3 Employee Engagement Strategies to Implement Now

As a marketer at Glassdoor, I am often asked, “How do I get my employees to join the conversation on Glassdoor?”. Employers: if you’re looking for ways to engage your employees, here are three companies who are doing it well, plus tips to increase your rating and create an army of internal brand ambassadors. Tip #1: Get feedback. We know it can be tough to reach out and engage all of your employees – especially if you have 1,000+. But there are a few ways you can easily solicit feedback during events employees already participate in, such as onboarding or orientation. During orientation for new employees, remind them to submit an interview review while the experience is still fresh in their mind. Then, after they’ve been employees for X number of days, ask them to submit another review about their first 30, 60 or 90 days at your company. In 2014, Huddle compared its LinkedIn company page with its Glassdoor profile and found it had far more visitors to its Glassdoor profile each month. So, Huddle began actively engaging employees to collect reviews and managing its profile. As a result, Huddle saw a 300% increase in candidate awareness. Tip #2: Be authentic! If you’re struggling with a low rating or negative reviews, only one approach will work: authenticity. We know that no company is perfect – that’s not what candidates care about. Today’s candidates desperately desire authenticity from employers. They don’t want to wind up with buyer’s remorse down the road when the job doesn’t meet their unrealistic expectations. Also, it’s important to view negative reviews as an opportunity rather than a threat. Even negative reviews provide employers with the opportunity to show their human side and how much they care about their employees. 1-800-CONTACTS is a good example of a company that responds to reviews in an authentic, professional way (both negative and positive), openly welcoming all feedback. Keeping an open mind sets the stage for employees to feel empowered to share their honest thoughts about what your organization is doing well and which areas you can improve. Our tip? Respond honestly to reviews. Acknowledge the positive and address the negatives in a professional way. Consider these negative reviews free advice to make your company better in the long run. You can also download our Responding to Reviews Builds Trust With Your Candidates eBook to learn more about tackling these tricky reviews! Tip #3: Get personal. Are you struggling to get personal, find your voice on Glassdoor and create those brand ambassadors you long for? Our tip: start with the basics. Don’t let corporate jargon and restrictions get in the way of really connecting with your employees. Reach out to employees on a human level and stress why it’s important for them to provide their honest feedback on Glassdoor and how it will help your organization succeed. Also, ask for referrals! Employee referrals are a powerful way to boost your candidate pipeline. When employees are excited to work for such a great company, they’ll be more willing to refer friends, past coworkers or family members to your open positions. YP is a great example of a company that’s using Glassdoor to showcase its culture. YP worked hard to get employee buy-in on Glassdoor, which increased candidate awareness by 44% in under three months. Still struggling? Download our Employee Engagement Toolkit and get employee engagement checklists, a “How to Leave Reviews” guide and a “Let Your Voice Be Heard” poster to hang in your office!