Klaviyo

My colleagues are great, the office has beer on tap, the company's numbers are doing better than ever, we're profitable, and the stock is finally doing well.

My criticism comes from a place of disappointment and sadness, rather than anger.

I used to be really proud of working at Klaviyo and would brag about our work-life balance, perks, culture, and engineering all the time. Unfortunately, pre and post IPO are two very different companies.

People might say that's what happens when a startup goes public, but that's not what's happening here. The changes we've had since IPO are the type you'd expect from a failing startup trying to stay afloat. Our numbers have never been better, yet Leadership has been antagonistic and spiteful. Morale is at an all time low.

Just a few examples from the past few months show how dramatically things have changed:

• The CEO used to brag about having an unlimited books policy that employees loved. We received the news it wasn't going to be available anymore only 2 days in advance.
• Our $3k/year learning stipend could be used for personal learning. Now it's been reduced to $2.5k and can only be used to buy accredited courses related to your role, with equally short notice.
• Wellness benefits, WFH stipends, and the internal product usage program ($1,000/month) have all been removed.
• People who discuss or question the changes on Slack are reprimanded by HR.
• On every email notifying one of these changes, the company tries to gaslight us into believing these are good for us and that we should be happy for them.
• The CEO stopped taking Q&As from employees and doesn't address feedback anymore.
• The new Employee Stock Purchase Plan (ESPP) buys the stock during blackouts, so we can't sell the stock at a guaranteed profit like every other company.
• Our performance stock bonuses and refreshers were replaced with a cash bonus that maxes out at 5% of salary to prevent stock dilution for shareholders.
• 4-point performance system that recognized top 20% performers was replaced by a 6-point system that ranks employees and only awards bonuses to the top 5%.
• New employees are being offered less and less stock, while base remains the same.
• Unlimited PTO policy was removed in EMEA and APAC and replaced with government minimums. It's expected to be discontinued in the US as well.
• Forced 3-day RTO for employees (while executives, including the "Chief Culture Officer," remain remote and absent from company-wide announcements), plus removal of titles from Slack - justified as making people work "as owners" rather than for titles or promotions.
• Office doesn't have enough space for everyone, so we have to book our desks every day to stay close to colleagues. Leadership hasn't announced plans for an office expansion any time soon.

And that's just what I could remember.

Remember that transparency and trust are two-way streets. The current approach of minimal notice for changes, suppressing discussion, and avoiding employee feedback is eroding the culture that made Klaviyo successful in the first place. Here's what you could do:

• Restore open communication channels. Resume Q&As, allow respectful discussion of changes on Slack, and provide meaningful advance notice for policy changes. Your employees are stakeholders in the company's success, not obstacles to it.
• Lead by example. The disconnect between executive and employee policies (especially regarding RTO) creates resentment. Either make policies uniform across all levels or clearly justify the differences.
• Re-evaluate the timing and scope of benefit changes. While some adjustments post-IPO are expected, implementing numerous cuts while the company is performing well sends a concerning message about priorities and values.
• Consider the long-term costs of short-term savings. The current approach to performance evaluation and compensation (especially the 5% bonus cap) risks driving away top talent. This could cost more in recruitment and lost productivity than the immediate savings.
• Most importantly, stop trying to frame benefit reductions as improvements. Treat your employees like the intelligent professionals they are. They'll respect honest explanations more than corporate spin.

The company's success was built on its people. Don't let short-term market pressures erode what made Klaviyo special in the first place.