The Worst Places to Work Award

Chances are pretty good that the city in which you live has some sort of “Best Places to Work” Award.  Mine does.

Perhaps your company ponied up the $$ and applied for one of these awards; if you work in HR chances are you managed the entry including gathering reams of data and forcing (disguised as encouragement) your employees to complete surveys.  

Maybe you work for a company that has received this designation. In that case the following happened:

  • Your PR team wrote press releases. Lots of press releases.
  • Your senior executives bought a table (or two) at the awards luncheon. 
  • Your CEO was interviewed by a local business publication and spouted clichés such as “our employees are our most important asset,”and “we’re a very transparent organization with a high-level of trust.”
  • You held a company all-hands meeting, party or pub crawl (if you’re ‘fun’)  to “celebrate.”
  • Your Marketing and HR teams plastered the logo on every available page of the company website and incorporated “BPTW!” verbiage in every single piece of candidate collateral and messaging. (“This will ensure we win the war on talent!”exclaimed more than one hapless and/or clueless recruiter, hiring manager or senior leader.) 

As did the other 50 recipients in your city who also won the award.  

And pretty much everyone involved, let’s be frank, realizes this is a ginormous crock of crap. Winning an award as a “Great Place to Work” or “Top City Employer” or whatever other moniker is being used by the money-making entity that bestows these awards has zero validity as PROOF of a great employment experience. 

What I would like to do is invert the whole thing and present “Worst Places to Work” awards. Imagine this: instead of the same-old-companies-you-can-name in your city there was a fresh new list – every year – telling you the places NO ONE would conceivably want to work? Companies with harsh working conditions, below-market pay, oppressive rules, shitty work/life balance, and HR policies seemingly held over from 1955 would be called out. In addition to gathering current (and former!) employee feedback, the survey organizers could comb through court filings and EEOC or state civil rights complaints for data points.  

Naturally, companies won’t shell out bucks to pay for something that puts them on the naughty list; we’ll have to find a means to get this monetized but I think it’s a winning proposition. 

Publish THIS list in the local newspaper and, if nothing else, we might finally get some companies and leaders to change their ways.

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