5 Traits That “Great Place to Work” Employers Have

Building and maintaining an effective employer brand requires striking a balance between what’s good for the organization and what’s good for the organization’s people. There is a sweet spot in there; it can be hard to find, but it’s there, I promise. Who would know better how to locate it than employer brand experts, Glassdoor? The good people at Glassdoor compiled a short list of the 5 traits their “Great Places to Work” winners all had in common. Let’s take a look at these traits, and discover how you can create a great place to work.

People Matter

They aren’t talking about employee appreciation; they get around to that later. They are talking about great people knowing and attracting other great people. So, you have to create a pool of quality talent, who are willing and excited to be your employer brand ambassadors. These are the workers who will help you attract more talent like themselves. In order to get your initial pool together you have to concentrate on talent quality, raising the hiring bar and establishing cultural fit with every hire. Now you’re ready to implement an amazing employee referral program

  • Referrals are the #1 source for new hire quality
  • Referrals are the #1 fastest time to hire (29 days for referrals, 39 days for job boards, and 45 days for career sites)
  • Referrals are #1 at 46% retention after one year (compared to 33% from career sites and 22% from job boards). 

The fact is candidates will trust what employees are saying, making referrals, reviews and employee testimonials vital to your quality talent attraction initiatives.

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Performance Review, Performance Management, Employer Branding

Giving Employee Feedback at Work: 5 Essentials

This article about employee feedback, orginally published November 2014, has been updated as of December 2016 to reflect newer statistics. To read more on employee feedback and performance, check out these articles:

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Performance Review, Performance Management, Employee Feedback

A Clear View of the Talent Lifecycle: Performance Management [Part 4]


“The employee performance appraisal is an underperforming, periodic business process that is loathed by both employees and managers alike. Historically linked to the annual salary review, performance appraisals often focus on HR-driven criteria for skills and competencies rather than business outcomes. The human resources management (HRM) technology solutions offered by leading vendors are typically built around this dysfunctional paradigm.” - Forrester Research, Inc. report, “Disrupt the Employee Performance Process to Align with Business and Customer Outcomes.” (July 2, 2014)

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Performance Reviews, Performance Review, Performance Management, Performance Metrics, Performance Management System, Performance Tracking, Talent Lifecycle

4 Ways to Get the Most Out of Peer Assessments

There isn’t a manager alive who can get the full picture of an employee’s behavior, attitude or performance. A manager simply cannot be everywhere at once, nor do they necessarily get to see all sides of an employee. This can account for why more than 50% of surveyed employees see traditional performance reviews as inaccurate.

Peer-to-peer assessments have become very popular recently because they have proven to be an effective tool to more accurately measure performance as part of a 360-performance evaluation process. When combined with self-assessments and manager reviews, peer evaluations round out the big picture of performance.

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Employee Review, Performance Review

Teaching an Old Company New Tricks


Just like we do, companies age. It can be easy to remain stuck in the same ways, resting on your laurels and forgetting to hit refresh every once in a while. It seems common sense that companies age too, but we’re actually seeing more companies at a more mature stage than previously. 

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Applicant Tracking, Performance Review, Paperless Onboarding

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