Beth Evans’ Post

The recent news of Tesla's mass layoffs within their electric vehicle charging division raises significant HR concerns about effective workforce management and organisational change. While strategic shifts are common in business, the reported details surrounding these terminations highlight potential areas for improvement: 🤔 Communication Breakdown - Reports suggest a lack of clear communication from leadership regarding the team's future. Employees reportedly went into a crucial meeting expecting expansion plans, only to face significant job cuts. Open and transparent communication can build trust and mitigate employee anxiety during periods of change. 🤔 Sudden Restructuring - The abrupt disbanding of a 500-person team, particularly without a clear transition plan, can be disruptive and demoralising. HR best practices suggest exploring alternative solutions like redeployment within the company or severance packages with outplacement support to help affected employees transition smoothly. 🤔 Impact on External Relationships - Losing experienced team members could negatively affect established relationships with suppliers and utilities. Building trust and expertise takes time, and sudden changes can jeopardise ongoing projects and future collaborations. Maintaining strong external relationships is essential for sustained business success. These reported events raise important questions for HR professionals across industries: How can companies ensure effective communication during strategic shifts? What are best practices for managing large-scale workforce reductions while supporting employee well-being? #HR #WorkforceManagement #ChangeManagement Disclaimer: This post is based on news reports and does not claim to represent insider knowledge of the situation at Tesla!

Recently, reports of Tesla potentially laying off staff via an email sent overnight have surfaced, highlighting the enormous challenges HR professionals face in such environments. This move could reflect deeper issues around corporate governance and leadership strategies. Being in HR at companies under such dynamic and scrutinized leadership must be incredibly challenging. It emphasizes the need for strong HR leadership that can advocate for ethical practices and clear communication. HR professionals play a crucial role in balancing business objectives with the welfare of employees, especially during transitions that could affect their livelihoods. This situation serves as a reminder of the importance of transparency and responsibility to the workforce. Effective leadership and HR practices should ensure that changes are handled with care for all stakeholders involved, demonstrating respect and dignity towards the workforce. What are your thoughts on how companies should manage such delicate transitions? How can HR lead the charge in promoting a culture of respect and transparency during organizational changes? #HR #Leadership #CorporateGovernance #Tesla #Twitter

The update comes roughly two weeks after Tesla eliminated more than 10% of its workforce. In our blog, we break down everything that non-unionized #employees in #Canada need to know. #SamfiruTumarkin #EmploymentLawyer #Rights #Tesla #Layoffs #Technology #Jobs #Severance #Compensation

Nico Murillo slept in his car 🚗 so he could work 12 hour shifts at Tesla…and still got laid off after 5 years. When he arrived at work that morning he tried to swipe his badge, but it didn’t work and the security guard took it from him. Nico showed dedication to the company by heating up his dinners in the break room, showering at the factory, and sleeping in his car. That still didn’t save him from April’s layoff of 14,000 employees, which was 10% of the company’s global workforce. He holds no ill will against Tesla, but let this be a lesson to all employees who still think that companies still value #loyalty. THEY DON’T 🚫 Which means you truly have to take care of yourself ❤️🩹 Follow your best interests, develop skills that make you indispensable, and position yourself to be in control of your career. So when the layoffs inevitably come, you’ll land back on your feet, like Nico did. But should you be loyal to a company? And what would it get you in 2024? #employeeexperience #futureofwork #worktrends #workculture #worklifebalance #hrtech #hrtransformation #culture 

Laying Off Workers: A Necessary Evil or a Missed Opportunity for Loyalty and Growth? More layoffs, Tesla has joined the trend of companies implementing layoffs, citing the typical rationale that such measures are necessary to stabilize and prepare for future growth. This reasoning, while common, often leaves one wondering about the alternatives. Rarely do we hear about the efforts companies might have put forth to retain their staff in hard times. During the COVID-19 pandemic, I witnessed a client navigate through these choppy waters differently. Instead of layoffs, they implemented a series of strategic adjustments: reducing office space to cut rent, implementing pay cuts starting with senior staff, negotiating delayed rent payments, and finally taking out a loan to keep everyone employed. The results were telling. The employees, feeling valued and secure, doubled down on their efforts. They became more innovative in cutting costs and enhancing services, which included developing new online programs for students. Remarkably, this client saw a growth of seven times their size two years post-COVID. This example may come from a small to medium enterprise (SME), but it highlights a critical point: putting workers first isn't just good ethics; it's good business. As companies like Tesla and others make tough decisions, one must ponder—could fostering loyalty and dedication through adversity be the key to unlocking even greater potential in our organizations? What strategies has your company employed to navigate economic challenges while keeping the workforce intact? #Leadership #BusinessStrategy #EmployeeLoyalty #CorporateCulture #Tesla #Layoffs #GrowthMindset Read the memo Elon Musk sent Tesla staff announcing that the company is laying off more than 10% of the workforce https://lnkd.in/gypGi7Rm

Tesla's top HR executive just left the company, my colleagues Dana Hull and Edward Ludlow scooped today, so it's a good time to refresh my story from a year ago about the surreal turn things can take when the HR department faces -- rather than wields -- the axe. For starters: Who does the exit interview? (h/t Anne Riley Moffat) In some cases, I learned, entire HR departments are eliminated, creating a bizarre phenomenon where the last remaining staffer has to lay themselves off. https://lnkd.in/gYfFaNGy #hr #humanresources #layoffs #jobs #careers #tesla #EVs #management #jobcuts #futureofwork

Well, it's another reminder that one should think about individual growth and not become too emotionally attached to the employer. - Recently, Tesla laid off around 16,000 employees without providing any prior notice. The termination letter has gone viral, and I am sure you must have already seen it. It is discouraging that some of the individuals impacted by the layoff had devoted more than ten years of their time at Tesla. These employees were not bid farewell, but many of them got to know as they were denied access to the office premises. In my personal branding sessions, we often discuss the importance of nurturing one's skills, networks, and passion outside of the workplace, ensuring resilience in the face of unexpected changes. Let's continue to focus on our individual growth journeys. #Tesla #Layoffs

Tesla is just another example of companies failing to staff properly. How can you be so overstaffed you can afford to cut 14,000 jobs? First, where is the WARN Act? It’s supposed to protect employees from waking up to a layoff notice. If employers meet certain criteria they’re required to give 60 days notice. If it doesn’t apply here I don’t know when it would apply. Second, where was HR? Isn’t there an organizational chart that shows what roles are required to accomplish the mission (similar to a T/O in the Marines)? At what point do you say “we’re too overstaffed right now and are exposed to possible layoffs”? So my recommendation to employers who hire without staff planning is to sit down and build an org chart that captures the staff needs of each function within the company. But it’s not all HR. Leaders should be constantly evaluating thier staffing needs to ensure it is aligned to the mission, vision and values of the company. The org chart should be validated on at least an annual basis, but ideally semi-annually. If you have to trim the fat at least you’re in a position to give that person ample time to transition. It’s time to make a change so we don’t turn people’s lives upside down in an instant. If you are so detached that those thoughts don’t cross your mind then I suggest you not take on any leadership roles. Just trying to put the human in HR. Love to know what everyone else thinks. #hr #humanresources #leadership

A Master Class in how not to layoff employees...

Hate seeing the news out of Tesla. Frankly, I hate seeing layoff news in general. 𝗜𝘁'𝘀 𝗻𝗼𝘁 𝗮 𝗳𝘂𝗻 𝘁𝗶𝗺𝗲 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄 𝗳𝗼𝗿 𝗮 𝗹𝗼𝘁 𝗼𝗳 𝗽𝗲𝗼𝗽𝗹𝗲.  As a recruiter, I try to be mindful of that, not just in my day-to-day work of putting people in front of opportunities I currently have, but also in terms of opening up trusted areas of my network, offering guides, the webinar pieces we've been putting together for about a year now, etc.. If you're seeing this post and worried about your job/company stability, bills to pay, et al, etc., know this, for what little it is worth: you're not alone, and this very much can be just a brief season in your life. I could tell some really personal stories about people I know who've turned down times in their lives into pivotal turning points in their own stories, myself included. Reach out if you'd be interested in a Re-Engagement Guide, an interview prep guide, or in attending one of my two running webinar series oriented toward helping job seekers land on better paths. And hey, if you want to talk baseball in my messenger, I'm here for that, too... Keep pushing forward. Whether it's just a couple large steps to your next big thing or 4,212 small ones, I'm here, and I'm rooting for you. (Root for me, too.)