Tidy the office, job hunters might soon have an ‘all-access’ pass.
- How valued do your staff feel?
- Do you pay below/above market rates?
- How would your typical employee describe working at your company?
- Does everyone enjoy working in your organisation?
- There’s no bullying culture, is there?
- How about physical working conditions, are they up to scratch?
What would you think about a potential employee having access to all of this information? Unless your organisation has become (in)famous in the media for some reason, the typical new employee would likely have limited idea of what lies behind the employment curtain—up until now. NakedOffice.com.au is a website which allows people to anonymously post public reviews of their past and present employers. It has just been launched in Australia, and guess what, it’s coming to New Zealand!
Based on a successful US version, Glassdoor.com, Naked Office gives employees and ex-employees a chance to get on the soap box about their experiences within an organisation. Reviewers are asked to share their overall experience, the positives, the negatives, the non-financial benefits, photos, their position/salary, and their rating of:
- pay and benefits;
- career opportunities;
- company location;
- management competency;
- CEO (or equivalent);
- health and safety; and
- environmental responsibility.
Naked Office states their goal is to “provide a transparent view of jobs & workplaces”. If they succeed to make this idea sufficiently viral, there is the potential for a fundamental shift in the responsibility that HR has to maintain, protect, and repair employer perceptions. A review of a well known Aus-NZ household electronics store, which may need to now engage in the latter, caught my eye:
“This company has one of the most frustrating, dysfunctional work environments I have ever encountered. Employee initiative is actively discouraged. Longstanding problems go unrecognised and unresolved…”
Whether a review like this is completely true or a perception of a disgruntled ex-employee with an ‘attitude problem’, the end result is the same: it is entering the public domain in a way never seen before and the employer brand damage is being done.
Ask yourself, how might you prepare for this technology to enter the mainstream?