Tesla's Elon Musk Comments on The Hybrid Workplace
Jul 04, 2022
We have all heard that Musk told all of his staff that they need to be in the office for at least 40 hours a week if they wanted a job.
If you don't show up, we will assume you have resigned. Musk wrote "They should pretend to work somewhere else" after a follower asked for more comment on people who think coming into work is antiquated.
What does this mean to us in New Zealand? The post from Musk has created some interesting discussions on social media platforms around the old water coolers.
It's possible to read more about it
The employees were fired because of their criticism of Musk in an open letter.
Musk told staff to expect job cuts in the first direct address.
Musk told the executives to return to the office or get out.
The chief executive of Vodafone New Zealand joined the discussion.
I was surprised when I saw this on my news feed. One of the most successful companies of the 21st century is led by a CEO who has done some incredible things and argued that employees need to be back in the office full time. "We don't agree." We put in long hours when our customers need us, but there is no way that this should be the norm.
Musk has created some interesting discussions on social media platforms around his stance on hybrid work.
Why do you have to do it?
The Great Resignation movement and a labour shortage are what most organizations are still working within.
With more firms looking for a diminishing pool of talent, it's more important than ever to make your ways of working attractive to people who want to live and work in a different way.
You will be able to keep the great people you have. People don't tend to leave a job per se, we leave a culture or way of work that doesn't fit with our needs
Scott Farquhar, an Australian billionaire, had a spat with Musk after the Atlassian chief executive suggested that he would be happy to take Musk's staff for remote working positions.
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The opinions of a couple of successful billionaires are only the opinions of them.
Some recent research into the area of working from home and hybridwork has been presented.
Workers in an on-site office environment were 22% happier than remote and hybrid employees, according to research from Owl Labs. Remote workers were more productive and had less stress when they were in the office. It was more beneficial for the physical and mental well-being of the employees if they worked from home.
In-person workers are more likely to be promoted.
There must be some negative aspects to it. They are important to consider when designing the right hybrid or ways of working for your organization. Workers in person are more likely to be promoted. The recency bias is difficult to overcome. It can be difficult for an employee to network and meet new people while working remote.
According to a study by Steelcase, hybrid is the most popular mode of work for companies around the world, with 22% office and 5%WFH.
No commute, no office distraction, and better work-life balance are some of the benefits of having someWFH. Productivity, isolation and lack of engagement are the challenges on the flip-side. Blending the best of both modes is possible with an effective co-designed hybrid work plan.
One of the silver linings of the Pandemic has been hybrid working.
At Human Synergistics, we have found that hybrid working has been one of the silver linings that has been embraced by organizations from a vast array of industries across the country. It takes a lot of work to make hybrid work effectively. It really comes down to three areas.
Constructive leadership and culture should be the focus. Provide clarity, encourage confident decision-making, support capability building for demographic that need support to make hybrid work easy, and ensure everyone can connect with teammates in ways that make sense to their work.
Design your way of working. When designing your hybrid working expectations make sure the process is fair, inclusive, connected to customer/stakeholder outcomes and make it easy to understand and see why your work may look different to someone else. It's not a one-size-fits-all policy.
Make your building work for your people. Key productivity drivers will be affected by changes in working arrangements when thinking about jobs and tasks We need to design a better way of working in our offices with the help of our technology.
If you design hybrid work well, you can provide clarity so your team members don't feel guilty or make ill-informed choices that negatively impact on their productivity.
The small ways we do things matter. Think about how you communicate with your hybrid team in a way that doesn't require everyone to be present at the same time. A client of ours uses a group on the messaging app to communicate. When they need it, team members can easily access this info. The app is free and it also saves time and money for the organization.
If you design hybrid work well, the key is clarity, so your team members don't feel guilty or make ill-informed choices, that negatively impact on their productivity and wellbeing. Make sure the change is done by the team and not done to them via an email that is threatening.
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