How to Respond to Employee Reviews

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Why it is important to monitor a company’s online reputation as an employer and what to respond to employee reviews – experts from the reputation agency Topface Media explain .
Before choosing a laptop, the buyer studies reviews, because he will probably spend a lot of time on it. The average person devotes most of each weekday to work, and it is important for him to feel as comfortable as possible at work. Therefore, most candidates search for opinions about the company on the Internet and look at its ratings before getting a job. According to a study by Randstad , 86% of people would not send a resume to an organization that has a bad reputation among former and current employees.
Why is it important to monitor a company's reputation as an employer?
Reputation management and HR branding are directly related. The most obvious “bridge” is employee review sites, which shape the company’s image in the eyes of job seekers, current employees, and clients. Analyze what people can learn about the internal life of your organization by reading reviews, for example, on dreamjob.ru or pravda-sotrudnikov.ru. Consider whether this information can encourage highly qualified job seekers to send you their resumes or, on the contrary, scare people away and make them doubt your integrity and professionalism. A

strong employer brand simplifies reputation management. Such organizations find it easier to attract and retain the best specialists. And motivated employees are a key factor in success.
Types of reviews
When evaluating an employer, a candidate wants to learn as much about it as possible and looks for criticism more diligently than laudatory comments. Everyone understands that there are no ideal companies. And it is better to immediately social media marketing service determine whether a future employee can put up with the shortcomings of the workplace. A large number of opinions on the Internet helps the applicant to form a complete picture of the realities of corporate life, and the company - to find people who match the values.
Positive
The main thing to know about positive employee reviews is that they are usually left less often than critical ones. Therefore, employees need to be encouraged to share good impressions about the company, the team, and working conditions. For example, you can implement a system of internal bonuses for participating in activities, publications, and tags on social networks. And the person can spend the points received on branded merch of the organization. If the employee really likes the corporate culture, such stimulation methods will work. Employees who regularly share positive things about the company on their social accounts and other platforms act as ambassadors of the HR brand.
Negative
Negative reviews are inevitable: even the most ideal company will sooner or later get 2-3 stars from a dissatisfied former employee. The good news is that even a negative assessment and criticism can be turned to the company's advantage. The main thing is to respond to the author correctly.



Real reviews can be left by current or former employees for a number of reasons. The main ones are:

shortcomings of the recruiter and mistakes in the hiring process (for example, a person may have false expectations that will not be met in the future);
systemic or situational problems in the field of HR management (for example, a non-working onboarding mechanism, a lack of feedback channels);
inefficient work processes;
personal characteristics of an employee prone to emotional expression of criticism.

In the first three cases, reviews are a useful source for analysis and a signal to start changes. And to reduce the risks of negative, unconstructive comments, introduce the practice of exit interviews. During them, you can openly ask what was uncomfortable for the employee, show empathy and soften his final impression. If the separation took place without stress and resentment, the employee is unlikely to write a negative review. Another tool for analyzing employee sentiment is regular surveys. According to hh.ru, only one in three Russian employers conducts them. It should be noted that the results are partly distorted: respondents do not fully trust the conditions of anonymity of assessments and prefer to speak with restraint in an internal questionnaire, and leave their honest opinion for public independent platforms.