![]() After observing how employees have been using our offices, we’ve decided to close our most consistently underutilized offices on July 29, in New York, Chicago and Washington D.C., as well as reduce our footprint in Phoenix. Globally, about 1% of our workforce is choosing to come into the office every day. We’ve since learned that the vast majority didn’t need the space. Instead, we piloted a remote-first approach to give people an option to use an office if they wanted to do so. When we started reopening offices over the past nine months we chose not to set a “return to work” date. The most telling signal for us that people strongly prefer remote work has been the under-utilization of our offices. Our record revenue in 2021, which carried through to our first quarter results this year, demonstrate just how productive we are in a remote work environment. In surveying our own employees, 86% of respondents said they’d prefer to work remotely most or all of the time, 87% report that working remotely has made them more effective at work, and 93% of employees and their managers report they can meet their goals remotely. Employees are more satisfied working remotely as they can spend precious time they would have otherwise spent commuting doing the things they love with the people who mean the most to them. We learned that we could not only effectively operate our business as a distributed remote workplace, but that our people could thrive and be just as, if not more, productive while remote. Today, I shared with our team why Yelp is leading the way in creating the workplace of the future. It’s best for our employees, and for our business. Over time we came to realize that the future of work at Yelp is remote. While we expected some things would go back to the way they were before, early on it became abundantly clear to us that the way we work has gone through a major transformation. Interesting that she turned to social media to make her voice heard and leveraged on the power of viral.The pandemic has brought about unprecedented change over the past two plus years.Does Yelp have a social media policy to guide employees’ social media activities? Perhaps, company policy is unclear, or the employee in question was aware of the boundaries but was still willing to take the risk. ![]() This case is somewhat similar to the Mark Jen / Google case that we looked at in week 5’s class. “Firing someone while their post about pay issues is on the cusp of going viral, that’s like a lightning strike in the middle of a super dry forest. “Yelp is trying to make this die down by lying about it,” she said. However, the employee argued that Yelp is not being completely honest with her dismissal. While company personnel avoided elaborating on the situation, CEO Stoppelman denied that the employee’s dismissal was because of her social media posts, and even responded to her tweets by claiming that he agreed with some of her points about the high cost of living etc. Sure enough, she lost her job just 2 hours later, after being informed by HR that she had violated the company’s terms of conduct. ( was sitting there and thinking, ‘I hope he sees this and I hope my CEO listens and hears me,’ and then it started to dawn on me: I wonder if I’ll get fired for saying this out loud?” The post has since gone viral on Twitter. She also uploaded a post on Medium, entitled “An Open Letter to my CEO”, detailing her struggles. Ultimately, she decided to send tweets to Yelp CEO Jeremy Stoppelman, in a bid to make her voice heard. This was worsened by the city’s high cost of living. Working as a customer service representative, the employee claimed that her low pay meant that she had to cut back on her groceries in order to afford her rent and bills. Hi everyone, I came across this interesting piece of news and thought I should share it here.Ī Yelp employee lost her job just two hours after a social media posting about her struggle to make ends meet.
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