Employment reviews: Glassdoor Job Search | You deserve a job that loves you back

Types of Reviews for Employees | Small Business

By Elizabeth Layne

As a small business owner, you might feel you already have good communication with your employees and are uncomfortable with formal reviews. However, evaluations — performed properly and consistently among employees — provide evidence for promotions, disciplinary action and termination. Reviews can protect businesses from charges of discrimination, for example. But, they also help employees find satisfaction in their jobs, saving hiring costs for the business. There are three basic types of employee reviews.

General Characteristics

1. There is no universal set of criteria for what to include in a review. Employers must decide what skills and qualities are important to them, with the help of a human resources professional, if necessary. The Dun & Bradstreet Small Business website states the first part of the employee review can include questions that reflect the quantity and quality of the employee’s work relative to job requirements. A receptionist, for example, might be evaluated on how well she takes messages. The second section of the evaluation might include questions on employee attitude, such as willingness to help other employees with their work. For this section, the receptionist might be reviewed on how frequently she volunteers to help other employees, such as by assisting with data entry.

   Employees usually fill out a related self-assessment and, afterward, meet to discuss the results with their manager. The manager should make the review a two-way conversation, asking the employee to discuss issues most important to him. Reviews should be done regularly, at least once a year, with the aim of boosting employee morale and productivity, not fault-finding, advises Dun & Bradstreet.

Traditional Reviews

1. Traditional, or top-down, reviews are those in which an employee’s manager conducts the review and has the authority to appraise the employee, discuss plans for the future and award raises. The review is conducted solely between the manager and employee. Although an employee’s manager might know her work well, the major disadvantage of traditional reviews is that the employee is reviewed from only one person’s perspective, and that person might be biased or not know all the aspects of the employee’s performance, according to the University of Rhode Island.

Peer Reviews

1. Peer reviews allow employees to give input into their co-workers’ strengths and weaknesses, providing more insight into an employee’s work than a manager might glean alone. The employee benefits from receiving information from multiple sources on specific issues from those in the organization working at the same level. Peers also gain a sense of teamwork. The disadvantage is that co-workers might evaluate each other more critically if they are in competition for promotion or pay raises. As a result, this method should be divorced from decisions for promotions or raises, and those decisions should be left to a manager. Peer reviews can be done in groups or anonymously. Staff training helps them provide fair evaluations.

360-Degree Reviews

1. In 360-degree performance reviews, employees receive feedback from multiple sources — those whom they interact with most — such as their boss, co-workers, subordinates, and even customers and vendors. People provide feedback by answering standardized questions regarding the employee’s competencies and performance outcomes using a computer or paper format. Feedback is anonymous. The employee receives a report detailing his strengths and areas for improvement. This method is also used for employee development only, according to the University of Rhode Island.

References

• HR for Small Business — An Essential Guide for Managers, Human Resources Professionals and Small Business Owners; Charles H. Fleischer
• Performance Reviews; Ken Langdon and Christina Osborne
• University of Rhode Island: How Do 360 Performance Reviews Affect Attitudes, Effectiveness and Performance?
• 100 Pre-Written Performance Appraisals; Stephanie Lyster and Anne Archer

Resources

• 360degreefeedback. com: 360 Implementation Guide
• Society for Human Resource Development

Writer Bio

Located in the mid-Atlantic United States, Elizabeth Layne has covered nonprofits and philanthropy since 1997, and has written articles on an array of topics for small businesses and career-seekers. An award-winning writer, her work has appeared in “The Chronicle of Philanthropy” newspaper and “Worth” magazine. Layne holds a Bachelor of Arts in journalism from The George Washington University.

25 Entertaining Employee Reviews From Glassdoor & Indeed

Whether you’re acting as a passive job seeker or you’re actively looking for a job Glassdoor and/or Indeed is one of the greatest pieces of information to get insights into a company before you take the first interview. Be warned. Some of these reviews can be interesting to say the least.

Potential Perk has pointed out that 39% of candidates surveyed have used Glassdoor as part of their company research efforts. We’ve scoured the internet to find you the 25 most interested employee reviews on Glassdoor and Indeed.

Table of Contents

Enjoy the laughs and absurdity.

Glassdoor Reviews

Nothing in this world, all the money and jewels will make me go back… the worst paranoid, self observed, slave like environment with the worst management ever… 10 hours working day is a must by their standards… you are a slave there… no professional should be treated as they treated there…

This one is quite ironic. You wouldn’t come back for all the money and jewels in the world? I bet it wasn’t that bad. 

No health insurance. Owner swears and calls us cowards and suckers on company message chat. When we make a mistake they often post on chat and embarrass us in front of the whole company. When we make a mistake they may fine or suspend us and they threaten firing often. They will put you on salary or hourly. For hourly, we don’t get much overtime because they can make the salary people do it. Hourly people are tracked by FaceTime software which automatically stops us getting pay if the mouse doesn’t move for 4 minutes, even if we are working. If we go to the bathroom, no pay. Get a stopwatch and a computer to track your hours, and dont bet on it matching the paycheck.

Facetime for collecting work hours? That sounds like trouble to me. No more watching Silicon Valley at work. 🙁

The atmosphere started off really awesome, until it wasn’t!

Hmm….isn’t that generally the case? Something is good until it isn’t anymore?

Zero, Zip, Nada, Nothing, Negative

Really? Nothing? Must be one good thing!

This Is The Worst Place I Have Ever Worked. They Actually Want People To Believe That This Is One Of The Best Places To Work In America When All Of This On Glassdoor Is Fabricated By The Owners, Management, And Hr. This Company Lives In The Ice Ages And They Will Do Anything To Make Potential Employees Believe That They Are A Good Company To Work For. There’s Better Companies In America That Appreciate Diversity, Pay Well, And Have Great Management, And Excellent Benefits. Paycom Is Nothing What People Are Saying In These Fake Reviews My Advice Run And Dont Even Waste Your Time With Paycom Unless You Want To Be A Part Of The Revolving Door They Are Always Hiring They Cant Keep Sales Reps And If They Hire You And You Are A Person Of Color If You Cough Wrong You Will Be Fired It Goes On Throughout The Company.

I added this one because Who Writes Words Where The First Letter Is Capitalized In Every Sentence. Not Me, Obviously.

The only good thing about [company] is the day you get laid off.

Why not just quit? #problemsolved

Good choice of pizzeria when ordering in food for frequent late nigh work and weekend work merchandising and design department employees are forced to endure.

Don’t we all choose a workplace solely on food options available to us? I do. Unfortunately, Whichcraft on 5th and Mission just shut its doors. #boo

Good benefits and pay, that is all you get here. The pros do not outweigh the cons, just don’t work for this place or you will regret it. You won’t last, you will either quit or be fired.

Good benefits and pay? Sounds like a good job to me.

A lot of bad folk

They play folk songs? I would say all are bad.

The people who work with you are great, for the most part. There is “free” coffee for you to choose from.

I’m curious on this “free” coffee scheme this company is trying to pull.

outdoors, meet some people, see some action, get some information, learn a thing or two

This was put as a con. Not sure why.

They will pay you a high salary. That’s how they get you to leave your stable job. They put on fake pleasantries to lure you in. It’s very tempting and it seems to work on a lot of people

High salary with fake pleasantries? I’m in.

I can’t think of any, it makes more money than fast food.

Not for long. #Fightfor15

Indeed Reviews

watch what you eat the ware house has roaches, I have seen mice the bread is not fresh they freeze it for a month or longer before it is put in the store. all the employees do is talk about you all day management lies on you it is the worst place that I have worked only good thing is that they paid good. flour in bakery made me develop asthma and allergies . one of my friends actually died from a asthma attack at work because they would not let somebody take her to the hospital they made her wait for an ambulance. they do put money in your 401k for you tho good benefits but they treated me bad.

Died from an asthma attack? Sounds like a lawsuit waiting to happen. My first thought, let me go post about it on Indeed.

In a phrase, the company is the “DMV of Media Companies”.

Need I say more?

they are a blood sucking leech on society. There is no such thing as work life balance. Promotions and advancement and bonuses have nothing to do with job performance or merit. The VP was released for sleeping with and promoting people.

Pictures or it didn’t happen. Re: VP sleeping with co-workers. Too much? Nah.

A typical day is at least 9 hrs. You learn to stay low profile in order to get along. Management is backbiting and cutthroat. Your co-workers just show up to collect a paycheck. The job hardest part of the job is following upper management mandated programs. The most enjoyable part of the job is going home at the end of the day!

The most enjoyable part of my day is going home too! 🙂

Bad company to work for 15 minute lunch breaks, very low pay, lots of Hispanics. Poor management, this job taught me how to complain a lot and to hate waking up in the Mornings for work

Racists and capitalizes the word morning for some reason.

This company is the epitome of a “Good Ol’ Boy” network. The company hierarchy is totally devoid of diversity! I felt like I was in an IT VERSION of the movie “The Help”.

At least you’d be in a movie right?

plwase run away! No room for growth! No advancement Underpay and over-worked!!!!! No bonus no raises NO NOTHING! Unorganized and no communication. The only thing good is they have flexible scheduling. It’s not worth it. There are sooooo many companies that is out there that is better

Obviously nothing is good at this company. Also the person doesn’t know how to spell.

The workplace is ok when the “snakes” are not crawling around. The work environment is horrible! They treat people bad.

There are never any reasons for snakes to crawl around! 🙂

This one deserves a screen shot. It was pretty much a trend for this company.

[company] is a good place to start your working career but not the idea place to stay if you have greater expectations in life.

“greater expectations in life” — such a raving reveiw.

As a property manager I love my staff, but for a Christian based company the overall upper management environment and cold and sterile. Everything is done by through email, and no one ever knows your name.

No comment 🙂 Bolded for emphasis and drama.

This place is HORRIBLE!!! The management really sucks… There is no work/life balance. You will be overworked and underpaid

Aren’t we all bae?

Lesson learned from all these reviews?

People are stupid. 

General information

home

general information

Subordinate organizations

State institution of the Vologda region “Center for employment of the population of the Vologda region”

State institution of the Vologda region

“Center for employment of the population of the Vologda region”

Legal address and actual address:
address: Vologda region, Vologda, st. Koneva, d. 15, ind. 160025

TIN 3525108930 OGRN 1023500877740 KPP352501001

e-mail: C [email protected]

Director – Ekaterina Golovkina Phone: 8 (8172) 73-02-30, e-mail: [email protected]

Reception hours for personal matters : Monday from 16.00 to 17.00

Reception : Leading specialist – Kirillova Lyubov Nikolaevna, tel./fax 8 (8172) 73-02-30

Deputy Director – Skorokhodov Igor Georgievich, 74-15-20

Department of payments and reporting

Head of Department – Gaftonik Galina Vladimirovna, 73-59-47

Chief Specialist – Platonova Olga Vladimirovna, 73-59-47

Chief Specialist – Gamilovskaya Olga Andreevna, 73-59-47

Chief specialist – Presnyakova Ekaterina Nikolaevna, 73-59-47

Chief Specialist – Gerasimova Elena Vladimirovna, 73-28-02

Chief Specialist – Kuzminova Svetlana Vladimirovna, 73-28-02

Chief specialist – Voronina Anna Vadimovna, 73-59-47

Chief Specialist – Korchagina Anna Igorevna, 73-59-47

Planning and Procurement Department

Head of Department – Deputy Director, Head of the Contract Service: Olga Borisovna Makarova, 74-07-55, e-mail: MakarovaOB@czn. gov35.ru

Chief Legal Counsel – Popova Marina Evgenievna, 73-41-80

Chief specialist in the field of procurement – Yakhricheva Natalya Anatolyevna, 73-41-80

Chief specialist in the field of procurement – Koryakina Svetlana Alexandrovna, 73-41-80

Chief Procurement Specialist – Savko-Vintskevich Svetlana Vladislavovna, 73-17-01

Leading specialist – Lemekhova Alla Nikolaevna, 73-41-80

Leading Economist – Gordina Irina Alexandrovna, 73-17-01

Chief Specialist – Polishchuk Elena Alexandrovna, 73-17-01

Leading specialist – Olga Ivanovna Varyushina, 73-17-01

Leading specialist – Grushina Natalya Alexandrovna, 73-28-02

Chief Economist – Solovieva Eleonora Fedorovna, 73-41-80

Leading Economist – Menshikova Natalya Vladimirovna, 73-41-80

Department of personnel and organizational work

Head of Department – Nerobova Lyudmila Ivanovna, 74-15-20

Chief Legal Counsel – Sabitova Svetlana Alexandrovna, 74-27-91

Chief Specialist – Likhareva Natalya Alexandrovna, 74-15-20

Chief Specialist – Olga Alexandrovna Bushueva, 74-27-91

Leading specialist (reception) – Lyubov Nikolaevna Kirillova, 73-02-30

Chief specialist – Lobacheva Lyubov Vladimirovna, 73-59-47

Chief specialist (archive) – Popova Vera Ivanovna

Disability Department

Head of Department – Tochilenko Marina Nikolaevna, 73-17-01, e-mail: TochilenkoMN@czn. gov35.ru

Leading inspector – Eremeeva Olga Andreevna, 74-28-80

Lead Inspector – Vladimirova Olga Nikolaevna, 74-28-80

Logistics Department

Head of the department – Elin Alexey Ivanovich, 74-16-58, 74-11-93

Chief Specialist – Olga Kabalina, 74-16-58, 74-11-93

Chief specialist – Ponomarev Igor Alexandrovich, 74-16-58, 74-11-93

Leading specialist – Ishova Natalia Sergeevna, 74-27-91

Chief Specialist – Shesterikov Dmitry Nikolaevich, 74-27-91

Chief Specialist (Cherepovets) – Shamakhanova Ekaterina Gennadievna, 8 (8202) 50-10-27

Chief Specialist (Cherepovets) – Turygina Marina Nikolaevna, 8 (8202) 50-13-34

Chief Specialist (V. Ustyug) – Veprev Roman Mikhailovich, 8 (81738) 2-24-89Home »
Employment center ”
Bulletin of the Employment Center Review of the situation in the labor market in the Kotlas district for January-June 2019

Contributed Service Employment 9000

since the beginning 1562 residents of Kotlas and the Kotlas region applied, including 334 residents of the region. As of July 1, 2019550 citizens have been registered with the Employment Center for a year, 544 of them are unemployed; The Kotlas district is registered 113 citizens, of which 112.

citizens

In January-June 2019, 553 people were recognized as unemployed by the bodies of the Kotlas, 119 residents district. As of July 1, 2019, 391 people are registered with the Employment Center as unemployed, of which 84 are in the Kotlas district.

VACANCY

As of July 1, 2019, there are 542 vacancies in the data bank, of which 57 are in the district.

VOLTAGE RATIO

The tension coefficient (the number of unemployed citizens registered at the Employment Center and applying for one vacancy) as of July 1, 2019 was 1.0, in the district – 1.96 (as of July 1, 2018 in the center as a whole – 1.1 , in the district – 3. 24).

LEVEL REGISTERED UNEMPLOYMENT

The level of registered unemployment in Kotlas and Kotlas district as of July 1, 2019 amounted to 0.8% of the working-age population In the Kotlas region, the unemployment rate was 0.9% (as of July 1, 2018 as a whole in the center – 0.7%; in the district – 1.0%).

EMPLOYMENT

In January-June 2019, with the assistance of the employment service in Kotlas and the Kotlas region, 957 people were employed, of which 213 were residents of the region. 99 people were hired for paid public work, including 31 residents of the Kotlas region. Employment was organized for 4 residents of the district who are experiencing difficulties in finding work. 7 minor residents of the Kotlas region took part in temporary work.

Professional Training

In January-June 2019, 86 unemployed citizens began to vocational training from the employment center, of which 14 residents of the Kotlas district, Profor’s professions, a car of the category “C” C.