This week they spent a fortune pretending employees matter while cutting benefits, threatening jobs, and spreading fear. Attendance is “voluntary,” but absences were noted, employees out aren’t spared, and those who speak up became targets. Nothing says “we value our people” like an overpriced pep rally wrapped in intimidation. Smile, applaud, ignore the hypocrisy, and remember your lines: “Thank you, sir. May I have another?” At Crown, respect is optional, but gratitude is mandatory it’s not a monarchy it’s communism at its finest disguised as a company.
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@ak you sound like your the person that makes side money in SP making up skit videos of if Imterns and lady employee’s.
@na once spcx goes with amt. what are you going to do?
The last four CEOs the last two years at least didn't push out good people to bring in their buddies; no one learned from LN. SpaceX created the upside, not #5 CEO. The board sold off our growth potential at a clearance. Now this guy’s cleaning house to make room for his friends.
Did you notice the new leaders our latest CEO brought in are all the people he worked with before and placed in roles they haven’t done before? So if you can’t inspire or know how to lead, fire everyone and bring in higher paid friends who will act like you know how to lead and let’s build bikes while it was cool to do how about all the families they sc--wed over this year who can’t afford to buy anything for Chrismas, some are hitting food banks but you donated hundreds of bikes to strangers. Makes total sense.
@dp The problem wasn’t a lack of resources, it was a culture where nobody could say NO, enforce standards, or hold anyone accountable. Data standards, operational standards, financial discipline, approvals? All optional! Have 13 tools doing the same thing? Keep them all because someone likes theirs and we can’t tell them no they may be upset! Why simplify what we already own when some executive can chase the next shiny object, launch another pointless pet project, and add “led a digital transformation” to their LinkedIn before jumping ship? Meanwhile, the people who actually knew how to fix things were stuck in endless meetings explaining why common sense might be worth trying. We didn’t need more technology choices or changes, more consultants, or another brilliant transformation, we needed leaders with logic, a fricken backbone, and enough sense to care about their people. Funny thing is, employees will follow good leaders, and pages like this wouldn’t exist if leadership actually earned respect instead of demanding it. But hey, why enforce rules and fix what’s broken when you can spend millions fixing what isn’t, call it innovation, and lay off the people who could’ve made it work? Yep, another successful transformation!
Crown’s Biggest Failure Wasn’t the Vision. It Was the Execution.
Here’s the irony: The old leadership saw the future coming. Towers, fiber, small cells, exploding data demand. The vision wasn’t necessarily wrong. The failure was building the infrastructure without fixing the broken systems, dirty data, technology Band-Aids, and operational dysfunction needed to actually monetize it.
Instead of fixing execution, the board let Elliott dictate the playbook, cycled through leadership, sold off the growth strategy, and called layoffs, benefit cuts, and forced relocations a turnaround. Now SpaceX reinforces the importance of wireless infrastructure, and suddenly the strategy Crown abandoned deserves another look.
Were there underperformers? Absolutely. But anyone who worked there knows a fraction of the workforce carried a disproportionate share of the load while too many executives collected enormous compensation for questionable results. Somehow, those who kept the lights on are the ones repeatedly paying the price.
And let’s not forget the expensive leadership exits, including Sunit’s. How many millions have been spent rewarding leadership failures while the remaining employees absorb more work, fewer benefits, and less security?
The board keeps changing the people, selling the assets, and cutting the workforce without appearing to learn the most important lesson: A good strategy without operational execution fails. But destroying the strategy instead of fixing execution isn’t leadership either.
Imagine where Crown might be today if it had cleaned up the data, simplified the technology, held ineffective leaders accountable, and invested in the people actually doing the work.
Instead, it’s cowboy hats in Houston, smiles on command, and another round of corporate theater.
The executives leave with golden parachutes. The employees are left wondering how to pay for groceries.
Maybe the problem was never that Crown couldn’t see the future. Maybe it was that the board couldn’t figure out how to get there without sacrificing the people who were building it. Now to leave the bathroom stall and go to another meeting that is pointless to feed someone’s ego and gets nothing done for this company but yeeehaw ill smile and can’t wait for the cr-ppy lunch and cookie line, I’ll have future heart failure but they saved money feeding us and I’ll be bankrupt when I have health issues because of the benefit costs and if I’m sick they find a way to fire me like they do. Time for a Texas size fake smile!
Maybe it’s time for you to work somewhere else?
@ak I swear they are the reason for half the posts here and what’s funny is they still continue to work for crown - probably went to Houston with their cowboy git up and a huge smile. Lmao
@ak You sound like the type who’d thank the dealership for a free truck while they quietly repossess your house, some of us can recognize a distraction from what’s actually being taken away. Stick to what you are good at .. being clueless, leader potential lol
You sound like the type of person that would win a new truck and complain about having to drive 30 minutes to pick it up and sign papers