Most middle management there has no business managing people. No proper background or training prior to stepping into management roles. Senior leadership and HR also enable poor (and sometimes hostile) management behavior by willfully dismissing it, or trying to sweep it under the rug by shuffling the offenders to other roles/teams.
Change management strategy is almost non-existent: change is often communicated haphazardly or justified via a “start-up mentality.” However, Lyft hasn’t been a start-up for a while.
Opaque performance review process: this is one of the most subjective and non-transparent processes I have ever seen. Mostly relies on people’s perceptions than the work or metrics. My team never received role specific job expectations from our manager, despite repeated requests. So make sure you’re friends with the right people.
Poor pay incentives and few opportunities for career development: Lyft needs to do better in pay increases and leveling guidelines for career development in order to retain top talent.
