How Not to Be An Abusive Boss - Lessons From Uber

Seriously, no one thought that the Mad Men culture of drinking, smoking, backstabbing, and groping employees existed anymore.  We mirthfully shook our heads at the antics of that day, but we all thought that companies weren’t like that today, right?  
 
Those environments are resigned to edgy shows on cable…right?
 
Unfortunately, with the resignation of the CEO/Founder of Uber, Travis, Kalanick, the reality of the hostile work environment continues, but hopefully, not for long.  Amid reports of groping, homophobic slurs, and threatening language, the beleaguered CEO of the $70 billion (with a B) company was forced out by his board.
 
And perhaps, the business world is finally realizing that abusive environments are not going to be tolerated anymore.  If a $70 billion company will risk exposing their problem, then the $70 million company might, and hopefully, the $70,000 startup will as well. 
 
The whole scenario serves as a reminder to us all:  Sexual harassment, abusive name-calling, and threatening language and tone are out of place and unethical. 
 
Yes, I’m sure the board of Uber forcefully ousted their CEO for survival’s sake and not purely with altruistic motives, but they did at least do something.  And Uber employees finally stood up in a statement that said, “Risk is greater than reward when it comes to human dignity.” 
 
So, it is time for corporations, businesses, and mom and pop stands to fall in line.  So, as an employer or employee, here are a few suggestions to help avoid abusive work environments in your company/workplace.
 
Volume does not communicate authority.  Volume communicates threats.  Speak authoritatively but respectfully.
 
Dignity in each person is inherent and doesn’t have to be earned.  Treat each person as such.
 
Feedback, even negative feedback, should be invited and not threatened away.
 
And a million more…
 
Creating new narratives such as these in your work environment takes time.  But the narratives of respect and mutual value eventually change a hostile work atmosphere.  That transformed environment creates productivity which ultimately leads to profit.
 
Hopefully, Uber (and the rest of us) can learn that lesson before someone else’s dignity is attacked and maligned.
 
The first step is self-evaluation.  The second is seeking change.  Both will take a good bit of time, but displaying an inherent respect and value for each person in your company is the right thing to do and a true path towards long-term profitability. 
 
Gordon Duncan is CEO/Consultant of ProSight Success, a multi-platform consulting company with a focus on the eye care profession.