Elon Musk’s takeover of Twitter has certainly been eventful. So far, he has reportedly made nearly half the workforce redundant (and informed said staff by ‘bcc’ email, or by locking them out of their work laptops) and demanded ‘long hours at high intensity’ of remaining staff, which has prompted large scale resignations. As Kylie Robison, technology reporter at Fortune, tweeted “at the beginning of this month, Twitter had 7,400 employees. Barely half way through the month, if 75% do actually stick to their decision today, the company will have shrunk by a whopping 88%”. Musk has also sacked staff via Twitter, changed working policies to demand 100% office attendance, and temporarily closed offices and disabled staff badges. And that’s just the staff management side, not to mention blue ticks and advertisers’ reactions. Now the odds on Twitter breaking are reported to be very high, and many leading firms and users are giving followers alternative ways to stay in touch on other platforms.
It’s possible, of course, that Twitter really was that overstaffed, and at any rate Musk’s record should prevent us from jumping to too many conclusions on Twitter’s long term prospects. Nevertheless, Musk’s approach is unlikely to work for your average CEO, and so perhaps the story teaches us a little about the do’s and don’ts of talent management.
Make staff buy into your vision
Motivation matters
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