{"id":15150,"date":"2022-03-05T16:44:17","date_gmt":"2022-03-05T21:44:17","guid":{"rendered":"https:\/\/digital.hbs.edu\/platform-digit\/?post_type=hck-submission&p=15150"},"modified":"2022-03-05T19:54:24","modified_gmt":"2022-03-06T00:54:24","slug":"glassdoor-viewing-the-workplace-differently","status":"publish","type":"hck-submission","link":"https:\/\/d3.harvard.edu\/platform-digit\/submission\/glassdoor-viewing-the-workplace-differently\/","title":{"rendered":"Glassdoor: Viewing the Workplace Differently"},"content":{"rendered":"\n\n\t\t
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Built on the foundation of increasing workplace transparency, Glassdoor is a career and workplace community where users find and anonymously share real-time reviews, ratings and details about specific jobs in specific companies for free [1][2]. However, unlike other career sites, all of this information is shared by those who know a company best: employees. Initially launched as the self-dubbed \u201cTripAdvisor of the workplace\u201d in 2008, Glassdoor is now powered by millions of ratings and reviews, has grown to boast reviews and insights for more than one million companies located in more than 190 countries [3], and welcomes more than 55 million unique users each month [4].<\/p>\n

In a market where users can easily multihome, the platform\u2019s success is predicated on how it protects its most important architectural feature: trust.<\/p>\n

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Source: https:\/\/www.glassdoor.com\/about-us\/<\/figcaption><\/figure>\n\n\n

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Scaling Trust<\/h2>\n\n\n

Trust requires parties to feel comfortable to participate\u2014users believe they are not putting their business, operation, or personal wealth at risk [5]. In Glassdoor\u2019s case, the company is able to garner voluntary feedback by committing to protecting the integrity of the information and the anonymity and privacy its users, its default for shared data always being anonymous[6]. Engendering trust enables more data to be aggregated, which in turn helps create more reliable data, create more comprehensive insights, and, ultimately, drive more value for end users.<\/p>\n

To maintain data integrity, every piece of content on Glassdoor is moderated through a two-step moderation process: technological and human-eye. Glassdoor\u2019s proprietary tech filters and algorithms detect attempted abuse and gaming. Any Glassdoor member can flag a posted review for a second look and review and human moderators personally inspect content that is flagged for secondary review. Content that is not within Glassdoor\u2019s Community Guidelines is removed, with 5% to 10% of reviews being rejected. Truthful, constructive reviews are encouraged, but disclosing confidential information or details irrelevant to expounding on workplace culture are not tolerated [7].<\/p>\n

Additionally, employers cannot manipulate reviews. Glassdoor states that they never edit or alter the text of reviews or comments submitted on the site, no matter how minor, and do not suppress, filter or delete content simply because it is negative\/lower-rated or positive\/higher-rated[7].<\/p>\n

In turn, employers have found their own value capture through the platform: a real-time barometer of internal satisfaction, compensation insights in the competitive market, and a comprehensive recruitment tool. Annual salary reviews and internal employee surveys reports are expensive and results can lag several months, and the ability to see current compensation data is extremely helpful in markets where salaries for positions in high demand can fluctuate widely in the course of just a few months [2]. Thus, employers are enabled to stay on top of issues and compensation trends while potentially gaining an edge in recruitment, retention and overall employee engagement.<\/p>\n

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Prescient Growth?<\/h2>\n\n\n

After launching in 2008, Glassdoor\u2019s growing data uncovered voids competitors were not tapping into. Unique insights supported by data helped expand the platform\u2019s strategically-timed breadth of services and products, creating a domino effect that has consequently strengthened its network effects and helped stave off competition (see timeline of features and 2020 DE&I product example in “Additional Information”).<\/p>\n

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For example, DE&I trends led Glassdoor to display company ratings, CEO ratings and workplace factor ratings by race\/ethnicity, gender identity, parental or caregiver status, disability, sexual orientation and veteran status. Salaries were also broken out by gender identity and race\/ethnicity [6].<\/p>\n