Is an anonymous review on "Glassdoor" truly anonymous? How to prevent walking on eggs…
While many online platforms are encouraging workers to rate their company and submit their Pros & Cons reviews, you may want to be careful with the type of negative comments you are submitting, especially if your intention is to remain anonymous.
Certain platforms such as Glassdoor do promote the fact that your review will remain anonymous.
The sad truth is that it is far from being the case!
It was recently reported that an employee who left an anonymous respectful but bad review of his organisation did get in trouble soon after posting his review and was almost sacked for some mysterious insubordination without valid and justified reasons.
Soon after submitting his review he received a somewhat surprising invitation through LinkedIn from his Chief Officer who suddenly wanted to connect with him. This was apparently surprising since that employee was ignored in the office on a daily basis by this Chief Officer for over a year.
On the same day he received a second invitation on LinkedIn, but this time from his Line Manager.
3 days later he was called to attend a disciplinary meeting related to a project he was responsible for on the basis that he had been insubordinate by reaching a senior member of the leadership team without first consulting with his direct Line Manager.
Thankfully he was able to bring the right argument to back up his action which was legitimate since this senior leader was part of the project and a decision maker.
The identity of this employee and organisation have been kept anonymous under this article in order to protect the employee.
If you are planning to submit any reviews on Glassdoor, please remember that your company (by paying a fee to this organisation) can easily have access to all the comments and ratings made by employees or ex-employees…even the anonymous ones!
In the event that you are currently facing a similar disciplinary situation after leaving a negative review, you are highly recommended to record the date and time of any emails, formal or informal meetings/discussions including the witnesses who were present from the moment you have been officially told to attend a disciplinary meeting.
Doing so will allow you to gather enough evidence in the event that you may need to seek legal advice.