Hey Charlie! Get rid of your high paying middle managers instead of laying off the people who do the work.
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It seems he currently believes in 2 things, himself and getting his people to work like dogs so he gets obscene bonuses.
Elon does NOT believe in RTO. He is using it just like every other deceptive CEO to drive voluntary attrition.
Elon also believes he's a "free speech absolutist" while actively working to destroy free speech against him, his political ideology, and his companies.
Elon also believes in working in the office every day.
From: Elon Musk
To: All Tesla Staff
Subject: Communication Within Tesla
There are two schools of thought about how information should flow. By far the most common way is chain of command, which means that you always flow communication through your manager. The problem with this approach is that, while it enhances the power of the manager, it fails to serve the company.
To solve a problem quickly, two people in different depts should simply talk and make the right thing happen. Instead, people are forced to talk to their manager, who talks to their manager, who talks to the manager in the other dept, who talks to someone on his team. Then the info has to flow back the other way again. This is incredibly d-mb. Any manager who allows this to happen, let alone encourages it, will soon find themselves working at another company. No kidding.
Anyone at Tesla can and should email/talk to anyone else according to what they think is the fastest way to solve a problem for the benefit of the whole company.
You can talk to your manager's manager without his permission, you can talk directly to a VP in another dept, you can talk to me, you can talk to anyone without anyone else's permission. Moreover, you should consider yourself obligated to do so until the right thing happens. The point here is to ensure that we execute ultra-fast and well. We obviously cannot compete with the big car companies in size, so we must do so with intelligence and agility.
One final point is that managers should work hard to ensure that they are not creating silos within the company that create an "us vs. them" mentality, or impede communication in any way. This is unfortunately a natural tendency and needs to be actively fought. How can it possibly help Tesla for depts to er--t barriers between themselves, or see their success as relative within the company instead of collective?
We are all in the same boat. Always view yourself as working for the good of the company and never your dept.
Thanks, Elon
I agree 100%! Those do-nothing middle managers need to go!
I thought spans and layers was supposed to fix this…
Wells Fargo is the only place I have ever been where there are entire layers of people paid to do nothing but watch other people work.
Other firms throw money at problems. Wells Fargo throws layers.
No thanks!
I'd like to see wells Fargo broken up into the bank and brokerage. Break up the bank and spinoff or merge the brokerage into JP Morgan. I see no value in keeping the name and prolonging the embarrassment that Wells Fargo is with so many lawsuits, an asset cap and a union. Oh, and put Charlie out to pasture.
Middle managers? High level mgrs. how many evps has the coo hired (one end two down from him) in the last two years. Perhaps he should just do the job he is paid well for.
"I don't think you want a management structure that's just managers managing managers, managing managers, managing managers, managing the people who are doing the work." -Mark Zuckerberg
Good idea
@hij+1sWae4Ps This is a layoff board, so yah we post things here.
Email Charlie. Why posted here?