Know Your Worth With Glassdoor and Zuru
Glassdoor and Zuru have recently drawn attention with their lawsuit and failure to provide reviewers anonymity. Both companies have argued that the reviews are inaccurate and have caused them monetary losses and reputational damage. But are the lawsuits worth it? We discuss this in this article. We also discuss the importance of knowing your worth, the role of anonymity in the review process, and the benefits of transparency in the pay structure. You can check glassdoor reviews and remove reviews if you find any negative thoughts about yourself.
Know Your Worth
Using the Know Your Worth with Glassdoor tool can be a helpful way to understand the potential earnings of a new job. Glassdoor uses a proprietary algorithm to calculate the median base pay for workers in your local market. It then plots this value onto a chart and compares it to similar workers’ earnings. Then, you can decide whether the salary is worth it. But before you do, consider what factors to consider when comparing salaries.
Depending on your location and experience, the Know Your Worth feature can help you determine how much you’re worth to your current employer. It will also show you what you can expect to earn in other jobs and help you negotiate for a higher salary. Or, if you’re content with your current pay, you can continue to work in your current role. Glassdoor’s Know Your Worth feature also makes it easy to compare your current salary to the market average for your profession.
Reviewers’ anonymity
The government recently ruled that the right to anonymity is constitutional. Upheld it in a case where the government asked Glassdoor to release the identity of anonymous reviewers. The company said it defended itself against the lawsuit under its First Amendment rights. Glassdoor has thousands of tools for HR professionals, including exclusive member benefits, HR expert advice, education discounts, and an online community of members.
The decision makes Glassdoor’s policy a bit strange. Glassdoor’s founders are based in New Zealand, where a court ruled that defamation laws apply in this case. However, Tse wrote that the US and New Zealand have different free speech protections. While US defamation laws are stricter than in New Zealand, many countries strike a different balance between free speech and the right to remain anonymous.
Zuru’s lawsuit
The company says that Glassdoor’s negative reviews of its workplace damaged its business and reputation, and it’s suing the person responsible for posting them. Even though the reviews were anonymous, Zuru’s lawyers had to trace the identity of the reviewers to prove they were not affiliated with the company. The California district court judge wrote in the lawsuit that the negative reviews described Zuru as a “burnout factory” and “toxic culture.”
In its FAQs, Glassdoor has stated that it will challenge any court order that seeks information about employees. But it has declined to comment on whether it plans to appeal the decision. As for Zuru’s legal strategy, it’s unclear whether the company will pursue litigation in New Zealand or elsewhere. But if it does, it could send a powerful message to the rest of the internet. The company plans to continue fighting the case.
Company’s pay transparency
Regarding salary, the more transparent your company is about it, the more qualified candidates it attracts. For example, companies like Buffer have noticed that they get more applications by revealing their employees’ wages on Glassdoor. That influx may increase the number of people applying for your open positions, but it may also create resentment among your existing employees. In addition, the influx of applications could signal systemic problems within your company, such as insufficient compensation policies.
Salary discrepancies are common, especially in fast-growing companies. Therefore, it’s crucial to analyze pay for each position and identify “red-circle” employees who earn significantly more than the rest. These employees might not have the same responsibilities as their job titles and might have transitioned roles in the meantime. In such a case, it might be time to adjust their compensation.
Impact of transparency on job seeker’s career decisions
With unprecedented access to information about companies and employees, job seekers have developed a low tolerance for promotional messaging. While many large organizations market similar employment value propositions, the reality is often far different. Indeed, according to Glassdoor research, 61% of employees say that their job realities differ from what they imagined during the interview process. Transparency is also essential in the interview process; 96% of job seekers say they prefer to work for a company that embraces openness and transparency.
As a result, job seekers are increasingly interested in how transparent a company is about its culture and processes. While employees tend to be most concerned with realistic challenges, most employers are transparent about their interview process. On the other hand, employers are least transparent about what happens to their candidates’ information if they’re not offered a job. Lack of transparency can also pose a significant threat to personal data security. Companies collect personal data from applicants on job applications, including Social Security numbers.