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James Driskill <inthemindway@gmail.com>

When Ryan White Act Social Service Agencies are being reported as hate and toxic work environments on the employee review site of @Glassdoor, reviews provided within this text region to region, nationally systemic problem!!

Martin J. Driskill <inthemindway@gmail.com>Sat, Dec 1, 2018 at 1:30 AM
To: Jennifer Brehme <jemhe8@gmail.com>, jennifer@fapinfo.org, "Michael R. Maynard : Client Advocate of James Driskill" <mmaynard@fapinfo.org>, Maritza Tona Exec Director FAP - 180° about face? <mtona@fapinfo.org>, aleahy@leahylegal.net
Cc: mikecheck@arcw.org, Chief Executive Officer Darrell J Vigil MBA <darrell.vigil@coloradohealthnetwork.org>, Angela Keady <angelak@coloradohealthnetwork.org>, Jamie Villalobos <jamie.villalobos@coloradohealthnetwork.org>, Sue Lowe - Digital Content Manager Desert Aids Project <slowe@desertaidsproject.org>, Michael Muller Patient Experiences Manager Desert Aids Project <mmuller@desertaidsproject.org>, jobs@cascadeaids.org, info@apeb.org, "Bonnie @realuphuman:#Nsoromma-Guardianship @gruwup Flippin - Administrative Supervisor : [ webdomains/@/dph.sbcounty.gov/PublicHealth-[Ryan-White-Program]" <BFlippin@dph.sbcounty.gov>, TruthFinder Help <help@truthfinder.com>, help@myhivteam.com, SupervisorGonzales@sbcounty.gov

Links Corrected.



Online Reviews



How to Manage and Respond to Glassdoor Reviews

 
Updated March 22, 2018

Technology has changed our world, the way we work, the way we live and the way we communicate.  It’s also changed the world of our businesses.   The things we used to be able to keep behind closed doors is now often publicized.   Dirty little secrets are often no longer secrets, but rather put out in the virtual world for all to see, read and judge our companies by.  While there isn’t a business that is perfect in matters of service, product perfection or even workplace culture the more a business fails in these areas the more it is apt to find itself online with poor ratings, customer backlash and now even anonymous employee reviews at a social website called Glassdoor.

How much damage can Glassdoor reviews do when it comes to employee recruitment and the overall public relations of your company?

Glassdoor is a website that clearly has the ability to influence opinions when it comes to a company’s reputation.   It’s a site that not only ranks high in search engine results, but it’s very easy to use to gain the “insider” view of a company. 

I’m amazed at how many companies aren’t familiar with Glassdoor and haven’t done a pulse check on information that is out there.  Let this article serve as your wake-up call.

Glassdoor may not only be impacting those applying for jobs, but it could be causing issues with closing sales deals if a potential customer or client reads negative reviews from your very own employees.  Now,  you can see why it’s probably a bigger deal than you thought it was.

So, what’s next?

Take a few moments to find your company on Glassdoor.  It’s as easy as going to Google and typing the following search phrase:

glassdoor, company name

As an example I did a search on “glassdoor, Zappos”,  Zappos is known to have a stellar culture, so the results below don’t surprise me.

Out of 5 stars, they’ve achieved 3.7 and have over 110 reviews.   Over 70% of employees recommend the company to their friends.   The CEO Tony Hsieh has an 85% approval rating.

Go ahead, give it a try.

If you don’t find your company, that’s ok.  You just know that in the future this is something you should keep an eye on.

If you find your company and your ratings aren’t as stellar as Zappos, what can you do?  Great question.

If you find there are several bad reviews and your overall score is low, it’s probably time to go into damage control mode.  Often companies think that if you just ignore it that it will go away but just like other social media sites have shown us like Facebook, Twitter, and YouTube ignoring it doesn’t make it disappear.   

Glassdoor does provide the ability to respond to reviews.   By responding, you are showing that you are interested in feedback that has been left and that you take the reviews seriously.  When responding you want to be methodical and not just do it on a whim, to help below I’ve provided a few guidelines that can help.

Setting up a free employee account will give a company representative the capabilities to respond.   It’s suggested that you select someone that is responsible for managing your brand.  This person could work in human resources, recruiting, public relations or a marketing professional. 

Once you’ve established who will take on the responsibility to respond to reviews, spend some time establishing the company voice and keep the following things in mind:

  • Own it, by being transparent.   Just like any other social site where you must do damage control, be transparent.  If there is something that you need to own up to, such as a management change or a merger that has had an impact on morale then be transparent when responding to the negative reviews.
  • Bury the bad reviews.  If there are very few reviews and they are negative, why not ask other employees to leave reviews.  Glassdoor provides a template and you must follow their guidelines and not incentives reviews, but if you feel current reviews present the real picture there is nothing wrong with asking others to post.  If you find that most reviews are negative, but yet have a significant amount of reviews you may have a bigger problem that needs to be addressed.
  • Identify the communication breakdown.  If you see a lot of reviews complaining about the same things you may have an internal communication gap and it could be beneficial to do an internal communication audit to find out where the breakdown is happening.  Is it in the recruitment process or after the hire date?   Knowing this will help in clearing up any issues.
  • Pay to decrease visibility.  Ok, you can’t really pay to have the review removed, but you can utilize advertising opportunities with Glassdoor that will help push the negative down further on the page.  Adverting space will enable you to showcase awards, promote positive reviews and highlight career growth.

    While I understand that Glassdoor can be one more social site that can cause you a great deal of frustration and one more thing to manage and do, try to put it into a positive perspective.  You can use this information to find where improvements could be made to enhance the overall company culture of your company as employees see it. 

    -----

    #ConspiracyExposedTerminatesASAP [ Google Search Hashtag Topic Tag ]

    Glassdoor Reviews that deserve to have a company respond a response of responsibility:  If there is no progression to a response, then what is said in these negative outlook reviews must hold and remain unanswered to be the truth.  What are you all hiding?  What is the big secret that you don't want to tell clients?  What is the big deep dark seeded secret that you don't want to be given awareness to the general public?  What is lurking by this silence of not providing an answer for these Glassdoor and Google Reviews?

    ---------

    Let's first from this time frame of November 30th, 2018, let me first involve my local interfaced Ryan White Care Act funded social service agency.  What I am implying directly not indirectly is that there is a Federal Bureau of Investigation cover-up to turn a blind's eye to this condition of #GovernmentSponsoredHate.  Prove me wrong and follow the advice offered in the above recommendation and respond to your negative outlook Glassdoor reviews.  The employee review reporting of negative aspects of company operations, this has significant direct not indirect impact on client's tier-based below employee standards of care and quality of services provided.  What is happening region to region, these Glassdoor reviews fall into a select few common themed review reporting.

    [1] Toxic work environments filled with hate-based leadership of racism or other biased conditions.

    [2] Retaliation or extreme resistance against change,

    [3] Distrustful work relations by upper management against employees.

    [4] Ghost or uninvolved upper tier management in daily operations and staff relations.  

    [5] Board of Directors distant from employees and/or clients.

    [6] How employee dysfunctional interface to company culture negatively impacts the client tier level services provided.

    In the below Glassdoor reviews for several select Ryan White Care Act agencies, a notation to the classification order above of the employee review condition status will be noted in the review text.

    Now let's get to the reviews,

    Foothill Aids Project, San Bernardino and greater expanded to the Inland Empire regional service area of the Ryan White Care Act-funded social services network for "so-called" supportive net of services offered to persons living with HIV/AIDS in the United States.

    Before I get into the Glassdoor Reviews for Foothill Aids Project which are kind of lightly portrayed, let's pull in a Google Review for the San Bernardino location:

    • #See  [ Google Review ]/  [ On Desktops and Laptops (non-mobile device phones), this link redirects to a very long URL established by Google to popup the Google Reviews for a particular google maps entry.
    a year ago-
    This agency is FRAUDULANT in its services and practices when it comes to serving the HIV population and utilizing Ryan White Funding. My recommendation for any HIV client interested in signing with them is to run as far and as fast as you can...they treat HIV consumers with contempt and umprofessionlism.

    It looks like this:




    Glassdoor Reviews On File For Foothill Aids Project


    Foothill Aids Project

    Foothill Aids Project Reviews

    3 reviews

    1. Feb 3, 2016

       Foothill Aids Project Logo

      "ok"

      StarStarStarStarStar
      Former Employee - Anonymous Employee in San Bernardino, CA
      Doesn't Recommend
      Neutral Outlook

      I worked at Foothill Aids Project (Less than a year)

      Pros

      helpful to hiv people and addicts

      Cons

      boss is self centered and non trusting[3]


    2. Feb 22, 2016

       Foothill Aids Project Logo

      "Administrative Chaos"

      StarStarStarStarStar
      Former Employee - Case Manager in San Bernardino, CA
      Doesn't Recommend
      Neutral Outlook

      I worked at Foothill Aids Project full-time (Less than a year)

      Pros

      Staff with direct consumer contact are a phenomenal group to work with. Staff was instrumental in assisting with learning job position.

      Cons

      Supervision and training by management are limited and/or non-existent[4] yet staff is held accountable. Administration does not appear to be a cohesive unit.[4] No team building strategies in place.[4] Computer systems are way behind industry standards

      Advice to Management

      Smile. Speak to your staff. Ask them how their job is going. Sincerely listen to them and effect change.[2] Update your computer hardware and software.



    1. Dec 4, 2013

       Foothill Aids Project Logo

      "It was like working in a family, with all the pros and cons involved."

      StarStarStarStarStar
      Current Employee - Housing Department in San Bernardino, CA
      Recommends
      Positive Outlook

      I have been working at Foothill Aids Project full-time (More than a year)

      Pros

      Wonderful supervisors and super-caring lay-staff. Good medical benefits and a 401k. You really feel like you are helping others.

      Cons

      Some political infighting and things you cannot say without retaliation[2], though nothing illegal.

      Advice to Management

      Trust your wonderful staff[3] as much as possible.


      Now let's get into history.  My first interface signup with Foothill Aids Project was in 2007 after a very hateful targeted campaign against me from Oakland CA lead to an out of control situation and an eviction on file and documented to the web.  Case WG06266106.  With my new agency interfaced in my very hometown, I thought I was safe from the haters. But I was wrong.  But I was able to have a letter of mental health advocacy issued by then Mental Health Program director Doctor Howard Newsom.


      organizations --> fuckeduphuman.net --> Foothill.Aids.Project/


      • MentalHealthAdvocacyLetterJan2007-LoudCryingFace.png


      CLICK ON IMAGE TO LINK TO QR CODE LINK PAGE

      image.png



      Further addendum updates to this thread, the following glassdoor reviews will be provided and noted as above to the category of the different classification status of employee culture that is reported by these employee reviews.

      ref: 


      other agency involvement references:


      Once relocated from Denver Hate Retaliatory Eviction Based Endgame Agenda, reaching out beyond Foothill Aids Project has these involvements.



      Collective research results of the Ryan White Care Act funded agencies, region to region are found in this directory:  This involves agencies that are not a part of my contact stream of involvements.


      Some notable positions against the Ryan White Care Act agencies --- as the above Google Review states, run as far and as fast away from these agencies:

      image.png


      image.png

      image.png



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