Culture is almost dead, avoid unless you work in EPAD (for now) - Manager Discord Employee Review

While incredibly disheartening, I want to first thank you for sharing your candid feedback. We’ve heard the theme of increasing workloads loud and clear, especially at the end of a highly taxing pandemic. We are doing everything in our power to address this pain point head on and ensure you and our fellow Discordians feel heard and supported. You mention Discord’s mental health days, a week-long summer break for everyone, and a pilot with no meetings on Thursdays; we know these things are not long-term solutions, but we wanted to respond to employee concerns and provide the “mental reset” that you call out. The work certainly doesn’t stop there. The whole leadership team is focused on how we can scale while being mindful of growing pains as much as we humanly can. As we prepare for Q3 and beyond, we are planning for 80% of capacity from the highest levels of the company to ensure folks don’t overcommit themselves, which includes figuring out what things don’t need to happen right now AND unlocking additional headcount. We’re also working with and providing resources to managers to help manage their teams’ prioritization and workloads. Finally, we are continuously reassessing and addressing hiring needs based on what our teams internally need to be successful (while balancing the need to bring on the right people for where Discord is today). We recognize growing pains are a very real part of a company’s maturation, and we aren't insensitive to the additional complexities that everyone is facing after 16 months in a challenging environment while redefining "business as usual.” Pandemic fatigue is something all companies are currently facing, and we’re no different, which is why we offer the benefits and resources we do to mitigate it as much as possible. That said, it’s not okay for our employees to feel the way you say they are. I would very much like to better understand the unique situations you call out, and I would strongly encourage you (or anyone else feeling a similar way) to reach out to me directly (or your manager, HR business partner or a trusted leader) so we can respond in a meaningful way.