Uber SVP and Main Human Methods Officer Liane Hornsey vividly remembers the working day Susan Fowler published her blog site publish alleging workplace harassment and management troubles came out.
It was Sunday, Feb. 19, 2017 — her dad’s birthday. And the business was also “literally thrown into shock,” she explained to me at Uber’s headquarters in San Francisco very last 7 days.
“I’ve pretty much under no circumstances seen personnel so shocked by something and so set off by something,” Hornsey said. “And I then made the decision, for the reason that I could see this damage, I could see the shock, that what the business wanted extra than something, truthfully, was to be listened to.”
In gentle of Fowler’s allegations regarding sexual harassment and management, Uber has overhauled its overall performance-critique course of action, a crucial change of which was the omission of staff scores and ranks.
“In the past, it was like, ‘this is what you’re superior at, this is what you’re lousy at, here’s a rating,’ ” Uber Functions and Logistics Supervisor Nicole Cuellar explained to me.
Cuellar, one of the 600 personnel who participated in Uber’s focus groups on reimagining the overall performance-critique course of action, explained Uber’s T3 B3 course of action. T3 B3s, which Cuellar referred to as “Travis’s brainchild,” detailed an employee’s prime a few attributes/strengths and the bottom a few items one