Glassdoor Sucks!

Let’s just get this over with up front: Glassdoor sucks. If I ever meet the founder, Richard Hohman, I’m going to punch him in the face (or at least say something rude.)

Employee reviews are fine but Glassdoor has an adverse selection problem.

Most reviews come from malcontents who were terrible employees and in some cases from people who aren’t and never were employees. 

And for small companies one review can be a big factor. You don’t have that many people in the company so some idiot who gets fired for stealing or having two jobs or being abusive to colleagues gets to kill your rating.

But you can fight back and I suggest you do. Glassdoor is trying to suck in all the data it can about you and use it against you so start paying attention and fight back.

Here’s how you do it:

Have a program to solicit good reviews: 

We improved our rating by asking for reviews during and right after orientation.

People are learning about the company, are excited about their new job, and are generally positively inclined. It’s also an event where you can easily insert a solicitation into the process.

If you aren’t hiring, make a list of all your happiest and best employees and start asking them for reviews one by one.

Do Opposition Research: 

As an owner, you can go through the signup process and use the site with a burner email.

You should have an official account but it’s good to see the site from the employee perspective. 

Get on there. Browse around. Leave a review.

Of course, they won’t like it but they are assholes so go ahead anyway.

It’s helpful to get a feel for how the site works and how Glassdoor is trying to screw you. 

Have your HR on the site regularly:

I’d encourage you to have HR sign up for the site (officially) and go into the reviews and their fishbowl feature regularly. 

The fishbowl is their attempt to create social conversations amongst your employees on their site. You have to use a company email to register but your posts are anonymous.

You want to keep a handle on conversation going on there and intervene if you need to.

Jump on Any Violations: 

Reviewers will often make crazy accusations and call people out by name. 

These are often illegal, constitute defamation, and so Glassdoor grudgingly has a policy against these behaviors. Hold them accountable to it.

Go Blackhat:

It’s clear that many companies are creating burner emails and submitting multiple positive reviews.

Glassdoor will try to fight that. If you do it, I wouldn’t have all the reviews sound the same or come all at the same time.

Of course, some people think this is immoral or something but it’s Glassdoor after all. Do it if the other steps don’t work.

Conclusion:

Unfortunately, Glassdoor can be important for your company. Perspective hires look at it. Your competitors look at it. Your potential acquirers look at it. Etc.

If you don’t stay on top of it, it’ll bite you in the ass.

I hate them, so if you’ve figured out even better ways to counteract them, please share. I will gladly spread the word.