Uber's Cultural Transformation: A New Era of Truth, Trust, and Inclusion

In 2017, Uber faced a series of controversies that brought its corporate culture into the spotlight. The company was accused of fostering a culture that valued hard-charging employees over others and was characterized by anxiety, mistrust, and a lack of psychological safety. Since then, Uber's leadership has been working tirelessly to turn over a new leaf and establish a more positive and inclusive corporate culture. This article explores the challenges Uber faced, the new values introduced by its CEO, and the steps taken towards cultural transformation.

The Dysfunctional Uber Culture

According to interviews with more than two dozen sources, Uber's culture was deeply dysfunctional. It was described as ranking employees based on their aggressiveness, fostering an environment of anxiety and fear. Leadership failed to build a culture of trust and respect, leaving employees feeling unprotected and excluded. Women in particular felt marginalized, and there was a significant absence of psychological safety. This dysfunctional culture was not unique to Uber; studies suggest that 75% of cross-functional teams face similar issues.

Defining Core Values

Despite having vaguely defined values ("always be hustlin'" and "be yourself"), Uber's culture remained inconsistent and often led to poor personal judgment. Defining core values is crucial for creating a strong company culture, but merely stating them is insufficient. The values must be clear, aligned, and inspire genuine inclusiveness and respect.

New Leadership, New Culture

On August 30th, Dara Khosrowshahi, the new Uber CEO, addressed the issue of corporate culture during an all-hands meeting. His goal was to instill a new set of values that would promote transparency, trust, and inclusion. Mr. Khosrowshahi outlined three key values that he believes will shape Uber's future:

Value 1: Transparency and Authenticity

“I won’t BS you, and I hope you won’t BS me.”

Mr. Khosrowshahi’s first value emphasizes transparency and authenticity. Effective leaders encourage candid communication and honesty. They set the tone for a culture where employees feel safe and supported to speak their minds. Encouraging truth-telling is essential for self-awareness, as highlighted by Dr. Sasha Eurich. This value aims to create a work environment where mistakes are recognized and corrected, fostering continuous improvement and growth.

Value 2: Fighting for Employees

“I don’t like war metaphors, but I’m a fighter. I’m all-in and I’m going to fight for you with every bone in my body.”

Mr. Khosrowshahi’s second value focuses on leadership's role in protecting and representing employees. By fighting for his team, he seeks to build a sense of unity and trust. This value emphasizes the importance of psychological safety, where team members feel supported and protected. It underscores the need for trust and the protection of each member, fostering a more stable and functional work environment.

Value 3: Inclusion and Individuality

“I will know I’ve succeeded if everybody at Uber knows they can contribute to the success of Uber in their own way as their own selves.”

The final value emphasizes the importance of inclusion and individuality. Mr. Khosrowshahi is working to end the toxic “bro culture” of the past and ensure that every employee feels valued and heard. By promoting individuality and vulnerability at work, the company can foster a more diverse and inclusive environment where everyone can bring their whole selves to the table.

These new values represent a crucial step in the right direction. BigTalker provides teams with skill-building sessions on self-awareness, communication skills, and psychological safety, helping to create a more inclusive and transparent work environment. By setting a tone of truth-telling and inclusiveness, Mr. Khosrowshahi has begun a massive cultural transformation at Uber, paving the way for a more positive and productive future.