Struggling Company with Questionable Values - Anonymous employee Playbook Employee Review

“Embrace the lulaFAM” - My advice? Turn around and run! This is another company struggling to make a profit and consistently disposing of employees when they’re no longer needed. Chronic Instability: - Three company restructures in the past two years, due to constant shifts in priorities. At what point is an 8-year old company no longer a “startup?” - Entire New York team was ousted when the main portfolio client decided it didn’t want to partner with lulafit anymore - When leadership decided the mobile app was no longer a priority, the virtual instructor team and sales team (BDRs and AEs) were all let go - Leadership terminated long-standing relationships with all residential portfolio clients after some employees built strong relationships with these clients. No consistent HR team for 2+ years: - Four different hires to the HR team, including two VPs, all left within two years - Conflict of Interest: The CFO, married to the CEO, has acted as HR for much of the instability Lack of cross-team sense of community (But this is a “family,” right?): - During my time with the company Ops Team members barely got to know other team members. You’re all on your own “island” at different sites. Not great if you like getting to know your coworkers! - Little to no opportunities to get to know members of marketing, tech, account management teams, etc. — This is alarming, considering the company is no more than 50ish people. Little to no opportunities for upward movement / promotion / bonuses in the company: - On-site APMs and PMs are often glorified front desk associates - Some current sites are cutting hours, because there isn’t enough demand = Less training commission than promised for PMs and APMs - Employees who are interested in pursuing other positions are sometimes stifled - No end-of-year bonuses given. Rather, you’re given a “Thanks for the work you do” and a whopping 3% Cost of Living Salary Increase. Suspicious Priorities: - On a monthly all-team meeting, after an employee layoff, the CEO had the audacity to mention that she was upset the layoff would “hurt their DEI numbers.” This came across as inauthentic and kind of concerning that her goal is to make the company just look good on the outside.