It’s Time To Make A Change #shrm17

It’s Sunday, June 25th.  Today is the day that I made the decision to switch from being an avid Uber user to a hopeful Lyft user.  

The reason I made this decision today comes from conversations I had with other HR pros while serving as a member of the social media team for #SHRM17 in Las Vegas last week.   One of the great things about being part of this team is that you get to interact for several days with HR people who come from all over the world and bring their different perspectives with them.   And given that most bloggers have opinions, these HR people are willing to share their opinions, whether they are introverts or not.

One of the strong discussions I was a part of was Uber and whether or not it made sense to stop using them due to the issues with their culture and the looming sexual harassment cases that have still not been resolved.

Full disclosure:  I used Uber the entire time I was in New Orleans.   I like Uber as a service.  They are much better than cabs in most cities.  The drivers almost always have interesting stories to tell while we travel.  It’s a big part of my travel experience.   And it looks in the media that the Board of Directors was taking steps to try and create the culture.  Heads have rolled, including the CEO and many others.   That’s a step in the right direction, right?

And there are lots of opinions out there:

  • Travis isn’t totally responsible.
  • Travis built the culture and he had to go:
    • Timeline of how the mighty are fallen:
      • Feb. 19: Susan Fowler’s blog post

      • Feb. 20: Uber taps Eric Holder

      • Feb. 28: A senior executive leaves

      • March 1: Travis’s on-cam meltdown

      • March 24: The escort-bar incident comes to light

      • June 6: Uber fires 20 employees

      • June 7: Uber fires an exec for his role in a rape investigation

      • June 12: Travis’s No. 2 leaves

      • June 13: Eric Holder’s report is out

      • June 14: Travis takes an indefinite leave of absence

      • June 20: Uber’s “180 days of change” (including tipping for drivers, agreed to with a drivers guild)

        • June 21: Travis steps down

      • June 25:  I become a Lyft client (too late)

        I made this change reluctantly after listening to a number of HR women discuss their reasons for not supporting a culture where such bad behavior is tolerated.  I was more of the mind that “they were making changes and deserved another chance”.   Listening to my professional colleagues changed my mind.

        I feel like I need a shower in that it took me so long to get here.

I’m not the only one wondering if the decision is correct.

Uber employees are revolting following the unceremonious resignation of CEO Travis Kalanick.

Staffers at the embattled ride-hailing company are circulating an anonymous petition intended to reinstate their boss.

 In emails obtained by BuzzFeed News, managers are sending the petition to employees urging them to “revolt this.”

Uber is not the only company we should consider looking away from as HR practitioners, perhaps.

I’m not usually one to call for a boycott, and frankly I’m skeptical of the effectiveness sometimes, but if this continues, then something needs to change.   I’d love to hear your thoughts on this incredibly stupid behavior and how to stop it.

boy·cott
ˈboiˌkät/
verb
3rd person present: boycotts
  1. 1.
    withdraw from commercial or social relations with (a country, organization, or person) as a punishment or protest.
    synonyms: spurn, snub, shun, avoid, abstain from, wash one’s hands of, turn one’s back on, reject, veto

    “they boycotted the elections”
noun
plural noun: boycotts
  1. 1.
    a punitive ban that forbids relations with certain groups, cooperation with a policy, or the handling of goods.
    synonyms: ban, veto, embargo, prohibition, sanction, restriction; More

Published by

Michael Vandervort

Creating Positive Workplaces Every Day

2 thoughts on “It’s Time To Make A Change #shrm17”

  1. I generally view boycotts, if successful typically are most damaging to those one seeks to protect. If for example you seek to damage the organization based on the leadership’s behavior then likely it will be those not in leadership who will be injured first- either through layoffs, reduced hours or other harmful economic ramifications.

    I wonder if there are other corrective strategies that insulate those who are least capable of experiencing the economic hardship.

    1. I think that’s why it is interesting that the drivers are petitioning to bring Travis back – they are afraid they will lose the leadership position that Uber enjoys right now. Boycotting is definitely not a perfect solution for anyone.

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