While executives, HR pros, and rank-and-file employees have their own opinions on the matter, there is no doubt where Musk stands on the matter. It is clear from the leaked email that Musk’s return-to-work policy is simple. They were to. It is necessary to work.
While sharing the policy, Musk wrote that staff must be in the office at least 40 hours per week or leave.
The way in which the policy was communicated shocked many inside and outside the company. Changing remote work arrangements sparked a debate.
Critics of Musk’s policy and method of communicating it wonder if he was asking for resignations to avoid layoffs. A couple of days later the question was resolved. Staff layoffs of 10 percent were mentioned in a leaked email.
He reversed himself on the Saturday after the bomb.
There will be an increase in total headcount, but there should be no change in the amount of work.
That’s right, >
The date is June 4, 2022, according to Elon Musk.
There were silent wishes.
Despite the flip-flipping, some leaders wish they could say the same thing as Musk: return to work or else. If a return to traditional working arrangements is on the horizon, these leaders are starting to wonder if Musk has broken the ice.
Musk gets in hot water often. His style is incorrect and direct. While his perspective may be shared, the fear of more resignations, blowback from staff and other internal challenges have executives whistling past the graveyard.
Policy changes are coming at many businesses It is possible to avoid losing good employees by carefully communicating with them.
In addition, thoughtful internal communication can improve the experience for staff, customers, and clients.
Musk’s flurry of email provides many lessons for those in charge of communicating policy changes.
Expectations should be set. Everyone fails by an ambiguous policy. Minimum 40 hours per week is required by Musk. There is a choice to leave or the expectation. The message is clear despite the harsh words in the email.
Don’t be angry. The audience’s perspective is always considered when assembling messages. Soft delivery makes unpopular policies go down easier. It’s always a bad idea to belittling those that have been impacted.
If you have an argument avoid it. It’s important to communicate what others think is bad news thoughtfully. Adding to Musk’s first email was the lie that those working from home are making calls. Try to stay positive if the policy is taken negatively.
The lead should be by example. Musk does more than his employees are told to. It is difficult to argue that employees are more effective working from home than someone who sleeps in their office. Musk assumes that employees care about the business as much as he does. Showing you care about the team is even better than showing you care about the company.
Team Mentality is maintained. Musk takes complete credit for keeping the company out of insolvency. It is not uncommon for leaders to be given credit or blame. It is important to recognize members. Employees who were productive working at home may feel attacked by the new policy. Those who work on the job may feel slighted.
Benefits aren’t requirements. Musk has a great job unifying employees. Creating and manufacturing “the most exciting and meaningful products of any company on Earth” is a tremendous cry, but in the context of suggesting resignations and “remote pseudo office,” it falls flat.
There are data-driven decisions.
There are many examples of successful WFH. Some were failures. As leaders work to figure out what is best and consider adapting policies, they would be wise to avoid making broad assumptions or changing policies based on anecdotal evidence.
Give your employees a reason to be excited when they come to work. They can be more efficient if you show how in-person contributions are valuable. Maybe you need to rethink the policy if you can not do that.
Dan Rene is a managing director.
The views of the writer do not necessarily reflect those of PRNEWS. We would like opposing essays from our readers.