Sie werden online mit negativen Bewertungen über Ihr Unternehmen konfrontiert. Wie können Sie ein positives Image der Arbeitgebermarke aufrechterhalten?

Oh boy, negative reviews? That's like finding out your date prefers pineapple on pizza unexpected and mildly infuriating. But don't sweat it, just lean into it. Embrace those one-star wonders like a bad tattoo, and respond with the grace of a cat knocking over a glass. "Thanks for the feedback, Karen. We'll file that under 'who asked?'" And remember, nothing says "we care" like pretending you didn't read the reviews at all. So slap on a smile, slap back at the haters, and keep calm—like a dumpster fire in a hurricane. *** Check out my profile or follow me for more crazy insights about any and everything!

This has happened already and I have worked extensively in solving this problem. Here's how I plan to do it again. In order to keep our employer brand positive despite negative reviews, I would start by acknowledging the feedback with empathy and a genuine desire to improve. I’d ask our happy employees to share their positive stories to create a balanced view. Staying transparent about the steps we’re taking to address concerns is key, as well as sharing authentic glimpses into our company culture through social media. I would also focus on consistently creating a great experience for our employees, so their satisfaction naturally shines through in how they talk about us.

En matière de marque employeur digital, la meilleure défense est l'attaque. Il ne faut pas attendre des messages négatifs pour réagir mais définir une stratégie d'employee advocacy qui montrera les coulisses de l'entreprise, partagées par les salariés eux-mêmes sur les réseaux sociaux. Il faut également profiter de moments clés dans la vie d'un salarié, comme un anniversaire, une mobilité pour l'inviter à partager son expérience sur les sites de partage d'avis et ainsi minimiser les avis négatifs.

Respond to reviews with empathy, acknowledging the concerns and outlining steps your company is taking to improve. Encourage current employees to share their positive experiences online to balance the narrative. Internally, ensure you’re fostering a supportive work environment, as happy employees naturally become brand ambassadors. Transparency and continuous improvement are key, to show that you value feedback and are committed to making your workplace better. This approach helps build trust and reinforces your positive image.

When negative reviews surface, it's crucial to address them quickly. Responding promptly demonstrates that you value feedback and are dedicated to making improvements. Craft responses that are both professional and empathetic, acknowledging the reviewer's concerns while offering context or explaining the steps you're taking to resolve the issues. Quick, thoughtful responses can help mitigate any potential damage and show that your company genuinely cares about its employees and their experiences.

Engaging honestly is crucial when responding to negative feedback. Avoid using generic or defensive language; instead, approach the situation with genuine intent to address the concerns raised. By having an open and sincere conversation, you not only work towards resolving the specific issue but also demonstrate to potential candidates that your company values transparency and open communication. This commitment to honesty can enhance your company's reputation and appeal in the job market.

If the review highlights a legitimate issue, acknowledge it and explain the steps you’re taking to address it. This demonstrates transparency and a commitment to improvement.

In my experience, it is always a good idea to be open and honest. When you address and embrace the problem, it gets simpler to fix. Post that explains how and what may be done to resolve it. In my previous experience, one of the employers I worked with during COVID fired off staff, then in the following months, when I arrived, we began hiring like crazy. So prospects would ask me such things, and I would honestly tell them that we did lay off. Try your best to provide a wonderful candidate experience that will solve long-term problems, and you will get positive reviews at least from candidates who are being interviewed.

Addressing negative feedback effectively can be a powerful way to build trust and improve your brand. Here's how: Acknowledge the Feedback: Start by thanking the individual for bringing their concerns to your attention. Understand the Issue: Ask for specific details to fully grasp the problem. Offer a Solution: Suggest actionable steps to address the concern and outline how you plan to prevent it in the future. Stay Transparent: Keep the conversation open and honest. Avoid generic replies. Follow Up: After resolving the issue, check in to ensure the solution was satisfactory. Engaging genuinely not only resolves issues but strengthens relationships with potential candidates.

In my opinion, how you respond to negative words is much more important than how quickly. An open, honest and understanding approach is essential. Under no circumstances should you respond defensively, aggressively or unkindly to negative comments, as such behavior can scare off future potential candidates and does not leave a good impression.

In previous employment, I have found that showcasing your company's culture, beliefs, events, employee tales, and so on through platforms such as LinkedIn and Glassdoor may help you acquire favorable PR. In addition, I saw that our views on all social network platform had increased dramatically. It eventually resulted in a significant amount of applications, so we had a broader talent pool to choose from, which is a positive thing.

Showcasing your company culture can turn negative reviews into opportunities. When addressing criticism, also share stories and testimonials from satisfied employees that reflect the positive aspects of your workplace. This approach helps to balance the narrative and provides potential applicants with a fuller picture of your company’s environment. By promoting positive experiences while acknowledging and addressing negative feedback, you can create a more accurate and appealing portrayal of your company culture.

Sempre vi as avaliações negativas como uma chance de mostrar o que realmente acontece nos bastidores da empresa. Cada vez que recebemos um feedback negativo, aproveito para compartilhar histórias de sucesso e depoimentos dos funcionários que refletem o que de melhor temos a oferecer. Essa abordagem não só equilibra a percepção de quem está de fora, mas também mostra que, apesar dos desafios, temos uma cultura positiva e envolvente.

*CANDIDATE EXPERIENCE CAN TRASH YOUR EMPLOYER BRAND* Have you conducted an internal or external AUDIT of EACH touchpoint in the candidate journey? Would you like to be treated that way at EACH touchpoint? If you have 5 rounds now, what could your leadership team revise to decide in 4, or 3? - Pope Francis was selected in 5 rounds - Do your Hiring Managers treat EEOC as a suggestion? If you have unreasonably long, or multiple assessments, what could your leadership team revise to make them more efficient? Do you have an excessively long online application that requires the manual entry of a resume even after it was uploaded? Are you ghosting candidates that you have interviewed?

Encourage the reviewer to contact you directly to discuss their concerns in more detail. This shows your commitment to resolving issues and maintaining open communication.

Vamos combinar, ouvir crítica é como tomar um banho de água fria, mas às vezes é exatamente o que a gente precisa para acordar! Quando você percebe que as reclamações estão sempre batendo na mesma tecla, é um sinal claro: é hora de mudar o disco! Implementar mudanças baseadas no feedback é como ajustar a antena para pegar o melhor sinal. Quem disse que uma empresa não pode aprender a dançar conforme a música?

If you're asking for reviews/feedback you need to have the intention to make changes based on that feedback. Negative feedback may be given about a one-off situation from one candidate, or it could be a wider issue raised by multiple candidates but either way this needs to be fed back to the wider team, reflected on and changes implemented if needed. By showing that feedback has been heard and changes are being made, you can improve your employer brand by being shown as an employer that it willing to take criticism on board and is committed to improving.

You should train your team on how to deal with negative feedback. As the team should always be consistent with the company brand.

Manter uma marca empregadora positiva não é responsabilidade apenas do RH, mas de toda a equipe. Educar seus colaboradores sobre como lidar com feedback negativo de forma eficaz e incentivar o compartilhamento de experiências positivas são passos cruciais. Quando todos entendem e valorizam a importância de uma marca empregadora forte, eles se tornam defensores naturais da empresa, ajudando a construir uma reputação sólida e atraindo candidatos de qualidade.

You have to keep your focus on what's important at all times. This makes investigating complaints more efficient, and can also give you the opportunity to turn that review around before it becomes a problem.