Uber Layoff Memo Blames Employee Pulse Feedback on Coordination
Calvin Grunewald criticizes an Uber internal message that cites employee Pulse survey feedback about coordination overhead while announcing layoffs. He argues that using employee feedback this way undermines trust needed for honest surveys.
Original post · 1 min read
> In Pulse surveys and conversations with many of you, we’ve heard that too much work requires coordination across teams, debates take too long, and decision-making rights are unclear. I’m sure many of you have felt that you spend too much time “aligning” rather than building, shipping, or serving customers. To improve this, we have reduced roles primarily focused on coordination, and have clarified the remit of the coordination roles that remain.
Yes, point the finger back at the employees as one reason why you're firing their colleagues. Yeah, maybe I'm strawmanning here, but any org leader who runs and owns Pulse results knows that employee trust in how the feedback is managed is incredibly critical to getting honest results in the first place. And honest results are necessary to improve things.
I actually do agree that more layers and more coordination hurts maximizing productivity in the agentic era. And yes, as much as they hurt, layoffs are a way of snapping quickly to that. But don't weaponize employee feedback so directly. Just own it!

