check every review, but sometimes that just isn’t possible. Therefore, we proceed from a position of trust and believe that every review is true until proven otherwise. But do not forget that often negative reviews about the company or partners can be written by people in a state of fever. When the problem itself in the company is not as big as people describe it in the reviews. Therefore, when reading such reviews, consider the factor that the employee himself may be unscrupulous.

Positive feedback about the company

If you see only positive reviews about the company , this does not mean that the company is really so good and honest. Perhaps employees are paid extra for writing positive reviews, or they are generally forced to do this. And this is not a joke and not a product of a heightened fantasy. We often encounter this when company employees admit that they are voluntarily forced to leave positive feedback about their place of work and employer.

But don’t think that everything is so bad and all the positive reviews are a hoax. Now many companies are already changing their attitude towards employees and are trying to create good working conditions and a friendly atmosphere for them. After all, the performance of the team and, as a result, the success of the company depends on this. It is in such cases that many positive reviews about the employer and the company as a whole appear.

Reviews of employees about companies

In the reviews tab, you can read the reviews of both former employees about the company and current ones who work in it at the moment.

Checking and moderating reviews about the employer

We try to determine how true the review is by a number of signs and try to check it for relevance. Since it often happens that people leave reviews about a company from their past experience, and at the moment these reviews may no longer be relevant.

If there are no reviews about the employer

You can subscribe to reviews to receive new reviews about the company and if a review about the company appears, you will definitely receive it in your email. But if you do not have time to wait or you are not sure that someone will leave reviews about the company you need, then you can use the “Company Check” service. And our employees will collect the information you need about the company. More details can be found on the services page.

Negative Employer Reviews: Understand, Forgive, Delete

Leaving negative reviews unprocessed is like entrusting the future of the company to their authors: former employees, competitors, and scammers whose anonymous comments shape job seekers’ opinions about the company.

Delete employee reviews

Welcome! We are Digital Sharks, an agency that removes negative reviews, articles, videos and slander from the internet.
The statistics are as follows:

• More than 60% of applicants carefully study the employer’s reputation.

• Almost 100% pay attention to the negative first.

• About 70% form an opinion about a brand by studying the reaction of official representatives to negative employee reviews.

Reputation is an indicator of trust. 5-6 negative reviews about the employer are enough for candidates to give up the idea of ​​getting a job in a company that is famous for violating labor laws and does not value its own HR brand.
Job seekers are confident that an organization that can keep its reputation clean will be able to take care of its own employees, giving them confidence in the future and career prospects.

Our case: we were contacted by a company specializing in the extraction of raw materials in remote regions of Russia. On the eve of departure, another watch handed over the tickets and terminated the contractual obligations with our client. The reason for the unexpected departure was the negative feedback from a former employee. His responses led to disruption of the work schedule, downtime of expensive equipment and shortages, which had to be closed in an emergency mode. We identified the negative person and, after negotiations, achieved the removal of reviews about the employer. Our client’s reputation has been restored.

Consequences of the negative

If you do not remove the reviews of former employees who believe that they were fired undeservedly, the company will face a reputation crisis.

Consequences of the crisis:

• Difficulty recruiting. A firm that lets its reputation develop on its own is in danger of starvation.

• Layoffs. Reputational problems contribute to the growth of tension within the work team and staff turnover.

• Lost battle for talent. Narrow specialists and professionals will not work for a company with a bad name.

• Lack of development. Outdated negativity slows down progress.

• HR headache. Time after time, company representatives will have to answer tricky questions from applicants and make excuses for misunderstandings caused by anonymous authors of negative reviews about the employer.

Our case: the client is a financial consultant. Dismissed assistants published scandalous “revelations” about the former boss that got into the top search results. The influx of visitors dried up, and it was not possible to find new assistants for a long time. Our experts have negotiated with the owners of sites that posted negative reviews from former employees and proved the existence of a conflict of interest. The negative was removed, and our client received recommendations on how to properly answer uncomfortable questions and talk about resolved reputational problems.

Types and ways to neutralize negative feedback

Types of negative feedback about employers:

• “I’m tired!” The review was written under the influence of feelings and does not contain reasonable criticism. The essence of the review: “The company is bad, because I decided so.”

• Claim. Reflects the real state of affairs in the company and contains information confirming the facts of violation of the rights of employees.

• Fake. The recall is based on a biased attitude towards the brand. Contains criticism and unfounded claims.

Emotionally based real employer reviews are easy to work through by giving the author time to resolve the issue that caused the outrage. A fake can be refuted by requiring evidence from the author. And in order to work out the claim, it is necessary to work on the mistakes and convey to the author that the company listened to his opinion.

How to delete employee reviews yourself

Ways to legally remove negative feedback from employees:

• Negotiate. Having worked through the claim and achieved the loyalty of the author, you can find a compromise that will suit both parties.

• File a complaint. To remove feedback from former employees, you can contact the owners of sites with negative information and provide evidence that the review contains irrelevant information or was created at the request of competitors.

• Go to court. Seek legal removal of employer reviews by paying for the services of a notary, lawyer and language experts.

• Legal mediation. Send a pre-trial claim to the owners of the site with a negative, explaining what responsibility awaits them for publishing slander and asking the question “How to delete employee reviews?”

Under the law, the use of black PR to undermine the reputation of a business competitor is an offense and is punishable by a fine. But since the institution of reputational protection in Russia is still being formed, many companies do not hesitate to manipulate other people’s ratings on popular reviews and anti-job resources.

How to protect your reputation

Simple but effective ways to improve your HR brand:

Identify key platforms. Create business accounts on authoritative resources and regularly monitor content updates. The most popular sites among applicants are: orabote.xyz, pravda-sotrudnikov.ru, antijob.net, dreamjob.ru, etc.

Strengthen positions. Add a section with testimonials from current employees to the corporate website. Loyal employees are able to play the role of a brand advocate and, on their own initiative, defend the honor of the company, refuting the arguments of the negative ones.

Register on map services. Profiles on Yandex.Maps, 2GIS and Google Maps should be used to strengthen the employer’s reputation and create a favorable impression for applicants.

Study search results. Regularly check the cleanliness of the brand information field using the query “company name employee reviews”.

Online reputation management

The main methods of strengthening the employer’s online reputation:

• Deindex — hiding provocative materials that can tarnish a brand’s reputation from search results.

• AORM – creating content that raises the status of the company. Expert articles, employee success stories, and interviews with brand representatives should be placed on sites with impressive traffic.

• Removing — removal of especially toxic negative by legal means. This is the only way to find the “pain points” of the parties and remove employee reviews without negative consequences.

The world is going crazy, but it’s not too late to fix it. Subscribe to the SecLabnews channel and do your part to prevent the cyber apocalypse!

How to properly respond to feedback from employees?

Feedback in the company plays an important role not only in work processes, but also greatly influences recruiting. 80% of candidates read employee reviews when choosing a job. To form an opinion about a company, job seekers look at at least 7 reviews.

But even if not all reviews are positive, this is not a reason to give up. You must learn how to properly respond to employee feedback in order to improve the perception of the company in the eyes of candidates: statistics show that 65% of job seekers feel better about companies if they see that they openly respond to employee feedback.

In a new article, we will tell you how to respond to employee reviews in a way that makes people want to work for you. We will also share a useful cheat sheet that will come in handy in the work of your HR specialist.

Core Principles

To properly respond to employee feedback, use the three E’s:

• Awareness. Often, the authors of negative reviews need you to understand the problem, and not just get off the duty “we apologize for the inconvenience”. Be transparent: explain why the situation is the way it is and what you intend to do to solve the problem. In turn, if the feedback is positive, do not leave it unattended. In addition to the usual “thank you,” note that positive feedback helps the company grow.
• Justification. If the feedback is negative, don’t let your emotions take over: use only facts to justify your position. Provide the reviewer with statistics or research results.
• Discussion. Remember that your response is not only for the reviewer, but also for other readers, such as the aforementioned applicants.

Helpful Hints

Here are some helpful hints to help you make your answers more accurate and useful:

• write a draft answer in a text editor such as Word or Google Docs to check the text for errors and set the tone of the answer correctly;
• specify the title of the author to better respond to the problem;
• start your response by thanking for the feedback – even if it’s negative;
• write honestly – do not hide or dissemble anything, you should not have secrets from your own employees;
• do not use corporate jargon;
• offer to discuss the problem in person.

How to respond to different types of reviews?

We have learned the basic principles, but this is not enough: after all, each situation is different, and it is unwise to apply the same approach. We have collected several typical situations and provided examples of how to properly respond to employee reviews.

Salary and Benefits Reviews

Review: The company offers an excellent work-life balance and many career opportunities. However, the salary is below average both for the region and compared to other companies in the industry where I have worked.

Response #1: Thank you for your feedback! At the moment, we do not plan to change the amount of remuneration and the set of privileges. An analysis of competitors and other companies in our region showed that salaries in our company are indeed below average, but we consider this level to be fair. If you want to continue the discussion, write to [email protected].

Answer #2: Thank you for your feedback! We analyzed competitors and other companies in our region and came to the conclusion that we really need to raise the level of remuneration and expand the range of privileges so that our employees feel more comfortable working. The HR department will report the results. If you want to continue the discussion, write to [email protected].

Corporate Policy Testimonials

Testimonial: I am so glad to work in our company! Great team, always learn something new from colleagues. It’s embarrassing that maternity leave is given only to mothers. When my son was born, I did not want to go on paid vacation or take time off at my own expense.

Response #1: Thank you for your feedback! The fact is that most of our male employees use paid leave after the birth of a child to be with their family. Therefore, we decided not to introduce a separate concept of maternity leave for men. However, if you want to continue the discussion, write to [email protected].

Response #2: Thank you for your feedback! We are closely monitoring employee feedback and have already started working on the terms of maternity leave for men. I don’t want employees to lose motivation to be with their families at such an important time! If you want to know more about the new terms, please write to [email protected].

Reviews of the management of the company

Review: The company offers an excellent set of privileges and reasonable vacation conditions. However, I do not like that the company’s management makes important decisions without asking employees whose work these decisions may noticeably affect. And vice versa: many proposals that would greatly improve the workflow remain “at the top” and are not implemented – and we do not even know about them.

Response: Thank you for your feedback! When a company’s management makes decisions like this, we take into account many factors. One of the most important is how this decision will affect employees. Often you have to make long-term decisions that may seem unwise in the short term.

Now our company is developing, and such solutions are needed, so we just need to wait out the difficult period – we are sure that after that the whole company will feel a positive effect.

We will be happy to discuss with you the specific actions of the management that caused you negative – write a letter to [email protected].

Helpful Hint: If your review mentions a specific employee (or their position), ask them to write a response on their behalf.

Culture Reviews

Review: The company offers great career opportunities, but team spirit is lacking in my department. Here everyone is for himself, even though we were divided into teams. There is a lot of work, there is no time to consult with colleagues or combine efforts – and so you have to work on weekends in order to meet the deadline. And I’m the only woman in the department – can not do without harassment!

Head of Department 1: Thank you for your feedback! Of course, each employee has their own style of work, but we want to encourage employees to work together more often. For example, in the IT department, we plan to launch a hackathon (intensive brainstorming in teams). If you have suggestions, please send them to [email protected], let’s discuss.

Department Head Response #2: Thank you for your feedback! We’re developing ways to convince employees to “unplug” from work on weekends and outside the office in general. Such changes will begin with managers. If you have suggestions, please send them to feedback@company. ru, let’s discuss.

HR department response: Thank you for your feedback! We take such complaints from our employees very seriously. Please write an email to [email protected] and share the details.

Minimalist Reviews

Positive Review: I love working for this company! The best place on the planet! I don’t even know what the downsides are.

Answer: Thank you for your feedback! We appreciate your attention and are glad to hear that you enjoy working with us. If you have something to discuss, write to [email protected].

Negative: Can’t say enough good things about it. Stupid company, I regret every day that I worked in it.

Answer: Thank you for your feedback! We would like to know in more detail what did not suit you – this will help our company to become better. Please write to us at feedback@company. ru.

Let’s consolidate what we have learned

And now let’s check how well you have learned the lesson. Come up with a response to the review below and write in the comments.

Feedback: I like working for the company. I have excellent colleagues and a decent salary. Only one thing is confusing: it is not clear why employees are not compensated for transportation costs. I have to travel a lot, I would not like to do it at my own expense.

Source: Glassdoor, translated from: http://jobingood.com

True Employees (Uncensored) – Testimonials from current and former employees and job seekers about employers

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SberMarket

“today I went for an internship as an order picker, they left me alone, I came on the first day, there are no phone numbers for the senior shift or other pickers…”

Medex, NPK

« Worked in the company for about 2 years. The first and obvious company is heading towards bankruptcy, no talk of a transparent KPI system, planning … »

RED Express

« Non-payment of salaries – since the beginning of summer, St. Petersburg couriers have been trying to get their salaries, since this shitty office does not want to pay at all. Head…”

Chain of stores Verny

“in our store, Moscow region, the city of Lobnya, Krasnopolyanskaya street 46, a certain administrator Morozova Olga works, she is rude to customers and rude to…”

NeftetransService

“After passing several interviews in this office, I received positive feedback from the HR regarding my candidacy, and…”

Sibur Holding

“The director of the Sibur-South CSC in Anapa is a bribe-taker and a swindler! He works on kickbacks, scams contractors for money, feels like the owner of a boarding house, threatens . .. “

Petersburg Metro

“This city …… works at 17a Lesnoy Prospekt …. Nina Petrovna Gaponenko. Like a foreman, this is h …… do not come to section 3 of Lesnoy pr-kt 17a … “

Shop&Show

“There are no pros in this company. At the moment it is falling apart, people refuse to cooperate with them. Management is dishonest, neglects…”

Moscow Cargo

“OOPiKO sucks. A rotten team, based on lickers and informers like Bogatyryov, Smirnov and others like them.
Galina Shiroyobova, so-called … “

RAUM group of companies

“Disgusting chop. Every month someone gets fired.
Kidalovo on… »

Yar, hotel

“I expected to receive 20 tr for half a month worked, received 6 tr.
If you were not given an Employment contract on the first day, or the minimum wage was prescribed there, . .. »

Moriart

“Martial law in the country showed the true face of the head of the company.
Wishing you good luck is not…”

Lukoil

« 1. At the gas station, a rest room – it is also a locker room, it is also the manager’s office – 1 * 2 in size with cameras, for a minute, everyone changes clothes there, from … ”

Entexy

“Scammers
I ordered the application in August 2020 from Yutenom LLC. Photo editing application. Paid 100% (the amount is measured in…»

Mercury

« The company itself is stable, fundamental – it has no equal in terms of power in its designated segment. The only thing is regular salaries, and sometimes even…”

Krka Rus

“Requisitions from district managers. For a successfully completed plan, the district manager Smykova A. Voronezh takes a percentage of the salary. Or is it in all…”

IP Orlov A V (heating system)

“Before you work in this organization, you must answer yourself how acceptable it is for you when:
1. Throw money
Regardless of your…”

FAU RosKapStroy

“I am writing for those who see many vacancies on nn.ru with a salary of 150-180. This is naedalovo clean water. You will sign a maximum of 130-150 minus taxes … “

Premium tobacco

“The announcement states that the training is on-site, under the guidance of experienced foremen. In fact, they tell you what to do. And do as you please. Can… »

Tara.ru

“communication with the management was enough to understand that I could not work with such…”

FOGSTREAM

« I got a job as a Middle Frontend developer in a company. At first, everything seemed good, although I heard bad reviews about the company from acquaintances.…”

Company MOON

“When I joined the company 4 years ago, I could not even imagine that such a large, stable company would turn into…”

CHOP Pharaoh

“Guys don’t go to work in Pharaoh’s private security company, the security service refuses without explanation, half of the people who want to come for an interview with them …”

Ventatekh

“That’s all they’ll give you, you can’t beg for the rest like snow in winter, they don’t need a store, there’s a construction site and they treat managers like Tajiks, they don’t work well, …”

Chain of stores Bristol

“Terrible store, I do not advise anyone to get a job there. First, there is ALWAYS a lack of staff. Secondly, a mountain of duties for which you .