2. “The balance of power has shifted from employer
to employee, forcing business leaders to learn how to
build an organization
that engages employees
as sensitive, passionate, creative contributors.”
Josh Bersin
Principal, Founder
Bersin by Deloitte
3. Top Drivers of Employee Engagement
Global Human Capital Trends 2014, Deloitte University Press
Meaningful Work
Hands-On
Management
Positive Work
Environment
Growth
Opportunity
Trust in
Leadership
Autonomy
Clear, transparent
goals
Flexible work
environment
Training and support
on the job
Mission and purpose
Select to fit Coaching
Humanistic
workplace
Facilitated talent
mobility
Continuous
investment in people
Small, empowered
teams
Invest in
management
development
Culture of recognition
Self-directed,
dynamic learning
Transparency and
honesty
Time for slack
Modern performance
management
Inclusive, diverse
work environment
High-impact learning
culture
Inspiration
4. Beat the Competition with Happier
Employees
Glassdoor’s “Best Places
to Work” list outperformed
the S&P by 122%
Chamberlain, Andrew (2015). “Does Company Culture Pay Off? Analyzing Stock Performance of ‘Best Places to Work’ Companies,” online at glassdoor.com/research/.
Lowest rated companies
underperform S&P by
29.5%
5. Three Reasons Why Reviews Matter
Help your company recruit great employees
Have your voice be heard
Help candidates prepare for job interviews
1
2
3
9. Step 2: Start Sharing
Add a company review, salary, interview
review, benefit review or workplace photo
Note if you’re a current or
former employee
Enter your
Company name
1 2 3
10. Follow the Community Guidelines
• Be authentic
• Help others make decisions
about jobs at our company
• Stay balanced and tell us
the positive and the negative
• Use aggressive
language or profanity
• Reveal confidential
information
• Post screenshots
11.
12. How to Scale Your Efforts
Email Signature.
Append HR and Recruiting team
members’ details with a simple
call to action like “Take a Tour!” or
“Leave Company Feedback!”—
often the smallest suggestions make
all the difference.
13. How to Scale Your Efforts
Candidates.
Close the loop with job seekers by
actively soliciting feedback on the
interview process: What worked?
What didn’t? How can we improve?
14. How to Scale Your Efforts
New Hires.
Point them to site pages and resources
that introduce your brand and tell your
company story. After onboarding, ask
new hires to submit reviews about their
experience.
15.
16. Turn Employees and Candidates Into Fans
Show You Care. Listen, ask for feedback and follow up on action items
employees care about.
Be Authentic. Respond honestly to reviews on Glassdoor, acknowledging the
positive and addressing constructive criticism with the employer perspective.
Hard-to-Fill Roles? Ask hiring managers to encourage their teams to leave
reviews about your company.
Interview “A Players.” Ask what makes them stay on board. Play up your
strengths as you develop company messaging.
C-Level Buy-In. Get management to endorse your engagement efforts.
17.
18. Build Awareness to Recruit Top Talent
Do the Basics! Encourage employees to leave reviews on Glassdoor.
Get Personal. Meet one on one with every employee to show they matter;
include them in developing the company mission.
Refer. Launch referral programs so your “A Players” can help you recruit
more “A Players.”
Message. Ensure your company brand, message and company story is updated
internally and externally across social channels.
Pump Up New Hires. Sell them on the company mission and the value of their work.
Close the Loop. Follow up after interviews by asking candidates to leave reviews
about the experience.
19. How Feedback Helps Make Your Company Great
Ensures your salary and benefits are competitive
Improves your interview and hiring process
Makes your company culture the best
1
2
3
20. Have Employees Continue to Share
Set reminders to leave
their feedback on Glassdoor
Post photos that show off
their culture and teams
Send feedback to improve
their company
