Best Places to Work: The Employees' Choice Awards
•Download as PPTX, PDF•
1 like•660 views
Hear from Glassdoorian Kira Federer at the Glassdoor Best Places to Work Roadshow!
Recommended
Recommended
More Related Content
What's hot
What's hot (19)
Similar to Best Places to Work: The Employees' Choice Awards
Similar to Best Places to Work: The Employees' Choice Awards (20)
More from Glassdoor
More from Glassdoor (20)
Recently uploaded
Recently uploaded (20)
Best Places to Work: The Employees' Choice Awards
- 1. “Best Places to Work” Roadshow Kira Federer Product Marketing Manager @KiraFederer
- 6. We’ve Been Asked This Before
- 7. So, how exactly does Glassdoor determine the winners?
- 8. You know It as “Best Places to Work” But what sets it apart is it’s the… Employees’ Choice Awards
- 10. Employee Reviews – what we look for Consistency QuantityQuality
- 11. Common Attributes of a “Best Place to Work” Vision Transparency Leadership
- 12. Vision
- 13. Vision Does Your Company Have a Vision? Does It Inspire You?
- 14. To improve is to change; to be perfect is to change often. Winston Churchill Leadership
- 15. Leadership Employees Are The Solution Not The Problem.
- 16. Transparency
- 19. Transparency Are you listening? Really listening?
- 20. Embracing Transparency Listen Respond Track
- 21. Listen: Be open to frequent feedback • Candidate Interview Process • New Hires Onboarding Process • Quarterly All Hands Meetings • Employee/Manager 1:1s • Annual Performance Review Process • Employee Resignation
- 22. Respond: Don’t wait to get involved 1. Respond rapidly 2. Welcome ALL feedback 3. Address specific issues 4. Be considerate 5. Promote the positive
- 23. Track: Learn what works and what doesn’t
- 24. Example: CEO of Zillow Zillow CEO Spencer Rascoff responds to reviews on behalf of the company. As a result, four candidates in a recent 30-day period said that reading the employer response solidified their decision to accept the job offer.
- 25. Glassdoor OpenCompany Program Get Your Free Employer Account Complete the above 5 steps Earn other Company Transparency Honors on Glassdoor by starting with a Free Employer Account
- 26. Summary • Employees determine the best place to work • Common traits: Vision, Leadership, Transparency • Review quality, quantity & consistency matter • Free Employer Account allows you to listen, engage and track
Editor's Notes
- Im from SC and it feels so good to be home. It’s different here. There are things they don’t understand in California. BBQ
- This is what they think when they think BBQ
- What distinguishes Glassdoor Best Places to Work is it is the only award to be based solely on employee feedback. And also unlike other workplace awards, there is no formal nomination or submission process.
- How many of you will have over 3,000 reviews? We won’t either. I do want to point out this is a very small % of the total workforce. Every 7 seconds a review is left on GD, How often do you think a review is left on your company’s profile? And whether Google had 5000 or 50, they still would have qualified because we actually judge based on three attributes: Note we look at annual submissions and for the US list, we look at US-based employee reviews, or UK list we look at UK based employee reviews. So not all reviews make it into consideration set
- SZ Note: Important to note to audience winners are determined annually and are selected based on reviews contributed in prior 12 months Consistency: We have to put the jobseeker’s experience at the forefront of everything we do. Looking at your profile today, would a job seeker have a congruent story from the past 12 months of what it’s really like to work for you. Are employees saying the same thing? - If your ratings are only 1s + 5s, that isn’t helpful for the job seeker. We want to make sure this is consistent for the job seeker and as a job seeker you’re not likely to want to work for this company. We find jobseekers would much rather work for a company that consistently scores 3.5 or 4. Quality: The important piece here isn’t just that the rating is high, but also that what’s being said is helpful to the job seeker. Completeness. Granular. Highly Descriptive. Quantity: Do you have the minimum # of reviews to qualify? This year the #s were 50 for large business and 20 for SMB and as our user base grows, these #s change every year. We believe employee engagement is something that never stops. We look to make sure that this story is told throughout the year. - Google example. Quality: The important piece here isn’t just that the rating is high, but also that what’s being said is helpful to the job seeker. Completeness. Granular. Highly Descriptive. I know what you’re thinking. How do you validate these reviews?: Various ways of detecting fraud through software and a full-time team dedicated to moderating reviews.
- 1. Put your hands up if your company has a vision. Keep your hand up if you could share that vision with us today. Keep your hands up if you are inspired by it.
- What WHY Revel example WHY not What WHAT : ____ is an online networking service. WHY: ______ believes in give people the power to share and make the world more open and connected People join companies not because of what they do, but why they do it. If you hire people because they can do a job, they will work for the money. If you hire people because they believe what you believe, they work for the your vision.
- Typically leaders have egos. That’s how they got there. When momunmental things happen in your company, do employees first learn it from eachother or the leaders? Are they seen as communicative? Are they looking at constructive feedback that employees are giving you? People want to be led but they also want to be heard
- The only way a company can grow and be successful is through it’s employees. Most execs would tell you that finding the right talent is the biggest challenge. You have the hard job. Without your leadership being willing to listen to feedback and evolve, it get trick keep them. If you are getting consistent positive feedback, at some point you have to ask….Are the leaders the problem or is it the employees?
- Is transparency part of your culture today. The reality is that a lot of companies tout being open and transparent, but they cherry pick the feedback they respond to. Revel Story
- SZ Note: Key is to talk about understanding what is being said, when it’s being said so that you can win awards. Know what works, promote it. See what isn’t, Fix It. How many of you have responded to reviews on Glassdoor? Positive and negative?
- How can you do this today? Respond to what is being said. Let people know they are heard. Glassdoor Interview story. Be clear employer responses have ZERO effect on winning BPTW
- 1.Respond rapidly 2. Welcome ALL feedback -No company is perfect -68 percent of consumers trusted reviews more when they saw both good and bad scores 3. 4. 5. If the employees feel like they are being listened to, they are more likely to provide more feedback in the future. Imagine walking down the hall and tapping your CEO on the should and he doesn’t respond. This is like writing an thoughtful review and no one responding. SZ Note: Be clear employer responses have ZERO effect on winning BPTW
- SZ Note: Be clear employer responses have ZERO effect on winning BPTW
- This is the impact of being transparent. This is what happens when a company has a vision, believes in transparency and leadership is open to feedback. To help you get started with transparency, we’ve created a program called OpenCompany at Glassdoor
- A simply 5 step process to becoming transparent as an employer. Sign up for an FEA The reward of it is an OpenCompany badge so that jobseekers can see that you are really engaged as an employer. This is something you can do today and it doesn’t cost anything. SZ Note: Be clear OpenCompany has ZERO impact on winning BPTW except reviews go into consideration.
- Ultimately, your employees will be the ones to determine if you make the best place to work list. Examine each of these traits in your org today. How can you help? FEA: Sign up for free to join the conversation that is already being had. With an FEA, you can respond to those reviews today. Encourage your employees to join in the conversation. Your current employees are there for a reason. Get your voice and theirs involved today. You can now go back and educate. You can empower your employees and leadership to engage with Glassdoor and show the world why you do what you do.