“Horrible supervisors with a really bad attitude. A circle of family and close friends run the site and use bullying tactics on other employees.”
– Online comment by an employee of a leading outsourcing company.
Forget transparency, be prepared to be naked. In an internet-enabled world, every candidate for every post you advertise can go on line to check you out. You can say what you like about your welcoming culture, the inspirational leadership style of your senior people and the collaborative way of working you promote. So can every one of your current and past employees. You can’t control the things they say and the judgements they make. What you can do is focus on your reputation as an employer with the rigour and discipline you bring to managing your reputation with other key stakeholders.
That means building a culture of openness and responsiveness in which the first instinct of an employee with a problem or an issue is to talk to their manager – and not to take their grievance into cyberspace. It means creating forums in which people can exchange views and debate issues. And it means creating a psychological contract with your people based on trust, loyalty, open communication and mutual respect. At FTI Consulting we help our clients take a view of reputation management that looks outside to external stakeholders and internally to your own people and the culture in which they work.
The views expressed herein are those of the author(s) and not necessarily the views of FTI Consulting LLP, its management, its subsidiaries, its affiliates, or its other professionals, members or employees.