Glassdoor for Employers: How Companies Can Achieve a Great Rating and Why It Matters
In 2017, a study on why online reviews matter for employers was published. The study used examples from Glassdoor and found clear evidence that job seekers give more weight to online reviews – what the study called “worker electronic word of mouth” – than to awards or prizes for HR practices. Since then, employee reviews have come to be seen as reliable source of information that informs potential employee’s opinions and their intention to apply for jobs. So, what does this mean for your company?
Getting great Glassdoor ratings and reviews from your employees is more crucial than ever, but those ratings start with being an excellent employer. While there are ways to address negative reviews and improve your online reputation, we’ve focused on the areas you need to address to be a 5-star company. Three KORE1 leaders sat down to share their thoughts on how to be a great employer and what it really takes to earn a top Glassdoor rating.
Client Success and Engagement with Tom Kenaley
Building a successful company and a great reputation starts with your business and your clients. What matters most to your clients? Why should they choose your company over competitors? At KORE1, we spend a lot of time getting to know our clients, understanding who they are, their unique pain points, and how they want to grow. Instead of focusing on the transactional side of business, we work to build a long-term relationship with each and every KORE1 client.
Our clients, in turn, get to know who we are and what we’re about. This is where our mission and values come in. At KORE1, our values are the foundation of everything we do, and we look to work with individuals and companies who operate with a similar set of values. With these shared values, we work to build up trust with our clients so that, when they need assistance with hiring, we’re their first call. Of course, building effective client relationships doesn’t happen overnight but it’s a crucial part of building a great company that potential employees want to work for.
Employee Engagement and Workplace Culture with Steve Quarles
Why do your employees stay with your company? This is an important question because it speaks to your workplace culture and employee engagement efforts. Does your company have high employee turnover or a culture that leads to overwork and burnout? Then this is the area you need to focus on.
When we started KORE1, we wanted to make it a place people could call home. Part of that effort was offering the work environment, compensation, and opportunities we thought were really important in order to find employees who would join the team and stay. That’s why we offer competitive salaries, high commissions, matching 401(k), unlimited PTO, great medical care, and growth opportunities. We also offer an equity program and incentive trips and bonuses for top performers. In addition to these benefits, we’ve made a concerted effort to offer extensive training opportunities for our employees. From management programs to recruiting and sales training, we want our employees to grow with us and we look to promote from within as often as possible.
We also strive to apply our values to create a workplace and culture that people enjoy being part of. For example, we offer our employees a good deal of autonomy in their roles and people appreciate that. Leadership is always open to new ideas and suggestions and we maintain an open-door policy. KORE1 also places a high value on service and helping local communities. We believe it’s our corporate social responsibility to give back to the communities in which we live and work and our employees value that commitment. Our efforts to make a positive impact on the world around us have included volunteer days, charity golf and poker tournaments, and pro bono placement work to name a few. All these efforts together have helped make KORE1 a company that our employees are proud to be a part of.
Technical Systems and Employee Support with Brian Hunt
Everybody deserves the best system to work with. This idea is at the center of every decision we make regarding our technical systems and employee support. We take the time to carefully evaluate the options and pick the one that works best for our employees. I’ve never been a fan of buying software or systems simply because they’re the industry leader. The systems we use at KORE1 were chosen because they help our employees work better. That’s why technical systems are so important to your employer branding efforts.
Along with the right systems it’s crucial to have the necessary support. We’ve done remote support for years and have a great IT department able to assist our teams with any technical needs, but support service is an easy area to overlook and needs to be considered when you’re choosing a software vendor. Without good support teams, it’s easy for employees to feel isolated and frustrated, especially now with everyone working remotely due to the pandemic. At KORE1, we’ve tried to counter this by increasing our employee support through video meetings and encouraging work/life balance. Ultimately, it’s our job to free up our employees so they can do their job better. That work takes on a lot of different shapes and sizes but it’s essential to being a great employer.
Ready to learn more about Glassdoor for employers and build up your ratings? Get started with KORE1 today!
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