Retention

Glassdoor releases latest “best places to work” rankings, according to employee reviews

What can we learn about the workplaces with the highest rankings?
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· 3 min read

If you’re trying to attract and retain talent amid the Great Reshuffle, there may be something to learn from the organizations who are doing it right.

Glassdoor, the website that’s become a go-to resource for many job applicants seeking insight about organizational culture and workplace experience, released its Best Places to Work list, part of its annual Employee Choice Awards. HR Brew hasn’t been around long enough to qualify, so this year, Nvidia, an AI tech firm with over 20,000 employees, took the top prize for the best large US employer. Nvidia rocks a score of 4.6 out of 5.0—that’s nearly a full point above the average company rating of 3.7.

G(l)assed up. Glassdoor uses a proprietary algorithm to evaluate large companies with at least 75 employee reviews from October 2020—October 2021 across nine workplace dimensions, including compensation and benefits, career opportunities, culture and values, and business outlook.

Here are the top 10 “best” large employers in 2022 (defined as companies with over 1,000 employees):

  1. Nvidia
  2. HubSpot
  3. Bain & Company
  4. eXp Realty
  5. Box
  6. Boston Consulting Group
  7. Google
  8. Veterans United Home Loans
  9. Lululemon
  10. Salesforce

Some insights from Glassdoor’s surveys:

Tech’s on top. Half of the top 10 large employers of 2022 are tech companies. Among the top 100 companies, notable industries include technology, retail, manufacturing, and finance.

Winners stay winners. Seven of 2022’s top 10 best large companies (including this year’s champion, Nvidia) have appeared in previous top 10 lists.

For smaller businesses, there’s much more churn: This year, 37 small and medium firms (SMB) are newcomers to the top 50 SMB list. Daniel Zhao, senior economist and data scientist at Glassdoor, explained the difference to HR Brew.

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“Larger companies tend to have more resources, and so it’s easier for them to have a dedicated strategy around the employee experience and hire people to actually support that strategy,” Zhao said. “On top of that, small businesses tend to be at the whim of larger market forces much more often.”

Zhao said that means small firms could experience high highs and low lows in terms of employee morale more often than large, established firms—ratings could go up with successful funding rounds and then plummet with stock-market jitters (or the blues from a seemingly never-ending pandemic).

“At a small company, you don’t necessarily have that same history and body of evidence to help employees feel secure and engaged in the workplace,” Zhao said, explaining that employees at small companies are likely to be spooked by individual events. “Whereas a company that’s been around for many years and is very large and has a long history of investing in the employee experience can help give workers more confidence [so] that, even if there are temporary blips, overall, the trend is still toward a positive workplace experience.”

The bottom line: “It takes years to actually build up an employer brand,” Zhao said. “This is the kind of investment that you can’t suddenly decide is important. It is something that requires a long-term commitment.”—SV

Do you work in HR or have information about your HR department we should know? Email [email protected] or DM @SusannaVogel1 on Twitter. For confidential conversations, ask Susanna for her number on Signal.

HR is challenging. HR news doesn’t have to be.

HR Brew keeps you effective in the fast-changing business environment.