Why Elon Musk Fired The ENTIRE Twitter Board As CEONov 09, 2022
If you've been watching the news lately, you're probably aware of Elon Musk taking over Twitter and firing the entire Twitter board in a surprising move.
The implications of Elon Musk's actions remain unclear, but what does this mean for the company's culture, employees and users? Is Twitter doomed?
Let's start by analyzing the situation from an HR perspective.
While firing the CEO is not unusual in mergers and acquisitions, Elon's policies have disrupted an already volatile environment by firing not only the CEO - but the entire board. Moreover, hundreds of Twitter employees anxiously await an email to find out whether they're staying.
So, it's clear that Elon's strategy is to weed out employees who don't align with his vision. While this isn't necessarily a bad thing per se, the problem with this approach is that this uncertainty and volatility will make building trust with his team much harder.
Elon's strategy could also damage the company by eliminating high-performing employees and years of institutional knowledge. In short, Elon seems to know what he's doing, but only time will tell whether his strategy will pay off.
So, what can small businesses learn from all of this?
Large organizations' acquisitions play out differently than small businesses, but the fundamentals still apply.
Making sudden, significant changes that could substantially affect your company's culture is something you should definitely avoid.
You should also avoid creating an environment of uncertainty and fear at all costs. Scared employees won’t be particularly motivated to work for you.
If you want to learn more, don't miss this week's episode of While We Were Working!
Joey and Sommer further analyze the reasons behind Elon's strategy from an HR perspective and explain what to expect in the future.
Sommer and Joey also discuss the general need for proper management training. We've all seen lousy management lead to unhappy teams and ineffective leadership. This issue is exacerbated by the fact that managers get their role in most companies because of seniority, not for their management skills or training.
Is there a way to break this cycle and provide efficient management training that could significantly improve your team's performance and satisfaction?
Tune in to find out!
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