企业文化受质疑,优步CEO宣布无期限休假

编辑:给力英语新闻 更新:2017年6月20日 作者:纽约时报(By MIKE ISAAC)

优步首席执行官特拉维斯·卡兰尼克因侵略性的管理风格面临压力。
优步首席执行官特拉维斯·卡兰尼克因侵略性的管理风格面临压力。

旧金山——在一项针对公司的调查断定优步(Uber)必须消除其侵略性的创业文化后,这家叫车服务公司的首席执行官特拉维斯·卡兰尼克(Travis Kalanick)表示自己将休假。

事态的发展是周二上午一连串的行动的一部分,首先是卡兰尼克在一场员工会议开始前发出了一封内部邮件。在发给员工的邮件中,卡兰尼克说自己会休假一段时间,做一些自己的事情,并思考为公司建立一个“世界级的领导团队”。他没有具体说会离开多久。

几分钟后,优步公布了13页的公司改革建议。这是前司法部长埃里克·霍尔德(Eric Holder)和他所在的科文顿-柏灵律师事务所(Covington & Burling)对该公司的文化进行了调查后得出的结果。

建议包括通过重新分配卡兰尼克的部分职责并加强首席运营官在公司的地位,来限制卡兰尼克的职责。根据建议,优步还应该在董事会任命一位独立主席,并成立一个监督委员会,以增强管理层的制衡。

提出的改革建议,相当于否定优步的方法和文化,此前公司正是依靠这些将自己打造成一个估值近700亿美元(约合4800亿元人民币),并颠覆了全球交通运输现状。在卡兰尼克的领导下,优步藐视规章制度,把叫车服务引入数百个城市,唯增长至上,并经常对企业不端行为视而不见。

这发展成了一场始于2月的危机。当时,一名前雇员写了一篇博客,详述自己在优步遭到性骚扰、管理层却毫无回应的经历。文章引发了员工对优步文化如潮水般的其他抱怨,揭露了一个不良环境。

自那以后,优步采取了清理环境的行动。过去几个月里,该公司因包括性骚扰在内的过失解雇20名员工。本周,卡兰尼克的左膀右臂埃米尔·迈克尔(Emil Michael)离开优步。其他很多高管也离开了,导致优步出现了某种领导真空。

“实施这些建议将改善我们的文化、促进公正和责任并建立相应的程序和制度,以确保过去的错误不会重演,”优步首席人力资源官利亚纳·霍恩西(Liane Hornsey)在一份声明中说。

Daisuke Wakabayashi自旧金山、Winnie Hu和Luis Ferré-Sadurní自纽约报道。

翻译:陈亦亭

Travis Kalanick, Uber’s C.E.O., to Take Leave Amid Inquiry Into Workplace Culture

SAN FRANCISCO — Travis Kalanick, Uber’s chief executive, said he would take a leave of absence from the ride-hailing service after an investigation into the company concluded that Uber must repudiate its aggressive startup culture.

The developments were part of a flurry of actions at Uber on Tuesday morning, which began with an internal email from Kalanick right before a staff meeting got underway. In the email to employees, Kalanick said he would take a leave of absence to work on himself and reflect on building a “world class leadership team” for the company. He did not specify how long he would be away.

Minutes later, Uber released 13 pages of recommendations to change the company, which were the result of an investigation into its culture conducted by former Attorney General Eric Holder and his law firm, Covington & Burling.

The recommendations included limiting Kalanick’s responsibilities by reallocating some of his duties, with an increased emphasis on a chief operating officer at the company. Uber also should appoint an independent chairman and create an oversight committee on the board, in an effort to bolster the checks and balances on management, according to the recommendations.

The proposed changes amounted to a rejection of the methods and culture that Uber has used to build itself into a nearly $70 billion company that has upended the transportation status quo worldwide. Under Kalanick, Uber flouted rules and regulations to bring its ride-summoning service to hundreds of cities, prized growth above all else, and often turned a blind eye to corporate misbehavior.

That ballooned into a crisis starting in February, when a former employee wrote a blog post detailing what she said was a history of sexual harassment and lack of response from management at the company. The post set off a deluge of other complaints from staff about Uber’s culture, exposing a toxic environment.

Uber has since moved to clean up the situation. It has fired 20 employees in the last few months for transgressions including sexual harassment. Emil Michael, a top lieutenant of Kalanick’s, left the company this week. And many other executives have departed, leaving something of a leadership void at the company.

“Implementing these recommendations will improve our culture, promote fairness and accountability, and establish processes and systems to ensure the mistakes of the past will not be repeated,” Liane Hornsey, Uber’s chief of human resources, said in a statement.

Reporting was contributed by Daisuke Wakabayashi in San Francisco, and Winnie Hu and Luis Ferré-Sadurní in New York.