There used to be a time when people would leave a company for another opportunity. They would do so quietly, never uttering a negative comment about the previous employers. Now with the introduction of the Internet, former employees are empowered. They have more outlets than ever to vent or share information about previous employers. Here is how company reviews are highlighting what disgruntled and former employees think of a business.
The more prominent the company is, the more it has to work on its image. A major technology company has an article published on its perks. Some employees at the tech giant say that the company has terrible perks. Employees gripe about issues like no free lunches. Companies can expect that they will be measured by prospective applicants in terms of the perks they offer. Make sure to do market surveys and stay aware of what perks the competition is offering.
Whistleblower retaliation is frowned upon now. Current times welcome transparency. The right to voice disconcerting behaviors is something that employers should be just as invested in protecting. Retaliation is something that employers must have zero tolerance for; it should be viewed as an opportunity to correct the cultural norms and environment that invites the behavior in question. You should be mindful that how whistleblower information is shared is similar to how stories of retaliation efforts are shared. Both make their ways into publications and forums. Companies should take a different approach in addressing the behaviors, such as investigating, correcting, or ending the practices. It is extremely important that you always have a good sense of what is going on in your organization so that you can try to prevent problems and ensure a happy and productive work environment.
Unfair pay is another common topic discussed among former employees. People often complain the loudest about unfair pay. They go to popular forums like Glassdoor to air out their grievances. They share their pay information with entities like SalaryWizard to determine what they are making when compared to their peers. The more latitude they have in sharing their salary information openly, the more descriptive they become when highlighting responsibilities and comparing them against job expectations or compensation. Companies like Walmart make the news often, getting bad press for their compensation. Don’t look at this as a negative thing. In my opinion, pay transparency is where every company should strive to get to. If you are compensating your employees fairly, you could post everyone’s pay information on a bulletin board and there would be very few complaints. Pay your people what they are worth based on their experience, what they bring to the table, their performance and what market data dictates. It is worth having someone look at your compensation data and make recommendations to help get your pay practices to be as equitable as possible.
Underappreciation is another issue that former employees are extremely vocal about. They cite the marginal increases in pay in comparison to their contributions and feel underwhelmed by the compensation received. They openly discuss how much more is added to their plate and what more will be expected of them. It isn’t uncommon for employees to gripe about being taken for granted or feeling unrecognized for their efforts. Acknowledgment and compensation are how employees often measure underappreciation. Take a look at what you are doing to show your employees appreciation. Do you say “thank you” often enough? Are you showing gratitude to employees in ways that matter to them? Get to know what makes each person get out of bed each morning and go to work so that you can recognize them in meaningful ways.
Company reviews are showing that employees, especially millennials, value work-life balance. They want to have a schedule that is honored, and many desire to leave the office on time in order to spend time with families. Companies who aren’t that great on work-life balance get poor reviews highlighting that. This makes them less of an attractive employer to prospective applicants. People value being able to have some predictability to their schedule, and don’t want to be connected to a company 24/7. Are you “clock watching” and paying too much attention to time sitting behind a desk rather than results that are achieved?
Businesses have to be mindful of company reviews. These forums are open to anyone. Surveys can be completed by employees at any time, and this allows them the opportunity to share their grievances. Companies can monitor these reviews and learn what they can do to make their companies more inviting to potential candidates. You should also spend time getting ahead of these complaints. Doing Stay Interviews and Engagement Surveys are two quick and easy ways to learn more about what employees are saying about you and to prevent them from becoming former employees.
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