Uhuru Network Reviews

Part of why you learn a lot every day is because leadership is constantly overpromising, both to clients and employees. There is a "figure anything out" mentality which can be great, but not when that work comes at the expense of the client's expectations and the team's work capacity. Anything that fell short was always blamed on the team, rather than on leadership for selling projects or services out of the skillset of the employees, who were often much less experienced than promised so they could pay them less. In fact, whenever ANY work fell short, there was always finger pointing at the team rather than addressing anything internally from a communication or processes standpoint. Leadership also never ever had the team's back when misunderstandings arose. Leadership is similar to an emotionally abusive partner. They said all the right things, promised to give us all the resources and support we needed, hyped up a culture bible that promised work-life balance...and then never followed through. Employees left and weren't replaced, creating resentment and burnout and limiting the remaining employees' ability to advance in their careers because teams were already stretched too thin. Time was micromanaged, but if a task took longer than the allotted capacity, it again became the employee's fault instead of a process flaw. So employees were constantly overdelivering on value, not fully tracking time or story points, so as to not disrupt the sprint (because don't EVER disrupt the sprint) or upset the clients. Employees were gaslit about how grateful they should've been to have jobs through the first months of the pandemic, and then continually asked to work more and more without any additional compensation, despite already being underpaid, missing out on previously promised bonuses because of "company finances," never getting health insurance, and barely getting to use PTO (and forget about actually being disconnected when they were allowed to take it). Leadership was also often unavailable except in scenarios where they wanted to inflate their own egos, take credit for team successes, or blindly accept negative client feedback as fact. Even that would've been tolerable, however, if they had ever followed through on empowering senior employees to actually be able to manage their teams and implement better processes. It was promised multiple times and never actually came to fruition. None of the leadership team has any experience doing the actual day-to-day work of the team, and yet they were the ones building and controlling the processes. Finally, they often touted their willingness to take feedback from the team and work together to continually make things better - "the glass is always broken," as was often repeated - but in truth, feedback had to be endlessly positive or it was punished. Genuine concerns that were respectfully brought up were continually dismissed, ignored, and sometimes outright belittled in front of other team members. Employees who were rude or disrespectful to other team members (but never to or in front of leadership) were continually given the benefit of the doubt over those who raised concerns. People learned to bite their tongue or get labeled as "too negative" and fall out of favor with leadership. One-on-one conversation between team members, whether task-related or personal, was heavily discouraged and deemed suspicious. For all the warm fuzzies provided by the content on their website and in their culture bible, it eventually became clear that it was a very "drink the kool-aid" kind of environment perpetuated by some heavily narcissistic personalities.