**Disclaimer to those who are reading Glassdoor reviews about uber: most positive reviews are left by employees who have been at company < 3 months. When you are a new employee or a "nUber" as they call you, you are incessantly emailed by the HR, COO, etc. to leave a positive review on Glassdoor. Amazingly, after 3 months at the company the review requests suddenly dissipate. They know that after a while employees get jaded and no longer have positive things to say about Uber.
Career Growth:
- Little to no career growth opportunities for individuals on city teams - all roads lead to San Francisco
- People I’ve known who have moved to San Francisco have encountered similar political issues upon moving with minor cost of living adjustments to make up for the huge change in living expenses
Office Politics:
- Suffocating amounts of office politics. You are judged more on how much people like you than the caliber of work you produce or how hard you work in general
- Performance is very much weighted by how much others in the office like you
- Individuals who have more tenure (pre-2015) are given favoritism
- Despite being a cultural value, company has a huge problem with principled confrontation and toe-stepping, those who do well at Uber are consummate “yes-men”
Leadership:
- Most leaders are inexperienced. Many have moved up in the ranks after being an early employee at Uber where Uber was their first or second job and have had little to know training or mentorship from managers that are actually good at being managers
- Other leaders that have been hired-in are subject to the same popularity norms that plague office politics and are unlikely to stand up for their people if it means potentially being disliked
- Massive pressure pushed down from C-level. Many higher level managers have enough problems managing up to Travis to effectively also manage their own teams. Although some genuinely care, many are only able to do the minimum.
Attitude and Compensation:
- Even with favoritism individuals with tenure are unhappy and jaded because they are compensated way below market value
- Early employees who were lucky enough to have extreme successes early while riding the wave of tremendous growth often have confuse their luck with talent or experience; this is compounded by the amount of favoritism they receive
- Early employees who have “golden handcuffs” because they cannot afford to buy out their options at current strike price often do very little and still receive good performance due to favoritism, this drags down motivations of others that are actually try to move the needle
- Many leaders at the company often carelessly throw out that they can fire anyone, at any time for any reason which makes people feel concerned about their job security
- With the way that the new Uber credits are structured, the perks of working for Uber are not what they used to be [for new employees]
- 14 cultural values: many are duplicative, most are ignored and not one has anything to do with Integrity
