The company reviews: The Company – Rotten Tomatoes

Excellent look at what goes into creating ballet.

PG-13
2003
112 minutes

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What Parents Need to Know

Parents need to know that this movie has some strong language, locker-room nudity, and sexual references and situations. There are tense scenes and injuries. Characters drink and smoke.

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What’s the Story?

In Robert Altman’s THE COMPANY, Neve Campbell, a former ballet dancer, stars as Ry, a member of Chicago’s Joffrey Ballet. The movie opens with a stunning performance of a ballet called “Tensile Involvement,” a postmodern angular variation on a maypole dance (or maybe the ribbons on a toeshoe). The story follows the ballet troupe on and offstage. Ry and the other dancers hold down jobs, deal with personal problems, and battle the limits of the physical world as they try to transcend their own sometimes reluctant bodies as well as the pulls of gravity, and of time. The company director breezily schmoozes and evades with just about everyone, but when he accepts an award he is bracingly honest about the way he was treated as a young boy who loved dance. Ry’s non-dancer boyfriend shows that he brings the same kind of care, artistry, and precision to his work that she does to hers.

Is It Any Good?

Form follows content in Robert Altman’s mesmerizing film; as in the lives of the ballet troupe it portrays, it is the dance that takes center stage. The rest of the characters’ lives are glimpsed only around the edges. The result is intimate and moving, with dance numbers that are thrillingly filmed and backstage stories that are quietly observed. This is not about nutcrackers and tutus. This is about people who make the ultimate commitment to art and, especially, it is about the art that they make. Altman is not just showing us dancers here. He is showing us himself.

The off-stage scenes have a loose, documentary feel but they are as meticulously observed and as carefully positioned as a ballerina en pointe. The rehearsal scenes mix art and drama as the choreographers treat the primary dancers the way sculptors treat clay while the back-up dancers “marking” the moves off to the side. One technical point worth noting is that this is the first film to use a new post-production process called Darbee Vision, which adds depth and vivid color to video, and which is ideally suited for photographing the dance numbers, which are, after all, center stage.

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Movie Details

• In theaters:

  December 25, 2003

• On DVD or streaming:

  June 1, 2004

• Cast:
  James Franco,

  Malcolm McDowell,

  Neve Campbell

• Director:
  Robert Altman

• Studio:
  Sony Pictures

• Genre:
  Drama

• Run time:

  112 minutes

• MPAA rating:

  PG-13

• MPAA explanation:

  brief strong language, some nudity and sexual content

• Last updated:

  January 2, 2023

Our Editors Recommend

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How to Encourage Employees to Leave Positive Glassdoor Reviews

Run » Human Resources

Employee reviews give potential employees an idea of what it’s like to work at your company. Here are seven ways to encourage employees to leave a positive review on Glassdoor.

By:
Jamie Johnson
, Contributor

If your employees don’t know where to start when writing a review, you can provide a template or series of prompts for them to follow. — Getty Images/fizkes

Employee review sites like Glassdoor can improve your company’s reputation and help you attract quality candidates. Here are seven ways to encourage employees to leave positive Glassdoor reviews.

[Read more: What to Do When an Employee Leaves]

Explain why it’s important

When you ask employees to leave a Glassdoor review, explain why it matters to your company. Explain the function of Glassdoor and why employee feedback is so important.

Obviously, employee feedback helps the company, but it’s a good idea to explain that it also benefits employees. When employees leave honest feedback, management can address any underlying problems.

Encourage employees to be honest

Hopefully, your employees will all leave positive, five-star reviews, but you want to encourage honesty above all else. Let employees know that all reviews are confidential and that Glassdoor will protect their identity, so they never have to fear retaliation.

Don’t pressure employees to leave positive reviews or try to manipulate your Glassdoor ranking in any way. Other companies have been exposed doing this, and it only damaged their reputations.

[Read more: What to Do When a Competitor Is Poaching Employees]

Ask everyone

Glassdoor recommends asking all your employees to participate, not just the employees you know are engaged and likely to leave positive ratings. Let your employees know this request is coming ahead of time so no one feels put on the spot.

However, don’t ask for feedback too soon since brand-new employees don’t have enough information about the company yet. Wait until employees have been with the company for at least 90 days before asking them to leave a Glassdoor review.

Obviously, employee feedback helps the company, but it’s a good idea to explain that it also benefits employees.

Make the process as easy as possible

Leaving a review can be intimidating for many employees, and some may not know what to write. You can make this easier for your employees by providing them with a template to follow. Let them know the template is optional, but they’re welcome to use it if it makes the process easier.

Never bribe employees to leave reviews

You should never incentivize employees to leave Glassdoor reviews. This includes offering monetary compensation or other perks in exchange for a review. When you try to bribe employees to leave reviews, their feedback is inauthentic and doesn’t accurately represent what it’s like to work at your company.

Not only is it unethical, but it’s against Glassdoor’s policies. If Glassdoor finds out you bribed employees to leave reviews, they’ll take those reviews down immediately.

[Read more: How to Create an Employee Handbook]

Respond to every review

It’s essential to respond to every review left for your company, whether the review is good or bad. Negative reviews can be hard to take, and you may want to try to ignore or hide them. But responding to negative feedback can actually help your company in the long run.

According to a Glassdoor survey, 62% of job seekers view companies that respond to employee reviews more positively. Responding to negative reviews shows that you take all employee feedback seriously and are actively working to improve the employee experience.

Ask employees for reviews regularly

It’s not enough to send your employees one email asking them to leave reviews — you need to continue to ask regularly. It’s likely that the majority of your employees won’t leave a review the first time for a variety of reasons, so you want to give them another opportunity in the future.

However, you don’t want to ask too often — sending a request every six months is often enough. And you want to personalize your request based on the employee, their position, and how long they’ve been with the company.

If you need help figuring out how to ask for reviews, Glassdoor provides nine different templates you can use.

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Published December 07, 2022

How to collect feedback from employees about the company from scratch

It would seem that there are no reviews – and no problems: no need to spend time monitoring and responding to senders. But most job seekers read reviews about a company before making a decision to apply for a job, and a company that no one says anything about can cause distrust.

Reviews help applicants:

• to combine official data about the company with a description of the real situation by its employees : atmosphere, leadership style, working conditions. Sincere positive feedback can be the best job recommendation for you.
• assess the culture of feedback in the organization — the ability to accept not only praise, but also respond to criticism, take into account the opinion of employees. So, according to Dream Job, a competent response to a negative review can change the opinion of 80% of applicants about the company in a positive direction.

Therefore, it is better not to postpone the work with reviews for a long time. In the long run, it can build trust in your employer brand. nine0003

1. Decide who you are collecting feedback from. Your best bet is to contact current employees of . They are usually located close to the company and can provide up-to-date information. At the same time, you should not selectively apply only to obviously loyal employees – applicants are good at identifying insincere and custom reviews.

2. Select a communication channel:

• survey in the mailing list;
• a separate article or block on the corporate website; nine0010
• corporate chats.

It is better to announce the collection of feedback at a general meeting of the company or in a letter to all employees.

3. Select a platform for collecting and working with feedback . We recommend using Dream Job. It differs from other sites in its strict and transparent moderation rules for all parties, complete anonymity for those who leave reviews, and synchronization with hh. ru.

What is important to consider?

1. Be sure to explain to employees why you are collecting feedback and what will happen with this information. nine0010
2. Your task is to attract as many people as possible. Explain to employees that the participation of each team member is valuable.
3. Only collect feedback on a voluntary basis, and certainly do not offer any encouragement or reward for it.
4. Be sure to emphasize that this is anonymous. Employees should know that no one will have information about who exactly left the review.
5. Ask for feedback to be as detailed as possible.

Decathlon example

Decathlon collects feedback from all employees. To do this, HR managers use mail, digest mailing, local chats and interviews after dismissal (exit interview).

Here is one of the texts of mailing to employees:

To establish a systematic work with reputation, you need to enable the display of Dream Job reviews on hh. ru. Then the reviews will appear on the page with a description of your company and its vacancies on hh.ru. This will allow job seekers to see the company’s average rating on a five-point scale, the percentage of employees who recommend you, and read their reviews. nine0003

In the employer’s personal account on the Dream Job website in the “Reviews” section, you can find a letter template for collecting employee feedback, as well as generate a link to your company page and add it to the body of the letter.

1. Reply to each review. Especially the negative ones. Here you can read how to respond to negative feedback.
2. Pin the best reviews in your Dream Job account so job seekers see them first.
3. Enable the display of Dream Job reviews on hh.ru. nine0010
4. Think about the next step: when there is a new newsletter, how you will use the feedback to improve processes in the company.

Working with feedback is one of the main tools for working with reputation. With the help of hh.ru and Dream Job, you can keep it under control with minimal time.

More than 6000 companies have already enabled the display of Dream Job reviews on hh.ru. Join and you!

Enable feedback display

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From RUBIN Limited Liability Company

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RUBIN LLC expresses its gratitude to BYTPROM LLC for fruitful cooperation. Your company is a reliable supplier of block containers for our production sites.

We wish you success in your business, financial well-being and prosperity! nine0105