Skip to main content
added 214 characters in body
Source Link
WBT
  • 1.6k
  • 1
  • 19
  • 28

These are centered mostly around the use of old technologies, the inability of management to keep pace with newer tech, and the disappointment of new hires at having to write legacy code right out of the door.

That's good to have in there. This is just the kind of information you want prospective applicants/new hires to have. If they know this going in, you're likely to have better retention and higher worker satisfaction (which also positively affects productivity). Management should probably even put this information in the job description for applicants who don't read Glassdoor. If you can't get people on when that's accurately disclosed, increase salary or other relevant attraction factors. Don't deceive applicants about the type of technology or work they're being hired to do.

Many of them are emotional and some come off a bit bratty, but it's encouraged others to do the same.

If you can tell from reading it that a post is emotional/bratty, probably so can a prospective applicant, who can also discount the value of that review appropriately.

When reading through reviews (for a job or anything else) I find that the negative reviews where people complain about petty things can be some of the most convincing to get me to buy in. If people are complaining about little things, and there are enough reviews that more major issues likely would have been included, that usually means the important things are all at least OK, maybe quite good. Sometimes "I was hired as a COBOL developer and they just have me writing COBOL for 8 hours a day; so boring" was maybe intended as negative but it'd be a plus in that company's column for me and probably other readers.

Sometimes the effect is even more direct. The coffee is cold on the devs' corporate yacht, and the salary for remote work is only enough to rent a mid-size apartment in San Francisco or Manhattan? Where do I go to sign up?

Assuming I were the CEO or had a place in management, what could I do regarding damage control?

Fix your job descriptions so people know what they are getting into.
If there are other problems being raised in the reviews, think about whether or not those are issues the company can/should fix and if so, how.
If you know of particular loyal employees who are having a good experience, consider asking them to write reviews, to help attract new colleagues.

Also, keep in mind that the percentage of potential applicants/employees who read Glassdoor is lower than you might expect.

These are centered mostly around the use of old technologies, the inability of management to keep pace with newer tech, and the disappointment of new hires at having to write legacy code right out of the door.

That's good to have in there. This is just the kind of information you want prospective applicants/new hires to have. If they know this going in, you're likely to have better retention and higher worker satisfaction (which also positively affects productivity). Management should probably even put this information in the job description for applicants who don't read Glassdoor. If you can't get people on when that's accurately disclosed, increase salary or other relevant attraction factors. Don't deceive applicants about the type of technology or work they're being hired to do.

Many of them are emotional and some come off a bit bratty, but it's encouraged others to do the same.

If you can tell from reading it that a post is emotional/bratty, probably so can a prospective applicant, who can also discount the value of that review appropriately.

When reading through reviews (for a job or anything else) I find that the negative reviews where people complain about petty things can be some of the most convincing to get me to buy in. If people are complaining about little things, and there are enough reviews that more major issues likely would have been included, that usually means the important things are all at least OK, maybe quite good. Sometimes the effect is even more direct. The coffee is cold on the devs' corporate yacht, and the salary for remote work is only enough to rent a mid-size apartment in San Francisco or Manhattan? Where do I go to sign up?

Assuming I were the CEO or had a place in management, what could I do regarding damage control?

Fix your job descriptions so people know what they are getting into.
If there are other problems being raised in the reviews, think about whether or not those are issues the company can/should fix and if so, how.
If you know of particular loyal employees who are having a good experience, consider asking them to write reviews, to help attract new colleagues.

Also, keep in mind that the percentage of potential applicants/employees who read Glassdoor is lower than you might expect.

These are centered mostly around the use of old technologies, the inability of management to keep pace with newer tech, and the disappointment of new hires at having to write legacy code right out of the door.

That's good to have in there. This is just the kind of information you want prospective applicants/new hires to have. If they know this going in, you're likely to have better retention and higher worker satisfaction (which also positively affects productivity). Management should probably even put this information in the job description for applicants who don't read Glassdoor. If you can't get people on when that's accurately disclosed, increase salary or other relevant attraction factors. Don't deceive applicants about the type of technology or work they're being hired to do.

Many of them are emotional and some come off a bit bratty, but it's encouraged others to do the same.

If you can tell from reading it that a post is emotional/bratty, probably so can a prospective applicant, who can also discount the value of that review appropriately.

When reading through reviews (for a job or anything else) I find that the negative reviews where people complain about petty things can be some of the most convincing to get me to buy in. If people are complaining about little things, and there are enough reviews that more major issues likely would have been included, that usually means the important things are all at least OK, maybe quite good. "I was hired as a COBOL developer and they just have me writing COBOL for 8 hours a day; so boring" was maybe intended as negative but it'd be a plus in that company's column for me and probably other readers.

Sometimes the effect is even more direct. The coffee is cold on the devs' corporate yacht, and the salary for remote work is only enough to rent a mid-size apartment in San Francisco or Manhattan? Where do I go to sign up?

Assuming I were the CEO or had a place in management, what could I do regarding damage control?

Fix your job descriptions so people know what they are getting into.
If there are other problems being raised in the reviews, think about whether or not those are issues the company can/should fix and if so, how.
If you know of particular loyal employees who are having a good experience, consider asking them to write reviews, to help attract new colleagues.

Also, keep in mind that the percentage of potential applicants/employees who read Glassdoor is lower than you might expect.

added 17 characters in body
Source Link
WBT
  • 1.6k
  • 1
  • 19
  • 28

These are centered mostly around the use of old technologies, the inability of management to keep pace with newer tech, and the disappointment of new hires at having to write legacy code right out of the door.

That's good to have in there. This is just the kind of information you want prospective applicants/new hires to have. If they know this going in, you're likely to have better retention and higher worker satisfaction (which also positively affects productivity). Management should probably even put this information in the job description for applicants who don't read Glassdoor. If you can't get people on when that's accurately disclosed, increase salary or other relevant attraction factors. Don't deceive applicants about the type of technology or work they're being hired to do.

Many of them are emotional and some come off a bit bratty, but it's encouraged others to do the same.

If you can tell from reading it that a post is emotional/bratty, probably so can a prospective applicant, who can also discount the value of that review appropriately.

When reading through reviews (for a job or anything else) I find that the negative reviews where people complain about petty things can be some of the most convincing to get me to buy in. If people are complaining about little things, and there are enough reviews that more major issues likely would have been included, that usually means the important things are all at least OK, maybe quite good. Sometimes the effect is even more direct. The coffee is cold on the devs' corporate yacht, and the salary'ssalary for remote work is only enough to rent a mid-size apartment in San Francisco or Manhattan? Where do I go to sign up?

Assuming I were the CEO or had a place in management, what could I do regarding damage control?

Fix your job descriptions so people know what they are getting into.
If there are other problems being raised in the reviews, think about whether or not those are issues the company can/should fix and if so, how.
If you know of particular loyal employees who are having a good experience, consider asking them to write reviews, to help attract new colleagues.

Also, keep in mind that the percentage of potential applicants/employees who read Glassdoor is lower than you might expect.

These are centered mostly around the use of old technologies, the inability of management to keep pace with newer tech, and the disappointment of new hires at having to write legacy code right out of the door.

That's good to have in there. This is just the kind of information you want prospective applicants/new hires to have. If they know this going in, you're likely to have better retention and higher worker satisfaction (which also positively affects productivity). Management should probably even put this information in the job description for applicants who don't read Glassdoor. If you can't get people on when that's accurately disclosed, increase salary or other relevant attraction factors. Don't deceive applicants about the type of technology or work they're being hired to do.

Many of them are emotional and some come off a bit bratty, but it's encouraged others to do the same.

If you can tell from reading it that a post is emotional/bratty, probably so can a prospective applicant, who can also discount the value of that review appropriately.

When reading through reviews (for a job or anything else) I find that the negative reviews where people complain about petty things can be some of the most convincing to get me to buy in. If people are complaining about little things, and there are enough reviews that more major issues likely would have been included, that usually means the important things are all at least OK, maybe quite good. Sometimes the effect is even more direct. The coffee is cold on the devs' corporate yacht, and the salary's only enough to rent a mid-size apartment in San Francisco or Manhattan? Where do I go to sign up?

Assuming I were the CEO or had a place in management, what could I do regarding damage control?

Fix your job descriptions so people know what they are getting into.
If there are other problems being raised in the reviews, think about whether or not those are issues the company can/should fix and if so, how.
If you know of particular loyal employees who are having a good experience, consider asking them to write reviews, to help attract new colleagues.

These are centered mostly around the use of old technologies, the inability of management to keep pace with newer tech, and the disappointment of new hires at having to write legacy code right out of the door.

That's good to have in there. This is just the kind of information you want prospective applicants/new hires to have. If they know this going in, you're likely to have better retention and higher worker satisfaction (which also positively affects productivity). Management should probably even put this information in the job description for applicants who don't read Glassdoor. If you can't get people on when that's accurately disclosed, increase salary or other relevant attraction factors. Don't deceive applicants about the type of technology or work they're being hired to do.

Many of them are emotional and some come off a bit bratty, but it's encouraged others to do the same.

If you can tell from reading it that a post is emotional/bratty, probably so can a prospective applicant, who can also discount the value of that review appropriately.

When reading through reviews (for a job or anything else) I find that the negative reviews where people complain about petty things can be some of the most convincing to get me to buy in. If people are complaining about little things, and there are enough reviews that more major issues likely would have been included, that usually means the important things are all at least OK, maybe quite good. Sometimes the effect is even more direct. The coffee is cold on the devs' corporate yacht, and the salary for remote work is only enough to rent a mid-size apartment in San Francisco or Manhattan? Where do I go to sign up?

Assuming I were the CEO or had a place in management, what could I do regarding damage control?

Fix your job descriptions so people know what they are getting into.
If there are other problems being raised in the reviews, think about whether or not those are issues the company can/should fix and if so, how.
If you know of particular loyal employees who are having a good experience, consider asking them to write reviews, to help attract new colleagues.

Also, keep in mind that the percentage of potential applicants/employees who read Glassdoor is lower than you might expect.

Source Link
WBT
  • 1.6k
  • 1
  • 19
  • 28

These are centered mostly around the use of old technologies, the inability of management to keep pace with newer tech, and the disappointment of new hires at having to write legacy code right out of the door.

That's good to have in there. This is just the kind of information you want prospective applicants/new hires to have. If they know this going in, you're likely to have better retention and higher worker satisfaction (which also positively affects productivity). Management should probably even put this information in the job description for applicants who don't read Glassdoor. If you can't get people on when that's accurately disclosed, increase salary or other relevant attraction factors. Don't deceive applicants about the type of technology or work they're being hired to do.

Many of them are emotional and some come off a bit bratty, but it's encouraged others to do the same.

If you can tell from reading it that a post is emotional/bratty, probably so can a prospective applicant, who can also discount the value of that review appropriately.

When reading through reviews (for a job or anything else) I find that the negative reviews where people complain about petty things can be some of the most convincing to get me to buy in. If people are complaining about little things, and there are enough reviews that more major issues likely would have been included, that usually means the important things are all at least OK, maybe quite good. Sometimes the effect is even more direct. The coffee is cold on the devs' corporate yacht, and the salary's only enough to rent a mid-size apartment in San Francisco or Manhattan? Where do I go to sign up?

Assuming I were the CEO or had a place in management, what could I do regarding damage control?

Fix your job descriptions so people know what they are getting into.
If there are other problems being raised in the reviews, think about whether or not those are issues the company can/should fix and if so, how.
If you know of particular loyal employees who are having a good experience, consider asking them to write reviews, to help attract new colleagues.