Introduction
Glassdoor is a popular website where employees and former employees can anonymously review companies and their management. It can be a valuable source of information for job seekers, investors, and customers who want to learn more about a company's culture, values, and performance.
However, not all reviews on Glassdoor are positive. Some employees may express their dissatisfaction, frustration, or anger with their employers, as well as with the board of directors. The board is responsible for overseeing the company's strategy, governance, and major decisions. It can have a significant impact on the company's direction, culture, and success.
In this blog post, we'll share some examples of Glassdoor reviews that mention boards negatively. These reviews can help you understand some of the common issues and challenges that employees face when working with or under a board of directors. We'll also discuss some possible solutions and best practices for improving the relationship between boards and employees.
Examples of Glassdoor Reviews about Boards
Example 1: "The board is clueless and out of touch with reality. They don't care about the employees or the customers. They only care about their own agendas and egos. They micromanage everything and interfere with the day-to-day operations. They have no vision or strategy for the future. They are driving the company into the ground."
This review reflects a lack of trust and respect between the board and the employees. The employee feels that the board isn't aligned with the company's mission, values, and goals. They also feel that the board is not supportive, responsive, or accountable to the stakeholders.
A possible solution is to improve the communication and transparency between the board and the employees. The board should clearly communicate its vision, strategy, and expectations to the employees and solicit their feedback and input. And also
listen to the employees' concerns and suggestions and address them promptly and effectively. Board members should demonstrate their commitment and accountability to the company's success by showing results and acknowledging achievements.
Example 2: "The board is too conservative and risk-averse. They're afraid of change and innovation. They don't support new ideas or initiatives. They always stick to the same old methods and processes that are outdated and inefficient. They're holding back the company's growth and potential."
This review reflects a lack of creativity and flexibility between the board and the employees. The employee feels that the board is not open to new opportunities or challenges. And they may feel that the board is not empowering or enabling the employees to experiment, learn, and improve.
A possible solution for this situation is to foster a culture of innovation and learning between the board and the employees. The board should encourage and reward new ideas and initiatives from the employees and provide them with the resources and guidance they need to execute them. The board should also embrace change and uncertainty as part of the business environment and be willing to adapt and evolve as needed. The board should celebrate failures as well as successes as opportunities for learning and growth.
Example 3: "The board is too detached and distant from the company. They don't visit or interact with the employees or the customers. They don't understand or appreciate what we do or how we do it. They don't recognize or value our contributions or achievements. They treat us like numbers or robots."
This review reflects a lack of engagement and recognition between the board and the employees. The employee feels that the board isn't involved or interested in the company's operations, products, or services. The employee also feels that the board is not respectful or appreciative of the employees' work or performance.
A possible solution for this situation is to increase the involvement and visibility of the board in the company. The board should visit or interact with the employees or customers regularly and personally. The board should learn about what we do or how we do it by observing, asking questions, or participating in activities. The board should recognize or value our contributions or achievements by giving feedback, praise, or rewards.
Future
In conclusion, Glassdoor is a powerful tool that board members should not ignore or dismiss. It can provide you with valuable feedback and insight to help make better decisions and oversee the company more effectively. By reading Glassdoor regularly, you can stay informed, engaged and proactive in the business.
How do you tap into the wisdom of your employees before they share negative reviews on public forums?
Nicole Vaughan, CEO & Founder of myCandr
