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Wow love to here the inside scoop on this. Anyone from Tesla want to comment. Accountability for late shipments?
by xfour 9y ago
Wow love to here the inside scoop on this. Anyone from Tesla want to comment. Accountability for late shipments?
- jandrese 9y agoOr it could just be trimming some fat.
- ShabbosGoy 9y agoStrange that always happens at the bottom of the org chart instead of the top.
- late2part 9y agoReally? I don't agree. Average CXO position lasts 3-5 years... https://www.marketingprofs.com/charts/2017/31713/the-average-age-and-tenure-of-c-suite-executives https://www.marketingprofs.com/charts/2017/31713/the-average... Lots of fat trimmed all around. Kalanick, etc...
- deleted 9y ago[deleted]
- maxxxxx 9y agoTheir severance is a little better in average though....
- komaromy 9y agoI don't see how you can possibly construe Kalanick's firing as a result of 'trimming the fat'. He generated controversies for years and he was finally taken out in the face of massive public backlash.
- late2part 9y agoFat.... Cancer.... Ma Ma Hu Hu - same same but different. Things that must be removed.
- mulmen 9y agoHow did you conclude this is a result of trimming fat and not just moving on to a better opportunity?
- Molkar 9y ago"Trimming fat" is a funny euphemism for sending people into unemployment.
- lotsofpulp 9y agoNot all people add value to an organization, and they might stop adding value too. Unfortunately, it's not possible to know this for sure prior to hiring, so the only realistic way to maintain the organization is with constant pruning.
- mulmen 9y agoI think this is a bit of a fallacy. You don't have to always be firing some percentage of your workforce. While hiring the best is not easy and you may need to let people go you also shouldn't just constantly be on the hunt for the next head to chop. I have seen the effects of stack ranking and it's not pretty.
- lotsofpulp 9y agoI don't mean to suggest that there needs to be a set percentage that must be fired at some set time interval, but I do think that new hires don't always work out, and people can change from being a value adder to a value detractor, especially once you get to the huge numbers of employees that some companies have. The process of evaluating the people that make up the organization should be under constant improvement though, and again, simply because of dealing with large numbers, there might be a few false positives, but on the whole as an organization, management should be on the lookout for who isn't performing.
- mulmen 9y agoI disagree with the adversarial approach to management you seem to advocate at the end of your comment. I think it can create a toxic environment where management focuses on failures and ignores success. If someone has to be let go that is a failure at the management level or at the recruiting level and the goal should be to minimize it.