Workplace policy is something that Uber has
been highly criticized for. The reports about sexist culture, discrimination,
and harassment may have been kept under wraps for years, but a 3,000-word essay
from a former employee revealed details about high-positioned officials, not
even the company could deny, leading to the firing of 20 employees, including
co-founder and then CEO, Travis Kalanick. Rydzz is a newbie in the rideshare market
with huge ambitions, and sights set on being the best in the business, by
focusing on the little things that make a huge difference, starting with
employee wellbeing.
Ambition and new companies are a given, which
puts Rydzz in a very large pool with select Fortune 500 companies, and others
that have pushed for evolution and advancement in the world (think Microsoft,
Facebook, Apple, even Uber). One thing stands out for Rydzz – lessons learned.
It is not enough to know the experiences of those before you, but more than
anything, to be able to use them to your advantage. This is something the
upstart firm is keen on. Employee satisfaction becomes secondary as most
companies grow; they become more concerned about making quarterly numbers.
Rydzz is looking to take a different approach.
Productivity depends on employees. The right
work atmosphere brings about a micro model of success that multiplies along the
chain of command. Sara Fowler who wrote an expose on Uber was one of the many
employees who fell victim to a toxic workplace culture. She speaks for millions
who go through the same form of abuse in many other firms across the United
States and around the world. Rydzz is picking up on this, and building on this
knowledge with a solid foundation of policy that reflects the kind of workplace
where employees long to show up on a daily basis.
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