Jason: Welcome back to Feedback Hack, the show where we break down how feedback, reviews, and reputation shape visibility and trust in today’s digital world. I’m Jason.
Paul: And I’m Paul. Today we’re talking about a side of reputation that a lot of businesses still underestimate: employee experience reviews.
Jason: Yeah, because when most people hear “reviews,” they think customers. Google reviews. Star ratings. Testimonials. But there’s another layer that quietly affects your brand whether you like it or not.
Paul: Employee feedback. Places like Glassdoor and Indeed.
Jason: Exactly. And here’s the reality: those platforms don’t just affect hiring, they affect how your entire business is perceived from the outside.
Paul: Think about how people research companies now. Job seekers absolutely read employee reviews, but so do customers, partners, and even investors. It’s all part of the same trust ecosystem.
Jason: Right. If a company has glowing customer reviews but employees are saying, “High turnover,” “Poor management,” or “No growth,” that disconnect raises red flags.
Paul: And search engines notice it too. These employee platforms rank high in branded search results. So when someone Googles your business name, those reviews are often right there on page one.
Jason: Which means employee sentiment becomes part of your public reputation, whether you actively manage it or not.
Paul: And ignoring it doesn’t make it go away. In fact, silence usually makes it worse.
Jason: So let’s talk about responses, because this is where a lot of companies get it wrong. Responding defensively, arguing details, or sounding corporate just reinforces negative perception.
Paul: The goal isn’t to “win” the review. It’s to show accountability. A thoughtful, calm response signals maturity and leadership, especially to people who are just reading, not posting.
Jason: Exactly. You don’t have to agree with every complaint, but you should acknowledge the experience. Thank them for the feedback, recognize the concern, and explain, at a high level, how you’re improving.
Paul: And it’s important to stay ethical here. Never pressure employees to leave positive reviews. Never retaliate. Those tactics almost always backfire and damage trust even more.
Jason: Instead, use employee feedback as a listening tool. Patterns matter more than individual comments. If you see the same themes coming up, that’s insight you can act on.
Paul: When leadership actually responds to sentiment internally, improving communication, clarity, growth opportunities, it shows up externally over time.
Jason: And that’s the key point: reputation follows behavior. You can’t fake employee trust, but you can earn it.
Paul: When current and former employees feel heard, reviews naturally become more balanced. And that balance builds credibility.
Jason: So whether you’re hiring, growing, or just protecting your brand, employee experience reviews deserve the same attention as customer feedback.
Paul: Because in today’s transparent world, how you treat your people is part of how the world judges your business.
Jason: That’s today’s Feedback Hack. Pay attention to the voices behind the scenes, respond with integrity, and let employee sentiment strengthen, not sabotage, your reputation.
Paul: Because trust doesn’t start with marketing, it starts inside the organization.
