HR tips – getting Glassdoor reviews

In today’s competitive market, Glassdoor reviews play a massive part in your agency’s brand image. 

And, get this – it doesn’t only impact recruitment.

It impacts your sales too.

I used to work for an agency where we were losing 4-5 deals per week.

Why?

Prospects cited Glassdoor reviews & mentioned that since employees are unhappy, the quality of work will likely be poor too.

A bit of a wake up call.

The statistics

Negative reviews can really hurt your bottom line:

• 86% of job seekers say they’re unlikely to apply to companies with bad reputations on sites like Glassdoor. 

Positive reviews have the opposite impact:

• Businesses can see up to a 10% bump in sales with just a one-star improvement in their rating, showing how closely employee satisfaction is linked to customer trust. 
• Companies with strong employer brands get 50% more qualified applicants and can cut hiring costs by up to 50%. 

This means that keeping your team happy and addressing their concerns isn’t just good for morale – it’s also great for your sales and recruiting efforts.

But – 

Most founders are sure how to go about getting more Glassdoor reviews.

It isn’t rocket science – it’s just about asking nicely, and consistently.

That’s honestly it.

However, many get it wrong.

Sometimes, it helps to have a template to get started, so we got you covered.

Here you go – 

Asking for Glassdoor Reviews [ template]

Hey [name] – 

As we grow, our # 1 focus is to ensure everyone here is happy & excited to come to work.

A big part of that is to ensure that we’re always hiring the RIGHT people – both skill-wise & culture wise to be your future colleagues.

Glassdoor helps us find the best talent out there faster – and if you’re open to it, would love your help.

If you’ve had a 5-star experience working here, I’d really appreciate you taking a minute to share a review on Glassdoor. This plays a massive part in attracting the right talent for us in the future.

Equally, if you haven’t had a 5-star experience – please let me know. 

I’d love to learn more about what we can do to turn around your experience and put the steps in place to ensure we get there.

Cheers,

[name]

Notes

• Always have this conversation in person 1st, followed up by email.
• Ensure you’re painting a strong “what’s in it for me”. Employees need a good reason for them to do this (in this case surrounding themselves with good quality talent or improving their experience at your agency)
• Notice the proactive callout for “if you didn’t have a 5-star experience”. This minimises you being blindsided by unhappy staff and negative reviews. Ensure you’re picking who you send this to wisely. Avoid blanket emails to everyone.

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And that’s a wrap.