How to Respond to Glassdoor and Indeed Reviews
Candidates read your employee reviews before they ever talk to you. How you respond tells them almost as much as the reviews themselves.
To respond to employee reviews on Glassdoor or Indeed, reply to both positive and negative reviews, thank the reviewer, acknowledge the specific concern without arguing, share briefly what you are doing about it, avoid identifying anyone and invite them to continue the conversation privately. Respond within a few days, keep it human rather than corporate and use recurring themes to fix real problems.
Your employer brand is not what you say about yourself. It is what your employees say about you, and candidates go looking for it. I often tell leaders that if your reviews have not been answered in years, candidates may wonder whether anyone is still there. Silence reads as indifference.
Responding well will not erase a bad review, but it shows candidates that leadership listens, cares and is willing to improve. I wrote about the bigger picture in You Are Not the Author of Your Employer Brand.
Respond to the good ones too
Many companies only respond to negative reviews, which makes their page look like a series of apologies. Thank people for positive reviews as well, ideally with something specific. It shows you notice and appreciate your people, and it gives candidates a better sense of your culture.
A simple structure for negative reviews
- Thank them. “Thank you for taking the time to share this.”
- Acknowledge the concern. “We are sorry your experience with scheduling was frustrating.”
- Share what you are doing. “We have started posting schedules two weeks in advance.”
- Invite a private conversation. “We would welcome the chance to hear more at this address.”
- Keep it human. Sign with a real name and title when possible.
Acknowledge without arguing
Even when a review feels unfair, resist the urge to correct or defend in public. Arguing makes the company look defensive and draws more attention to the complaint. Acknowledgment is not agreement. You can acknowledge that someone had a frustrating experience without accepting every detail of their account.
Protect privacy
Never identify the reviewer or discuss specific personnel matters in a public response, even if you think you know who wrote it. Keep the reply general and invite them to continue the conversation privately.
Show what is changing
The most persuasive responses mention something specific you are doing: new scheduling practices, manager training, an updated policy. Candidates are not looking for a perfect company. They are looking for one that listens and acts.
Use reviews to fix real problems
Read your reviews as feedback. If several mention the same issue, that is a pattern worth addressing. Reviews will tell you what is broken if you are willing to read them honestly.
Building a workplace people speak well of is the focus of You Are Capable of a Better Culture. See also How to Compete for Talent Without Paying More and Exit Interview Questions.
Respond to employee reviews, positive and negative. Thank the reviewer, acknowledge the concern without arguing, share what is changing, protect privacy, invite a private conversation and use recurring themes to fix real problems.
Frequently asked questions
Should employers respond to Glassdoor reviews?
How do you respond to a negative employee review?
Can you remove negative Glassdoor reviews?
How quickly should you respond to employee reviews?
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