Is the Uber Corporate Culture Getting Toxic?
Culture can either buoy you up or beat you down. If you leave work at the end of the day feeling discouraged, unfulfilled and unappreciated, it may be the fault of your company’s culture. Because strategy must “go through culture” to be implemented, your corporate culture is a vital cog in any growth strategy.
The Definition of Corporate Culture
We define corporate culture as the way business gets done in an organization day-to-day…the norms of behavior that prevail. When a company’s culture is aligned with its talent and, most importantly, its strategy for success, everything is copacetic.
Organizational Alignment Research and Culture
Our organizational alignment research found culture accounts for 40% of the difference between high and low growth companies. In fact, highly aligned companies grow 58% faster and are 72% more profitable while significantly outperforming their unaligned peers in terms of:
What Happens When Culture is Dysfunctional or Toxic
Just look at the Uber Corporate Culture.
Culture Creates Big Ripples
It may have started small…a report filed, read and dealt with by a simple “talking-to” and warning. But employees are always watching and judging cultural norms. When misbehavior seems to be condoned, it often grows. Others feel free to be abusive.
Pretty soon, there is an organizational culture where there is insufficient accountability and an environment that feels unsafe to many. If employees feel unsupported by leaders or policies designed to deal with harassment, they can only endure and stay, or leave.
This is hardly a high performance culture in which to work. As the way people think, behave and work unravels, employee engagement falls and strategy execution suffers.
What Can a Company Like Uber Do?
1. Take a Leadership Stand
First, leadership needs to step in and make clear, powerful statements about how harassment and other HR problems will be handled in the future. This is not the time to reiterate meaningless or aspired company values. This is the time to be clear about expectations:
For culture to change, leaders need to follow through…not only with effective and transparent systems of measurement and accountability but also by setting an example. When leaders model ethical, inclusive behavior where diversity is valued, employees will respond in kind.
The Bottom Line
The problem of a poisonous culture needs to be addressed directly and from the top. We are curious to see what Uber does next. Will they do what it takes to reshape their culture into one where positive change occurs?
Currently valued at nearly $70 billion, can Uber earn a reputation for fair treatment of its employees? Only time will tell what will happen with the Uber corporate culture.
To learn more about creating a high performance culture, Download The Top 5 Warning Signs Your Culture May be in Trouble
4 Steps to Create Strategic Alignment
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