NYU Langone Health’s Post

Did you know Glassdoor has a new award category? After discontinuing the "Top CEO" award, Glassdoor has released a new national honor: Best-Led Companies. In this research article, you'll learn: - The benefits of winning Glassdoor's newest award - Who can qualify for this award? - How can you maximize your chances of winning next year? Link to article: https://lnkd.in/gHC6NjkU #BestPlacesToWork #Glassdoor #EmployeeReviews #EmployerReputation

You know about Glassdoor's Best Places to Work list, but are you missing out on Comparably awards? In our most recent article, learn about Comparably's 16 award categories, how to qualify, and the immensely positive impact these company culture awards can have on your organization. -> Plus, we share our expert insights on how to authentically increase your chances of winning. :) 3-min read: https://lnkd.in/gYtE6cYh

And there are many reasons why this is so true.

Mirror mirror on the wall...who are the coolest employers of them all? *** For several years, I've spotlighted "Best Workplaces" across the PNW. Spookily, the granddaddy list (Fortune's 100 Best Companies to Work For) only features three PNW-based companies this year. Eek.* Congrats to Slalom (12), Perkins Coie LLP (39), and Tanium (77). I'm trying to figure out why the number is down. There were five PNW-based entries in '22 and four in '21 (all headquartered in Washington). Hmm. Economists, labor experts, and career scientists are working hard on this issue. I've also called an astrologer. Suffice it to say, there are alternative lists. For example, Built In's lists for 2023 have proven interesting. Zippia also provides "Best Company" rankings for darn near every city in the country. Any of these aforementioned lists can be sorted on a macro-micro basis (e.g. take a big-picture look at national stack ranks or dig deep into specific metro areas). Maybe it's just me--the more of these lists I see over the years, the more it feels eerily like Old Guard saying hello to New Guard. *** Extra Credit:  Build a hauntingly good Venn diagram comparing and contrasting the lists. Please use orange and black primarily. Let's discuss next time. *** Fortune:  https://lnkd.in/gMyGSEJz Built In:  https://lnkd.in/gii4xNRU Zippia:  https://lnkd.in/gNWbE43R *** #bestplacestowork #hiring #careersearch #careerstrategy *** * Sorry, Oregon and Idaho, no entries for the '23 Fortune list. But I think Nike, Dave's Killer Bread, and Micron Technology deserve honorable mention (to name a few). 

Nothing is more inspiring than people who roll up their sleeves and do the work. I joined Glassdoor when it was ~20 employees. Had no idea how much it would change my life when we got acquired for over $1B. I had started my career at Meltwater, a much larger company where the exec team seemed to do nothing except send out unbearably long "motivational" emails every week to "fire up" the sales team 🤢 Lots of Lance Armstrong quotes and zero real work. Not a single exec could have closed a single deal. (To be clear, that's not true today. I know the current CEO and he's amazing) But Glassdoor was different. Even at 20 people, there was something special about that place. One of my earliest memories of Glassdoor: watching our CEO Robert Hohman code well into the night. He would put in the work of being CEO during the day, then sit there in his Uggs and code at night. There was something so cool about that. I never even told him, because as a 23 year old, I was far too self absorbed with my own success as a seller to share something like that. But I never, ever forgot it. Now I'm the older CEO who has to set an example for my team. I always make sure to personally do the damn work myself. Hop on the phone with a prospect or customer. Redo the homepage. Write product briefs. I may not be as good as others are at these things. Pretty sure we had better engineers than Bob. But nobody could say "he just sits in his office all day." Join your team on the field. You never know who might be watching.

It's hard to believe that just at the beginning of 2023, I started my journey at #Gartner. Today, I'm humbled to call myself a Senior Account Management Specialist after months of preparation and support from my amazing manager Kelcy Niccum, and my lovely team. Reflecting on this whirlwind adventure, five key lessons have emerged: 1. Vulnerability trumps perfection: I learned that sharing my struggles and failures got me closer to my success stories. 2. Curating a 12-week year: 1-2 big goals, break down your overall goals and objectives into smaller, more manageable quarterly plans. This involves setting specific goals, outlining key initiatives and tasks, and assigning resources for each quarter. 3. Community thrives on giving: Don't just consume, contribute. Share your knowledge, offer support, and celebrate others' wins. Kelcy Niccum & Keily J. Vasquez has been key to developing this culture on our team. 4. Stories paint vivid pictures: Facts tell, stories show. Active listening and understanding of the pain points. Matthew Petek, Emily Ayres, & Chandler Kennedy--- thank you for your support along the way. 5. Consistency is the backbone of trust: Show up, engage, and deliver value regularly. I wouldn't be here without the unwavering support from an Employee-centric culture at Gartner. Thank you, Matthew K. Mullery and Michael Kirsten. Forever grateful to be on the R&D team supporting top innovation leaders. Here's to a strong start in Q1 of 2024. #CareerGrowth #CommunityBuilding #NewBeginnings #Grateful

Hot take here (or at least luke-warm): CEOs should actually be thankful for Glassdoor. Context: I've worked with lots of founders and leaders who are obsessed about reviews left by employees on Glassdoor. This, by and large, is a good thing: - It shows that that the CEO is listening to feedback from team members. - It can illustrate a growth mindset: willingness to take criticism and even adjust course as needed. - In my experience, leaders who care about Glassdoor are deeply invested in the success of their companies and colleagues. But the thing is that these reviews also drive CEOs crazy. The common refrain is: "Why are my employees airing our dirty laundry in public? I wish they would have shared this feedback with me directly. Posting on Glassdoor just makes the problem worse." But does it, really? The thing about Glassdoor is that it's not X (formerly Twitter). It's not LinkedIn. It's really not all that "public." Glassdoor is a niche site with a niche viewership. Most people who go to the trouble of logging into Glassdoor are already employees of a given company. And, while they may be angry, they often have valid things to say. In other words, criticism left in Glassdoor is actually kind of insulated from the general public. In this sense, Glassdoor functions as a quasi-internal channel for airing and addressing company grievances. It doesn't always work this way, but it can be a valuable platform for leaders to absorb and respond to feedback ... in a forum that's not in a glaring public spotlight or calculated to attract widespread attention. All of which is why ... at least sometimes ... Glassdoor can be a CEO's best friend — a place to get unfiltered feedback about the company; a safety valve for airing and addressing simmering tensions. Anyone else noticed this? And I realize I'm being a bit pollyanna here ... Glassdoor can also be infuriating and brutal. (**anxiously checks own Glassdoor reviews**) #leadership #feedback #company #ceo

The 2024 Glassdoor “Best Places to Work” just came out (see below). These ratings are based on employees’ own evaluation of job satisfaction. Many but not all of these are publicly traded companies. As my readers know, I look at Glassdoor ratings as a quality proxy in my stock selection process. I prefer companies with an overall “very satisfied” rating, 4.0 and higher. Thanks for reading my posts!

Why your Talent Organization could benefit from a “connector”….. Connect with a team that is more concerned with pairing your Org with people, technology, and processes that benefit you vs. our wallet. True partnership in action! KellyOCG is different because our mindset is different. Our goal is to assist in your talent journey not just a talent transaction.

October was a busy month for our team, requiring us to tap into our core values to work together and get things done. 💪🎉 We demonstrated our collaborative, caring, agile, innovative, and empowering capabilities through: 🫂 Supporting one another 🤝 Providing useful wellbeing advice 💡 Developing new processes and practices ✊ Encouraging our colleagues 🏃 Adapting to changing needs All actions of an A+ team upholding the SALT ethos. 🙌 _________________________________________________________________________________ Each month, we nominate another team member to receive a 'sovereign'. 🏅 These can be awarded for things like impressive reports, campaign success, help with a project, or even general awesomeness. It's a chance to share the love and thank our colleagues - they can also turn their sovereigns into exciting rewards! Here is some of the lovely feedback our team gave/received during nominations last month. ❤️ #employeespotlight #teamwork #employeewellbeing #team #seoagency