Glassdoor gets a lot of flack these days. Some of it is well deserved and some of it is not. But either way, it’s here to stay. So as a business either you jump on the train or get run over. But that’s what this guide is for. We created it to help you navigate the choppy review water that is Glassdoor. Hop on the boat and let’s go!
Glassdoor is the primary resource, and for a majority, the only resource that individuals go to when researching their next potential employer. They seem to have dominated that space with no significant competition, yet nobody really questions their reliability. I don’t often post about specific sources, but I’ve asked A LOT of people about their experiences with Glassdoor – and they are shocking, especially if you work in HR or are a manager hiring people onto your team. If you have great Glassdoor reviews – it is impossible to determine how many of those reviews were left by choice. Alternatively, some candidates place so much importance on these reviews, that they won’t even apply or speak to anyone from your company because of it.
The system is completely flawed, and neither the good or bad reviews can really be trusted as a reliable resource. There definitely could be a more accurate way to give candidates insight into a company, and I can’t wait for someone to come up with a better system. After a bit of research, I’ve come up with 10 reasons why you shouldn’t trust Glassdoor:
1. There’s No Employee Verification System.
Anyone can post on Glassdoor – for any company, at any point in time, with no verification that they actually worked there, or that their review reflects the company’s current situation. Glassdoor’s guidelines state that:
“Each individual should submit only one review, per employer, per year, per review type (e.g. company review, interview review, salary review, benefits review, etc.) Your content should be related to jobs you have held (or interviews you have had) within the last five years so it’s relevant to today’s job seeker.”
Each individual should submit one review. Per year? Per review type? So – if someone follows the guidelines, the same person can post 5 reviews in 5 years that affect the company’s overall rating as well as their interview process rating. Your review should also be related to jobs you had within 5 years… that’s a long period of time! A lot of things can change in 5 years, and if you’ve worked your ass of to change things in your organization those reviews will haunt your business for a long time.
“It takes 20 years to build a reputation and five minutes to ruin it.” – Warren Buffet
Also, let me highlight again their statement “should submit one review” – bringing me to my next point…
2. There’s Nothing Stopping Someone From Posting Multiple Reviews.
There’s nothing stopping someone from creating another Glassdoor account with a different email to post multiple positive OR negative reviews, therefore skewing the company’s score and diminishing Glassdoor’s reliability. This is an immediate red flag because there’s no verification system, so although there may be great reviews for a company, they could all just be posted by HR and you end up reading a bunch of reviews that are BS. At the same time, if someone has a vengeance for any reason against a company, Glassdoor is a great avenue to take advantage.
So what even entices people to write a review on Glassdoor? Generally, when I have a great experience, writing an online review is not my first thought – which brings me to my next point…
3. People Tend to Write Reviews When They’ve Had a Negative Experience.
“A dissatisfied customer will tell between 9-15 people about their experience. Around 13% of dissatisfied customers tell more than 20 people. Happy customers who get their issue resolved tell about 4-6 people about their experience.” – White House Office of Consumer Affair
I have never heard of any company so amazing that it has the capability to satisfy 100% of employees 100% of the time. Of course there are going to be people with negative experiences on Glassdoor – nobody likes to get fired and nobody likes to get told they’re rejected after an interview and don’t receive an offer.
I’ve talked to quite a few different sources, from hiring managers, to employees, to interns – and there are very few people who write positive reviews unless they’ve been asked to do so. People get angry so they rant, and Glassdoor makes it easy to get your negative opinions in front of a very vulnerable audience. At the end of the day, that person probably just wasn’t a good fit for that company – but that’s not something they’re going to admit.
4. People Over-Exaggerate.
Ever look up reviews on Glassdoor and come across only 1 and 5 star reviews, but nothing in between? That’s a sign you probably shouldn’t rely on those reviews to make a decision affecting your future career. People who write reviews are most likely going to be strongly supportive, or strongly opposed. Does anyone that gets fired from a company really post a 3-4 star review? I’m sure there are exceptions, but think about it…
People are impulsive and they over-exaggerate – whether its in the moment or they really just want to have some effect on the overall outcome of a situation. If someone wants their voice heard – a 3-4 star review is not going to adequately reflect their stance on a company.
5. Flawed Rating System.
If an experience is positive, someone will most likely rate the company 5 stars, and if negative, they’re most likely rating the company 1 star. Then you have companies paying people to write 4 star reviews in order to not look suspicious.
What does 1 star even mean? What does 5 stars even mean? Everyone has their own opinion of what those ratings should stand for. There are no real guidelines that Glassdoor gives users to decide which star rating is satisfactory for their situation – which mean all reviews are based on opinion and individual perspective.
6. Reviews Don’t Always Reflect a Company’s Current Situation.
Even Glassdoor encourages writing reviews for companies that you’ve worked for in the last 5 years. A lot can happen in 5 years, 2 years, or even 6 months. Do people not realize that companies are aware of their negative reviews? Of course they’re aware, every company has its own experiences and obstacles – but dwelling on the past doesn’t solve anything.
“Beware of false knowledge; it is more dangerous than ignorance” – George Bernard Shaw
Most companies take into account the negative reviews, and when necessary make changes in their organization. However, if a company has changed the way they operate for the better, that doesn’t stop someone from writing a negative review today, even if they left the company over a year ago.
7. Reviews Don’t Necessarily Reflect the Entire Company.
A lot of companies exist on Glassdoor, yet they often have offices in multiple locations and/or have different teams that come with different cultures & work environments. Ideally, every company would be encompassing their core values with every hire, in every division, in every location. But when you’re working for a company that has very different people, in very different locations – especially around the world – it’s very difficult to ensure company values are being practiced in an ideal manner at every office.
Culture in any one division or location for a company can be influenced by one experience, one situation, or even one great or terrible leader… so its difficult to determine validity of reviews in relation to the company as a whole. People are also able to post reviews from an anonymous location, which is unreliable and useless for potential candidates to take into account as there is no way to determine if that review is relevant to the office they’d be working from.
8. Employers Offer Rewards to Employees for Good Reviews.
Glassdoor states that offering incentives to employees for writing good reviews does not follow their community guidelines. However, there is no way that Glassdoor would know whether or not an employer was incentivizing employees to write good reviews. It’s unethical, but it still happens all the time. Even if you go on a site like Upwork, you’ll find companies paying random freelancers to go and write reviews for just about anything related to their brand online.
I recently spoke to someone who said their company had around 1.5 stars, so the CEO went around to employees and gave them a $250 gift card for writing good reviews – which he had to approve before they posted. Now the company has a rating of 4.2 stars.
9. The Ratio of Reviews to Employees is Unreliable.
If you look at how many people write reviews on Glassdoor compared to the number of people who actually work for a company, it’s a very small group. Take Amazon for example, they have over 15K reviews on Glassdoor, yet they have over 300K employees now, that’s only makes up 5% of the current employee population – not taking into account that many reviews are posted by former employees.
Additionally, people who interview with a company can also rate their experience. Companies often interview hundreds, even thousands of candidates per year depending on their size across different locations – but the amount of people who actually post reviews is also very low. From my own experience, I’ve noticed the majority of negative reviews come from those who don’t receive an offer from your company.
10. Reviews Are Not Based on Facts.
I think this one speaks for itself. The reviews are highly opinionated and based on individual perspective, and there is no way for Glassdoor to verify whether the statements made are true or false.
I recently spoke to someone who told me about a company with amazing online reviews and beautiful pictures of the office – but the office didn’t even exist yet and was still under construction…. Really?
Final Thoughts / Recommendations…
- If you are skeptical about a company you’re interviewing with due to negative reviews online – see for yourself. Don’t let other’s opinions cloud your judgment before you’ve had the chance to explore for yourself.
- Ask employees about the bad reviews during your interview – they will either address them or ignore them all together. If they won’t address them it’s probably a red flag.
- See if you have any prior connections / former colleagues that work for that company to get their perspective.
- Use online reviews as an additional resource, do not take them as fact. You can only confirm reviews are an accurate representation of a company if you confirm them yourself through interviews and/or your network, there’s only so much truth you can get online.
By providing insider information to potential employees, it’s a service that has revolutionized the job hunt—creating more transparency in the workplace, both in the US and abroad. I know I’ve used it in the past, and many of my current co-workers have commented that it was the first place they went when they decided to look for a new job.
But while many may have personal experience with Glassdoor, its overall impact on a company’s ability to recruit talent is still up in the air. In fact, in 2011, HR industry analyst Steve Boese presented a conundrum considered by many employers: “What, if any, real impact does the information on Glassdoor have on things like applicant numbers, quality of applicants and lasting impact to their ability to attract the talent they are seeking?”
Software Advice set out to find the answer to this question. We surveyed a random sample of 4,633 respondents in the US, collecting a minimum of 500 responses to each question, in order to learn what impact Glassdoor reviews have on a job seeker’s decision to apply for, and accept, jobs.
- Almost half of all respondents use Glassdoor at some point in their job search.
- Good ratings of a company’s compensation and benefits are most important.
- Fresh reviews (less than 6 months) have the greatest impact on perceptions of your company.
Almost Half of All Respondents Use Glassdoor When Job Hunting
So, is your company’s Glassdoor profile really being viewed by potential applicants? According to our survey, the answer is yes. Out of 4,633 respondents, 2,201 had used Glassdoor at some point in their job search. That’s approximately half our data set.
Going forward, we will only analyze the data of respondents who use Glassdoor. These respondents will be referred to as “job seekers.”
Job Seekers Use Glassdoor to Find Top Employers
When do job seekers use Glassdoor? Almost half of our respondents say they use it before they even think about applying for jobs. Glassdoor serves as a way to narrow down the options and create a select group of companies that job seekers will then consider as potential employers. Simply having a Glassdoor profile can therefore increase your visibility to job seekers and potentially increase the number of applications you receive.
When Job Seekers Use Glassdoor in the Job search
Good Ratings of Compensation and Benefits Are Most Important
In addition to written commentary by current and former employees, Glassdoor requires reviewers to rate the company—out of five stars—in five areas:
- Culture and values
- Work / life balance
- Senior management
- Comp & benefits
- Career opportunities
To drill down into this rating system a bit more, we asked respondents which categories mattered the most to them when deciding to apply at a company.
As it turns out, positive reviews in the compensation and benefits category were most important to job seekers. Meanwhile, good ratings of work / life balance came in at a close second. These are important trends to note, as ratings in these are areas that your company can control directly.
Most Important Categories to Have Positive Reviews
We also asked the reverse question: “When checking a company’s Glassdoor ratings, what would most impact your decision NOT to apply to a company?” The results reinforce the conclusion that compensation and benefits are most important to job seekers, as a quarter of our respondents said that poor ratings in this category would deter them from applying.
Categories Where Negative Reviews Most Deter Job Seekers
If you have low ratings in these categories, you can encourage employees to write about their compensation and benefits, and comment on the work / life balance at your organization. If it is still difficult to generate positive scores for these categories, then you may think about ways to improve them in order to make sure you’re not missing out on great talent.
Finally, Glassdoor averages employees’ ratings in these five categories to give the company an overall rating. To determine how important this rating is to job seekers, we asked respondents what overall rating would cause them not to apply at a company.
We were surprised to find that 40 percent of respondents said they would apply at a company as long as it had a rating of at least one star. However, it is important to note that by having a low rating, many candidates may be deterred—one third of job seekers said they required a company to have at least a three star rating.
Rating Required for Job Seekers to Apply at a Company
So if your company currently has a low overall rating, you can try to improve it by encouraging current employees to post reviews. Your average should become more fair—and rise—as more employees contribute their feedback. Not to mention, just by asking for their comments, you’re showing you value your employees’ opinions.
CEO Ratings Have a Mixed Impact on Job Seekers’ Decisions to Apply
In addition to the star-based rating Glassdoor provides for each company, reviewers are also asked to rate the CEO of the company. Surprisingly, the results were almost evenly split. While a little over half of our survey respondents said a negative rating of the CEO would have minimal to no impact on their decision to apply at a company, 42 percent said poor ratings of the CEO would have a moderate to significant impact on their decision to apply.
Impact of Negative CEO Reviews
Half of Job Seekers Only Take Into Consideration Reviews from the Last 6 Months
Finally, our research found that the recency of Glassdoor reviews is a significant factor for potential applicants. When deciding whether or not they would apply at a company, almost half said they would only take into consideration reviews written in the last six months.
Keeping your reviews current is also something your company can impact simply by asking employees to leave a review every six months.
Importance of the Recency of Reviews
Most Glassdoor Users Are Mature, Middle-Income and Urban
When collecting our data, we also screened respondents by age, income level and urbanicity. We thought it might be useful to include this data to help companies determine what type of job applicants—entry-level, mid-level or senior-level—are most likely to be using online reviews in their job search, and in which geographic areas.
Perhaps the most surprising finding was that job seekers between the ages of 55 and 64 were the most active demographic of Glassdoor users. In fact, over half of all Glassdoor users were above the age of 45.
Job Seekers Using Glassdoor Reviews by Age
Meanwhile, individuals making between $25,000 and $49,999 a year were the most likely to use Glassdoor in their job search. This may be an indicator that entry-level to mid-level job seekers are the most likely to use Glassdoor while doing research on potential employers.
Job Seekers Using Glassdoor Reviews by Income Level
Finally, rural users only made up about 15 percent of the total Glassdoor users. Job Seekers living in suburban and urban environments are much more likely to consult Glassdoor during their job search.
Job Seekers Using Glassdoor Reviews by Urbanicity
Having a strong—and positive—presence on Glassdoor can improve your brand and help pique applicants’ interest in your company. After all, the majority of job seekers using Glassdoor do so to research top employers in their field. Simply having a profile on Glassdoor increases your company’s visibility to potential applicants.
Of course, the tricky part is then ensuring your company’s reviews are as favorable as possible. Your company can get a head start by making sure you compensate your employees fairly and offer them a desirable benefits package, as positive ratings of compensation and benefits had the most significant impact on a jobseeker’s decision to apply.
You should also make sure your company information is up-to-date, and guarantee that your profile has reviews that are less than six months old. To do this, you might encourage current employees to leave reviews. By acknowledging that you value their feedback, you may even garner quite a few positive comments.
Finally, given that almost 60 percent of Glassdoor users make between $25,000 and $49,999 a year, if your company has open positions at this paygrade, you should definitely create a Glassdoor profile (if you haven’t already).
Generally, there are three ways to remove a negative or fake Glassdoor review:
- Work with the original author to remove the review;
- Flag and report the review to Glassdoor;
- Pursue legal action against the employee.
In this article, I will review the best ways to remove negative Glassdoor reviews and provide actionable tips you can implement. I will also outline ways to prevent negative reviews before they even happen.
This article does not address how to respond to negative and fake reviews on Glassdoor, as we generally advise clients against doing so in many situations. Oftentimes, responding to negative and fake Glassdoor reviews makes the situation worse, so pursuing a Glassdoor review removal should be your first course of action and we focus in on here as the gold standard of remedies.
How a Bad Glassdoor Review Can Make Or Break Your Company
To start with, I cannot stress how important it is for businesses to immediately address bad Glassdoor reviews when they happen. Online employer and company reviews have become the first and most influential factors that employees research and look to when determining whether to work for or engage with a company. In fact, nearly 83% of all job seekers research a company’s reviews and ratings before even applying.
What better website to get a comprehensive insight into a company’s management, salaries, company culture, and benefits, than Glassdoor – a leading employer and company review website boasting over 50 million unique users per month.
Having a positive online reputation on Glassdoor is no longer an “added bonus” that is weighed when determining whether to work for or engage with a company. It is the new standard of what every potential employee applying to your company expects to see.
A positive company Glassdoor profile can make or break a company’s employee hiring, retention, satisfaction, engagement, and productivity. For example, a 1-star improvement in a company’s Glassdoor rating raises the odds that a typical employee will stay for their next position by 4%. What is more, it costs employers 33% of a worker’s annual salary to hire a replacement if that worker leaves.
If your business has been hit with a negative or fake review on Glassdoor, do not worry! Every company inevitably receives negative or fake reviews. You can provide an enjoyable work environment, great salary and benefits, ample growth opportunities, and treat every employee with the utmost respect, and still receive a negative or fake review.
Whether it is an anonymous online troll, disgruntled employee or ex-employee, jealous and bitter professional competitor, or dissatisfied client, it happens to every company. What is critical is that you act to remove the negative or false review as quickly as possible.
Work With the Original Author to Remove the Review
The most effective and straightforward way to get a negative review removed is to directly approach the original author. Resolving the problem with the source is the only way to truly ensure the problem does not reappear down the road.
Take note: if you have reason to believe the review is fraudulent, fake, or not from an actual employee, this is probably not the best approach. In such a case, your best option is to flag the content or pursue legal action as we describe later below.
When deciding how to approach the situation, it is important to consider the following:
- Do you understand why the author left the review they did?
- Should you contact the current or former employee or reach out at all?
- Who should reach out – management, HR, the CEO?
- Timing of your contact (the sooner, the better).
- Method of contact (we usually recommend a phone call).
- What are reasonable options to remedy the situation (severance, confidentiality, etc…)?
Customer service is always a good strategy for dealing with ornery customers. Dealing with negative employee reviews are not much different. Granted, we recommend that businesses do not respond to the review on the website where it was posted.
Responding to the review could make the review even more visible in your online search results. Responding can also make it harder to get the review removed at a later date if you decide to flag and report it or pursue legal action, so we suggest contacting the author privately.
If possible, reach out with a phone call listen carefully to their demands, or complaints. Assure the employee their feedback is being taken seriously. It is extremely easy for a message to be misinterpreted online or in an email so personal communication is key. Online and digital messaging can come across as impersonal.
Once you get in touch, it is extremely important to listen actively and care. Let the employee know that their feedback is appreciated. Give them a chance to talk and offer honest criticisms. Sometimes, people just want to feel like they have been listened to and have a voice or vent. Be prepared to offer solutions and let them know you will address the problems. Assuming they are reasonable.
A heartfelt apology and a chance to feel heard may be enough to resolve a lot of problems and reviews without the need for legal intervention or any abuse reports to Glassdoor.
While oftentimes clients can resolve a negative situation with exemplary customer service and management skills, sometimes an employee-employer relationship may have deteriorated or become so strained that seeking legal help to handle this is advisable.
If an honest and heartfelt customer service driven approach does not work, then it is time to flag and report the review. We cover this in the next step.
Flag & Report the Review
While we recommend personal contact with the author to resolve bad reviews as a first step, sometimes ex-employees can be too irrational or unreasonable to deal with. In these cases, nothing you say or offer will suffice, and reaching out may even make the situation worse.
If you are dealing with a fraudulent review or get the impression someone is attempting to extort you or posting fake reviews under multiple aliases, it can be best to pursue options other than direct contact to get reviews taken down.
When a personal phone call is not possible (or practical) you may be able to turn to Glassdoor for assistance. Glassdoor has policies against false reviews, defamatory reviews, and inappropriate content.
With respect to defamatory and false reviews, the Glassdoor website notes that, “it is not our role to investigate and fact check each statement in a review.” However, they also clarify that they will remove reviews “if it’s obvious…that a review is false based on our access to reliable information from an independent source.”
Defamation Fact: In order to bring a defamation claim against an author, a plaintiff must prove specific facts to succeed. In most states, a plaintiff must prove that: (1) the defendant published a false statement purporting to be a fact; (2) the statement concerns the plaintiff; (3) the defendant acted with negligence or actual malice when publishing the false statement; and (4) the plaintiff suffered reputational and/or economic harm as a result of the publication.
How to Flag a Glassdoor Review
- Content that misrepresents the author’s current or former affiliation with an employer;
- Fake or fraudulent accounts;
- Content that is defamatory, libelous, or fraudulent that the author knows to be false or misleading;
- Threats, harassment, and abusive, racist, or bigoted content;
- Content that promotes illegal activities;
- Content that violates confidentiality, non-disclosure, or other contractual restrictions;
- Content that violates a third party’s intellectual property or proprietary rights;
- Content that is sexually explicit;
- Content that reveals or solicits identifying information from minors.
For example, to combat fraudulent reviews, Glassdoor users may only write one review per year, per company worked at. Should Glassdoor find evidence of a user posting multiple reviews about the same company and through separate accounts, all contributions from that user’s accounts will be removed.
- “Accusing someone of awarding city contracts to friends and giving bribes;
- Stating as “fact” that someone falsified evidence and presented it in court; and
- Stating that based on “my own firsthand experience with this building, and its owners a landlord sought to evict 6 tenants and likely contributed to the deaths of 3 tenants and the departures of 8 others.”
To use your employer profile to flag reviews, you need to sign up for a free employer account with Glassdoor. This will enable you to respond to employee reviews and take ownership of your company profile. As a business owner, it is wise to claim as many online review site profiles as possible to boost your online reputation.
To flag a review on Glassdoor, click the Flag icon located below the content. Then, choose the reason you are reporting the review from the drop-down menu and click Next.
In the text box, explain why you are reporting the review and which policy you think the review violates. According to Glassdoor, they will respond to your request within 48 business hours. However, flagging a review on Glassdoor generally only leads to its removal when it clearly violates their Community Guidelines.
If you report a Glassdoor review and they do not remove it, and you think that it violates their Community Guidelines, then we recommend seeking legal help as soon as possible.
At Minc Law, we have extensive experience removing reviews from Glassdoor and other popular employer review websites. We know how to approach employer review platforms to present evidence and arguments to swiftly and effectively remove fake and negative reviews.
Pursue Legal Action
Getting a review removed from Glassdoor is not always easy, especially if the review is defamatory. Most platforms like Glassdoor like to remain neutral and do not make judgment calls on whether reviews contain false information that they can not ultimately easily verify. If you have exhausted all your alternatives litigation is typically necessary to get negative reviews removed.
When pursuing litigation involving negative online reviews, there are two common situations:
- When the reviewer’s identity is known, and
- When the reviewer is anonymous.
When the Reviewer’s Identity is Known
If you know who the reviewer is and they were actually an employee of your business, there is a chance you could be facing a contentious lawsuit. Filing an internet defamation lawsuit requires both tact and strategy, so it is crucial to discuss the potential risks, expenses, defenses, and privileges with an experienced lawyer.
This is not something you should tackle on your own. It is imperative to reach out to an experienced internet defamation attorney to advise you on the best course of action and the respective risks and costs of seeking legal action.
Several major factors that may impact the cost of your legal action include:
- Whether you are seeking monetary compensation;
- If the reviewer’s identity is known or unknown;
- Whether a court order is necessary to remove the review(s);
- Number of defamatory reviews on Glassdoor;
- Whether you agree on a flat fee, retainer fee, or contingency fee structure with your lawyer; and
- Whether time is of the essence or not.
When the Reviewer is Anonymous
If you are dealing with a fake or anonymous reviewer, then removing the content will likely be more complicated – requiring you to file a John Doe lawsuit. A John Doe lawsuit is the process by which you can uncover an anonymous poster’s true identity.
Filing a John Doe lawsuit enables you and your attorney to conduct discovery and subpoena internet service providers to determine a reviewer’s identity of the anonymous reviewer. After identifying an anonymous reviewer, most matters typically settle quickly. If not, litigation against the identified employee generally ensues.
When Glassdoor reviewers are anonymous, businesses must carefully consider the best place to file their lawsuit for purposes of jurisdiction, discovery, and relief, as well as defenses that are available or common in a particular jurisdiction.
Additionally, having an attorney who is experienced in dealing with online review sites and Glassdoor is key. Glassdoor staunchly defends its users’ right to anonymity. So it is vitally important for your lawyer to know what common pushback and objections they will encounter, and how to overcome it or you may never get the information you need.
John Doe lawsuits can become extremely complicated and must be done quickly to adequately obtain and preserve necessary IP or other evidence before it is destroyed. Time is of the essence in many cases.
Online Reputation Fact: Online reputation management (ORM) refers to the influencing and controlling of one’s online reputation. Closely tied to public relations, ORM tends to focus on reputation monitoring and repair, as well as damage prevention and recovery. ORM can be a very beneficial service for content that is still newsworthy, has gone viral, is related to a serious crime, or if legal action for content removal will take too long.
Other Best Practices to Remove Glassdoor Reviews
Regardless of the strategy you use, below are a list of some do’s, don’t’s, and other best practices for Glassdoor content removal:
- Do not threaten to sue Glassdoor
One of the most important tips to remember when contacting Glassdoor is to be courteous and friendly. Section 230 of the Communications Decency Act protects platforms like Glassdoor from liability for user-content, so threatening a lawsuit will not get you very far.
- Do not resort to threatening your employees baselessly to bully them
Not only is this bad business, but threatening employees will also likely backfire. Maintaining a positive online reputation starts with building a value-centered business culture. Glassdoor’s mission is to help people find a job and company they love.
Treating your employees well goes a long way toward making your company a great place to work. Threatening employees will probably not lead to the removal of negative reviews and will most likely only increase the number of negative reviews you are receiving.
- Do not offer bribes
This goes hand-in-hand with our last suggestion. Bribes are not a component of value-centric businesses that strive for a wholesome culture. Offering bribes could lead to an increase of negative reviews, or worse – legal sanctions. Pay for play ratings are strictly prohibited by Glassdoor’s policies.
Just as reviewers must comply with Glassdoor’s policies, you will also need to follow their rules when using their website. Violating Glassdoor’s rules could get your employer account terminated and certainly will not help your case if you are requesting removal.
- Do not attempt to generate fake positive reviews or pay for reviews
Generating fake reviews or offering to pay employees for positive reviews is unlawful and legally prohibited under the Federal Trade Commission’s Endorsement Guidelines. Not only could employees publicize the dishonest tactic, but it also violates Glassdoor’s policies.
Generating fake positive reviews in the wake of a negative situation could ultimately trigger a malicious reviewer to ramp up their attacks by leaving more negative reviews or engaging in further behavior that harms your company. Remember, after a user leaves a review, Glassdoor will continue to send them updates every single time a new review is posted.
- Make sure to preserve all relevant evidence if hit with a bad review
As soon as you discover a defamatory or bad review, take a screenshot to preserve the evidence. If you have other evidence that proves how the review is false, work to preserve it as well. If you wind up in a position where you have to pursue legal action, you will need to have supporting documentation readily available.
- Familiarize yourself with informative and helpful Glassdoor resources
Glassdoor provides countless resources for businesses that want to improve their chances of removing negative and fake reviews, such as:
- How to Respond to Negative Glassdoor Reviews;
- Glassdoor Reviews: A Step-by-Step Guide For Employers;
- The Do’s & Don’ts of Asking For Reviews; and
- 5 Essentials for Managing Glassdoor Reviews.
Reputation Management Tip: Content suppression is the act of creating positive content to bury unwanted or negative content from appearing in your search results. The more positive content you have out there about your company, the more it combats negative or defamatory content. To boost your online reputation, you can create a company website and blog. You should also use social media and claim any free business accounts like those offered by Google and Glassdoor.
Work to Prevent Negative & Fake Glassdoor Reviews Before They Happen
If you noticed a trend in our best practice recommendations, it is that your business culture matters. Cultivating a positive culture and consistent branding is essential to the health of any business. This starts with how you treat your employees and customers.
Engage with your employees and provide opportunities for transparency and feedback. Not only will this help prevent a negative employee review, but it could lead to a happier and more productive workforce.
It is also advisable to embrace your online presence. After all, the best defense against negative reviews is a good offense. Be proactive. Keep an updated website, use social media, and take over your free business profiles on Glassdoor and elsewhere. Highlight your company wherever employees are searching for you and publicize favorable reviews on multiple platforms if possible.
If your efforts to remove a negative Glassdoor review are being ignored or you do not feel comfortable handling the situation alone, it is recommended that you speak to an attorney.