#interview feedback

Introduction

If you’re looking for a job, it’s important to know what the company culture is like. If you’re thinking about working at a certain company and want to get an idea of how happy their employees are and what they think of their management team, the best way to do that is by reading reviews from current employees. The five companies I’m going to discuss all offer different features depending on what type of information you’re looking for: Glassdoor offers more detail than other sites with its company reviews; PayScale has lots of salary and compensation data; Monster focuses primarily on jobs listings; Comparably takes into account employee satisfaction as well as salaries; while Niche provides detailed statistics on everything from diversity rates to hours worked per week

Reviewia

Reviewia is a popular company review website that allows employees to anonymously review their employers. It also allows those looking to find a new job or company to search for jobs and companies by location, salary, industry, job title and more. Reviewia has expanded their platform over the years and now includes features like “Reviewia for Business” which allows companies to respond directly to employee reviews on Reviewia

Careerbliss

CareerBliss is a user-generated site, meaning that users submit their own reviews and ratings of companies they’ve worked for.

Users can also rate their employers based on factors such as work-life balance and compensation.

This site is used by people who are looking to apply for jobs, as well as those who are already working at the company that they want to review. If you’re interested in applying for a position with an organization, this site will help you make an informed decision about whether or not it’s worth applying (and potentially making yourself miserable). If you’re already working at a company that you think could be better than what it currently offers its employees (or worse), this website will let others know why you love or hate working there so much.

Monster

Monster is a job search and career management website. It is an online resource that provides services to help individuals find new jobs, get higher salaries and manage their careers. In addition to providing these traditional career-related services, Monster also offers its users advice on how to break into a specific industry as well as tips on what to do in order to succeed at work.

Monster has more than 25 million jobs listings in the United States and Canada alone which makes it one of the most comprehensive sources for finding employment opportunities available today. The site lets you search for jobs by category (such as healthcare or technology), location (such as New York City), company name or keyword through its expansive database of openings from thousands of companies around North America including Google[1]Apple[2], etc..

Indeed

Indeed is a job search engine that you can use to find jobs. It’s free to use and has a large database of jobs for you to search through. You can also filter your results based on factors like location, salary range and specific skills required for the role.

Although Indeed is not specifically designed as a company review website, it does provide information about employers in some cases — especially if you’re looking at a job which requires previous experience with that particular company.

If you go through their “company profile” section, you’ll be able to see basic details about the business such as its address and contact information as well as what they do and where they operate from (if anything).

PayScale

PayScale is a website that provides compensation data and software. PayScale provides information on:

salary trends

salary negotiation

salary reports

PayScale has almost 15 million people in its database, and it’s the largest source for employer-reported pay data. They also have tools and resources to help you figure out how much you should be making based on your education level, experience level and industry.

Vault

Vault is a career network and information resource. Vault provides company review, rankings and salary reports. It also offers job listings and career advice when you are looking for a new job or considering a change in employers.

Vault has a mobile app for iOS devices that includes all the same features as the desktop website (except no ability to write reviews). The app has been downloaded over 2 million times and rated 4 stars out of 5 on iTunes App Store.

Comparably

Comparably is a company review website that allows employees to give their honest feedback about their employers. Employees can compare their experiences with other companies and see what it’s like to work for a company from within the industry. This platform is useful for both employees and employers — the former because they may be able to find a better job opportunity, and the latter because they can get valuable information on how they’re perceived by their workers.

Niche

Niche is a website that helps you find the best jobs in your city. It also helps you find the best companies in your city and other cities. This makes it a good tool for people who want to work for a specific company, but don’t know how to find them or where they are located.

These are the best company review websites.

Reviewia

CareerBliss

Monster

Indeed

PayScale

Vault

Comparably

Niche

Conclusion

When conducted effectively, the performance review process can be a very powerful tool for motivating the employees and helping them in reaching their goals. It has been found that lack of growth opportunities is one of the top three reasons why employees choose to quit a job.

So, when you prepare for the next performance management cycle, you need to consider implementing these 6 tips to help you adopt the performance process which fits the needs of your company.

Following are the 6 tips which you should always keep in mind as you get ready to write the next performance review.

1. Need to write a performance review in regular intervals Assessing the employee’s performance is extremely vital for employee engagement and the company’s success, yet many employees are not very keen about the prospect of going through an employee performance review. Still, you need to do the performance review regularly in order to check in with your employees and help them focus on creating and measuring their progress. People usually crave for change and this is more so when people feel that their lives have gone on hold and there is no growth.

2. Make sure to include the focus on growth There are many companies which use the performance reviews solely to measure and assess the performance of an employee. However, the performance reviews can also be utilized to identify the key areas of improvement and enhance the employee’s future performance to create good growth prospects. In order to keep your employees engaged and retain them, you have to ensure that your performance process includes setting the right developmental goals, have frequent discussions on the progress in their development on1–1 basis and reflect on their progress during their performance reviews. In doing so, your company can clearly demonstrate its commitment towards the employees’ future growth and enable them to have a vision on how and why staying with your company will help them grow.

3. Customize your templates correctly You need to think about how you can leverage the performance reviews to realign with the expectations of the employees and make your workforce stay motivated. For that purpose, you have to customize the language of your company in order to reinforce the company values and behaviors and focus on the human aspects of their performance. You need to make sure that your rating scales are right for your company. Usually, the rating scales on the employee performance reviews get a very bad rap. The reviews might be viewed as inaccurate, impersonal and lacking in evaluating the employee’s performance correctly. Customizing your rating scales can help in personalizing your company’s approach to the reviews during this sensitive period in which we are in now due to the pandemic.

4. Stay unbiased in the process With a lot employees still working remotely, gathering the feedback from multiple sources is an extremely important step in reducing the biases in the performance review process. You can add more transparency by allowing the employees to nominate who is best placed in order to provide the feedback as a part of the performance review. You need to take out time to learn about which are the common biases that impact the performance reviews and how you can help in mitigating those and design neutral performance assessments.

5. Always double check the employee data You need to always make sure that no employee falls through the cracks. In order to do that you can easily use a hierarchy to map the employee’s data. This helps in identifying and correcting any loop holes and ensuring that no employees or managers are left out of the performance review process.

6. Prepare your employees and the managers too If you fail to prepare then you are preparing to fail, it’s an old saying which we all know. We’ve found this to be very true when it comes down to the performance reviews. You have to make sure that you communicate early and frequently about the importance of the performance reviews, the timelines and what the employees and the managers should expect from it.

Employers have to constantly think of ways to retain their key employees. One of the ways to keep your workforce motivated and invested in your organization is to offer company shares. In one of our earlier blogs we have discussed various ways companies can offer shares to its employees and how it benefits them. You can find the link to that blog here. In this blog we are going to specifically talk about one such way i.e. Employee Stock Purchase Plan.

In the current scenario, you have to develop effective programs as a human resources leader which attracts and engages the best talents you need. An Employee Stock Purchase Plan (ESPP) is one of the programs which can help you immensely in this mission. When the organizations develop the benefit packages in order to attract the top talent and remain competitive in the market, they need to have the right mix of the rewards which the employees want the most.

If you don’t have an ESPP in place now, then you should know that there are many good reasons to offer one to the employees to meet your objectives. Here are some of the reasons why you should start an ESPP now:

Attract and recruit the best talent

Benefits like medical insurance are just the minimum benefits which can rarely make you stand out in the competition among attracting the top talents. As of now, only 40% of all the public companies offer a stock purchase plan to their employees. So, offering a stock purchase plan will make your company more attractive to the best candidates and help you hire the top recruits and deliver the people priorities.

Better performance by the employees

A study was conducted to determine if there was a difference in the employee performance among those who have an ESPP against those who don’t have. It was found that those who participated in an ESPP were ready to work for longer hours with less absenteeism. Moreover, they expressed greater job satisfaction and were less likely to quit which meant offering an ESPP led to a more engaged and valuable workforce.

Helps in raising capital

As the regular deductions from the salary of the participating employees provide a constant cash flow to the company, so this benefit is a quite a good one to share with the CFO of your company while making a case for an ESPP.

Offers discounted buying for the employees

The employee stock purchase plans offer an employee discount, which is set by the company. For qualified ESPPs, this discount may range from 2% to 15%. For non qualified ESPPs, the discounted price for the employees range in between 2% to 25%.

Helps in creating an ownership culture in the company

Having an ESPP is one of the easiest and often the most cost-effective way for the employees to purchase shares of the company. When the employees are also a part of the owners, then they have a greater stake towards the success of the company, which becomes a huge motivator and reduces turnover for the company.

ESPPs are not limited to any specific country

The benefit of ESPP is one of the few benefits which can be availed by all the employees across the world no matter which company, country, location or background they belong to.

ESPP has lower expense against other equity compensation

ESPPs usually have a lower valuation on the per share basis, than other forms of equity compensation and setting the limits on the share purchases can also lower the compensation expense. Hence, this is another benefit which can assist you with the reports on the ROI of your company’s plans and justify the costs.

Helps in increasing the savings for the employee

Savings for the employees working in private companies continue to be a problem, so with regular payroll deductions and the share purchases, an ESPP can help the employees to in saving more. Further, they can use that capital whenever there is a need.

Deductions in corporate tax

If the company offers a discount on the ESPP purchases, then it becomes eligible for a corporate tax deduction on the income recognized provided the income recognized and the discounts at purchase of the plans, should be reported on the employee’s form in order to qualify for that.

Works as a better substitute than any other more expensive benefit

Offering an ESPP is a more cost effective benefit than any of the other more common benefits like health insurance. For example, some retail companies offer the employees an ESPP instead of an employee merchandise discount.

Conclusion: