Employer Branding, Talent Acquisition

Glassdoor Announces Awards Criteria for the Top CEOs in 2018

Is your Chief Executive Officer (CEO) an extraordinary leader that employees love working for? If so, you can help your company and CEO win a 2018 Glassdoor Employees’ Choice Award for the Top CEOs (Note, rebranded for 2018 to Top CEOs; formerly known as Highest Rated CEOs).

Today, Glassdoor is excited to share the 2018 awards criteria to help employees and employers better understand what it takes to be considered.

Unlike other workplace awards, there is no self-nomination process and no costs involved. To win a Glassdoor Employees’ Choice Award, winners are determined based on feedback provided by those who really know a CEO best — his or her employees. If employees don’t share reviews on Glassdoor during the year-long eligibility timeframe, a CEO cannot be considered. That’s why we encourage all employees to share a review today.

When providing a company review, employees are asked to share their opinion on some of the best reasons to work for their employer (pros), any downsides (cons), and are encouraged to provide advice to management. Employees are also asked to rate several factors tied to their employment experience, including sentiment around their CEO’s job performance, in addition to rating workplace attributes like senior management among others. Specifically, when rating their CEO on Glassdoor, employees are able to choose from one of three options: approve, disapprove or no opinion of the CEO.

For the 2018 Employees’ Choice Awards recognising the Top CEOs, Glassdoor will feature six distinct categories in multiple countries. For each category, company reviews and ratings from current and former employees will be considered between 2 May, 2017 and 1 May, 2018. Reviews submitted after 1 May, 2018 will not be considered for the 2018 awards.

While Glassdoor accepts reviews from former employees within five years of leaving a company, for the Employees’ Choice Awards, only reviews from former employees who have left the company in 2018 or 2017 will be considered.

In addition, each list of winners is based on local-employee feedback shared on Glassdoor. For example, reviews from U.S.-based employees will be used to determine if a CEO is eligible for a U.S. list, while reviews from UK-based employees will be used to determine if a CEO is eligible for the UK list. A CEO can win a Top CEO award in multiple countries.

To determine the 2018 winners, quantity, quality and consistency of reviews and ratings will be taken into account during the eligibility timeframe. The following information sheds more light on these three areas:

1. For quantity of reviews, a minimum number of ratings are required across two leadership attributes that employees can rate when submitting a company review. They include CEO job performance and senior management. If there are not enough ratings across both or either of the two leadership attributes, a CEO will not be considered. As part of the algorithm led by Glassdoor’s data science team, a CEO’s job performance is mostly taken into account, along with other factors including an employer’s senior management rating.

To be considered for a specific category, a CEO and employer must meet the following requirements during the eligibility timeframe:

100 Top CEOs – U.S. large companies: At least 100 ratings across the two leadership attributes from U.S.-based employees; At least 1,000 employees at the end of the eligibility timeframe.

50 Top CEOs – U.S. small & medium companies: At least 35 ratings across the two leadership attributes from U.S.-based employees; Less than 1,000 employees at the end of the eligibility timeframe.

50 Top CEOs – UK: At least 35 ratings across the two leadership attributes from UK-based employees; At least 1,000 employees at the end of the eligibility timeframe.

25 Top CEOs – Canada: At least 25 ratings across the two leadership attributes from Canada-based employees; At least 1,000 employees at the end of the eligibility timeframe.

10 Top CEOs – France: At least 20 ratings across the two leadership attributes from France-based employees; At least 1,000 employees at the end of the eligibility timeframe.

10 Top CEOs – Germany: At least 20 ratings across the two leadership attributes from Germany-based employees; At least 1,000 employees at the end of the eligibility timeframe.

For all categories, a CEO and employer must also have at least a 3.0 overall company rating, and at least a 3.0 senior management rating during the eligibility period. Plus, a CEO must be currently in the role and featured on their employer’s profile on Glassdoor as of 1 May, 2018. In cases in which there are multiple CEOs for one company, Glassdoor recognises the CEO(s) on the employer’s Glassdoor profile as of 1 May, 2018. The Glassdoor review panel also relies on the employer’s global employee count displayed on their Overview page on Glassdoor as of 1 May, 2018 to help assess eligibility. Employers have until 1 May, 2018 to update their current CEO and/or global employee count (employee size) on their Glassdoor profile with a Free Employer Account. The awards also take into account various types of employment status including full-time, part-time, contract and freelance, however, intern company reviews are not considered.

2. For quality of reviews, Glassdoor’s proprietary awards algorithm also takes into account what employees have to say that shows winning CEOs truly outshine the rest in the eyes of their employees. Quality reviews are those that help job seekers by offering insights and feedback into what it’s really like to work under the CEO and his/her leadership team, as well as at the company itself, including what’s working well, what needs improvement, and advice to senior management, which employees are asked to share when completing a company review.

3. For consistency of reviews, Glassdoor’s proprietary awards algorithm also looks at trends over time as it relates to both the quantitative and qualitative insights shared by employees. In some cases, if a CEO and/or employer lacks quality and/or consistency of reviews, it can impact results and/or eligibility. Tip: We encourage employers to check out free resources into what Top CEOs have in common to learn more.

Commitment to integrity for all employers: As part of determining award winners, Glassdoor is committed to the highest level of data integrity and reviews quality, including treating all CEOs and employers equal regardless of whether they are a customer of Glassdoor. If the Glassdoor eligibility panel suspects and/or determines official company representatives have attempted to influence employee reviews or have tampered with the process of collecting authentic, unbiased reviews, including intentional or unintentional acts that violate the Glassdoor Community Guidelines and/or Terms of Use, a CEO and/or employer may be excluded from awards consideration. Exclusion from eligibility can be triggered by such acts as, but not limited to, management attempting to leave false reviews, management coercion of employees to submit positive reviews, or other activities and/or events which could ultimately damage employees’ faith in the CEO, the employer, its senior leadership, and/or adversely affect its overall rating on Glassdoor. A best practice is to ask employees to leave an unbiased review every 12 months.  

2018 winners will be announced in June 2018.

Want more information? Check out last year’s winners, free employer resources and award FAQs.

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