The ‘Glassdoor Effect’



Mariah DeLeon, the Vice President of People at Glassdoor, began her experience using Waggl at the request of Glassdoor CEO Robert Hohman. “It’s great,” says Mariah. “It’s very ease to use and there are back-end analytics built in, which you don’t see with a lot of these types of engagement programs. It allows us, and all the employees, to see what’s important to each other. That’s really valuable in terms of transparency.” Glassdoor uses Waggl in several ways, but here’s a favorite: 


Twice a month, before every all company meeting, they ask employees what they want the CEO to cover.  People respond and vote on their favorite suggestions allowing the leadership to see which items are most important to the whole group.  Great example of how to set a meeting agenda - talk about what your team wants to know.

Ironically, one of Waggl’s appealing benefits is to prevent the “Glassdoor Effect,” which occurs when employees (current or former) post their thoughts about working at a specific company on Glassdoor.com. As a leader, if you hadn’t already been asking for regular input, these reviews can come as a shock to you.  If a negative review is made by a former employee, it’s too late to do anything. The damage done could cost you in competitive edge for securing new talent.

Mariah went on to say, “We absolutely love using Waggl as a continuous cycle of getting feedback and knowing how people feel and where they stand. I think other companies should use it to make sure ‘The Glassdoor Effect’ isn’t happening to them. It’s so easy to use and so quick to have your employees adopt.” For more info on how Waggl can help your business, click here