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According to a survey conducted by Resumé Builder , 89% of companies offering voluntary separation in 2023 said they were inspired by Elon Musk’s decision in November of last year to offer a form of such to staff who aren’t prepared to go “extremely hardcore” and do lots of additional work.
Layoffs made the headlines on an almost-daily basis throughout 2023, with the tech sector witnessing record numbers of redundancies as the entire global economy suffered. While alternatives like voluntary separation are being explored, it’s unlikely to reverse the trend completely.
After acquiring the social media platform last year, Elon Musk issued an ultimatum to Twitter’s staff: work longer hours and go “extremely hardcore”, or quit and receive severance pay – also known as a “voluntary separation agreement”.
89% of businesses that offered voluntary separation agreements in 2023 in an attempt to avoid making more layoffs say they “took their cue” from Twitter chief Elon Musk.
Famously, after making the announcement, Musk said employees only had until the end of the day to decide whether they wanted to stay or jump ship. As with much of his behavior at the helm of Twitter, he was widely criticized for the decision, and 1,200 employees resigned following his crassly delivered ultimatum.
Of the 89%, half (50%) admitted they were strongly inspired by the billionaire tech tycoon’s actions, while 39% said they were “somewhat” influenced by him.
Musk has been forced to make additional layoffs since then, but for the companies he inspired, it’s largely been a different story; 95% of businesses report that voluntary separation either was either “somewhat” or “highly” successful in preventing layoffs.
However, 53% of companies say they still need around 20% of their workforce to leave voluntarily to avoid making more staff redundant over the next year.Voluntary Separation: the New Norm?
Over 95% of companies have admitted they are either “very likely” or “somewhat likely” to offer voluntary separation to employees in 2023, in an effort to avoid continually making layoffs, Resumé Builder found.
61% of these businesses say they will offer even more voluntary separation agreements than they did this year while 49% of businesses that were yet to offer voluntary separation said they were likely to start offering agreements in 2023.
The hope for many executives is that employees already “quiet quitting” and doing the bare minimum that they’re contracted to do will simultaneously be most inclined to leave and least likely to be missed by the business.The Downsides of Voluntary Separation
Although 90% of businesses said that voluntary separation will help them reduce costs, there is some fear that the practice could ultimately turn out to be counterproductive for companies.
68% of those who answered the survey admitted they worry that offering voluntary separation agreements will lead to the company losing its best employees.
If you give employees monetary incentives to leave their jobs, there will always be a proportion that takes you up on that offer. However, you’ll have to have to consider the effect making a string of layoffs will inevitably have on the morale of existing employees.
For tens of thousands of companies struggling in the current economic climate, 2023 will be full of difficult decisions like this. Whether turning to Elon Musk for direction again is a good idea, however, is certainly questionable.
You're reading 89% Of Firms Say Elon Musk Inspired Them To Try Layoff Alternative
CNBC reported on Friday that Twitter’s full-time workforce has been reduced to about 1,300 active employees. The report claims that the number includes fewer than 550 full-time engineers. Elon Musk’s tweet is to debunk this false report. CNBC also claims that about 75 of the company’s 1,300 employees are on furlough. This includes about 40 engineers, CNBC said, citing internal records.
“That claim is incorrect,” Musk tweeted in response to a tweet citing CNBC. “Twitter has approximately 2,300 active employees.”
Musk adds: “There are still hundreds of employees working on trust and safety, and several thousand contractors. My other companies have less than 10 people working on Twitter.”
In addition, Musk also said that Twitter can be updated normally in the Apple App Store. Musk took over Twitter last October — for $44 billion — and quickly made a series of product and organizational changes. The company rolled out a modified Twitter-verified Blue badge as a paid service and also laid off about 50% of its staff.Elon Musk announced the “new” feature on Twitter Twitter does not allow the development of third-party clients
A few days ago, Twitter released the “Developer Agreement” updated terms. The new update clearly states that developers can no longer develop third-party Twitter apps. It is explicitly mentioned in the terms that developers are not allowed to “create alternative or similar services/products to the Twitter application”.
This means that third-party Twitter apps such as Tweetbot, Twitterrific, Aviary, Echofon, Birdie, etc. will no longer function properly. At the moment, it is unclear whether these third-party clients will restore access in the future. Twitter officials quietly adjusted the API last Thursday. The result of this is a large number of third-party clients not working properly. The official tweeted on January 18, saying: “Twitter is enforcing its long-standing API rules. This may cause some apps to not work.”
During the whole process, the developers of the third-party client never received any notification from Twitter. They also did not receive an official letter requesting closure. Twitter and even officials have never made it clear which APIs are violated.Twitter Auction of Hundreds of Office Supplies
The company has been trying hard to cut costs since Elon Musk took over. For Mr Musk, the basic way of cutting costs is to fire employees. However, this is not the only way. According to reports, Twitter has auctioned off some office supplies at its San Francisco HQ. The company sold off a wine cooler, pizza oven and other supplies. This appears to be the latest move by the company to cut costs.
An auction page of the auction company, Heritage Global Partners shows that more than 600 items were sold online. On the page, the items are described as “surplus office assets”. It is worthy of note that the auction items include a 10-foot-tall Twitter bird logo neon sign. The final auction price of this asset is $40,000. However, Nick Dove, president of Heritage Global Partners, said in an interview that the auction has nothing to do with Twitter’s crisis.
On Sunday, April 10, Parag Agrawal, CEO of Twitter tweeted Elon Musk will no longer be joining the social media company’s board of directors.
This comes less than one week after he was offered a seat after becoming Twitter’s largest shareholder.
— Parag Agrawal (@paraga) April 11, 2023
On April 4, the Tesla CEO acquired a 9.1% stake in Twitter. The company then announced he would be appointed to the 12-member board pending a background check and formal acceptance.
The position, which was not a top-tier one, would have become official on Saturday, April 9. That morning, Musk notified Twitter he would not be accepting it. He did not give specific reasons for his change of heart.
This comes just days after Musk indicated his excitement about joining the board, tweeting “Looking forward to working with Parag & Twitter board to make significant improvements to Twitter in coming months!”Musk Shares In Twitter No Longer Limited
As per his agreement for a seat on the board of directors, Musk’s stake in Twitter would have been limited to 14.9% or less of common stock during his tenure, and for 90 days after.
The position also would have come with a fiduciary duty to act in the best interests of the company and its shareholders, and Musk has been publicly critical of the platform in the past.
By rejecting the seat, Musk is no longer constrained by either of these requirements. However, as Agrawal pointed out in a note sent out to the company, “Elon is our biggest shareholder and we remain open to his input.”Tesla CEO Now Free to Criticize Platform
In two since-deleted tweets from over the weekend, Musk directed further critiques at Twitter. One tweet suggested turning company’s San Francisco headquarters into a homeless shelter and another suggested everyone who signs up for Twitter Blue should be given an authentication checkmark.What Does This Mean for Twitter’s Future?
Musk no longer has a cap on the number of shares he can hold, opening the door for a hostile takeover. As the world’s wealthiest man, he has the resources to buy any shares that hit the market.
In the wake of these announcements, Twitter’s stock price has fluctuated wildly, soaring by as much as 30% following news of Musk’s acquisition, followed by another 10% when his appointment to the board was announced. Following news of his reversal, shares dropped by as much as 4% in pre-market trading Monday before rebounding slightly.
Agrawal’s statement suggested the fallout from Musk’s actions could cause distractions within the company, but insisted goals and priorities remain unchanged.
Featured Image: G-Stock Studio/Shutterstock
This story is developing.
Elon Musk is wasting no time following through on rumors of his promise to gut Twitter’s workforce. Upon his recent $44 billion purchase of the social media platform, the Tesla and SpaceX CEO floated firing about half of the company’s roughly 7,500 employees. In an internal, unsigned email sent to staff yesterday and subsequently circulated online, it was conveyed that “in an effort to place Twitter on a healthy path, we will go through the difficult process of reducing our global work force.” A few employees already reported receiving termination notices on Thursday, with many more announcing wholesale shutdowns of various departments early this morning.
As reported by Gizmodo, at least five former employees are already readying a class action lawsuit against Twitter for failure to comply with California’s WARN Act, “a law that requires large employers to provide 60 days of notice to employees before mass layoffs.” Meanwhile, as many as 1 million users have already deactivated their Twitter accounts, according to MIT Technology Review.
Based on former employee tweets and news outlet sources, the cuts as anticipated appear to affect roughly half the workforce, including product trust and safety, policy, curation, AI, data science, research, social good, machine learning, and vital engineering teams. The Washington Post also notes via anonymous sources that Twitter’s entire communications team now consists of just two people.Machine Learning Ethics, Transparency, and Accountability (META) Team
Confirmed via former Twitter employee Joan Deitchman, the META team (not relation to Facebook’s parent company) was responsible for “researching and pushing for algorithmic transparency and algorithmic choice… studying algorithmic amplification… [and] inventing and building ethical AI tooling and methodologies.”
The department’s dissolution could make it more difficult to understand how Twitter’s algorithms decide what stories and trends are pushed more than others, as well as decrease transparency in the ways the company decides to mitigate and address AI bias.Curation Team
Confirmed via former employee, Andrew Haigh, the Curation Team’s recently launched website described its focus as being “responsible for highlighting and contextualizing the best events and stories that unfold on Twitter… including Topics, Trends descriptions, and Moments, makes it easy for customers to experience only-on-Twitter conversations and get the most out of the platform, regardless of which accounts they follow.” Another former team member, James Glynn, was the group’s Senior Curation Lead dedicated to “Misinfo, Elections, [and] Crisis Situations.”
Decreased focus on how stories and news cycles are both promoted, described, and fact-checked could make it much harder for Twitter users to trust trending topics’ veracity and objectivity.Accessibility Experience Team
Confirmed by former engineering manager, Gerard Cohen, Accessibility Experience pretty much concerned what the name implies—making Twitter’s interface and interactions as intuitive to users as possible, regardless of physical access issues. Most recently, the team introduced the “Alt Text” feature for images, which provided descriptions of tweeted media for users with vision impairments and issues. “We had so much more to do, but we worked hard! There aren’t very many people that have had the opportunity to make such an important global platform like Twitter accessible, but we understood the mission,” Cohen wrote on Twitter.
The lack of a dedicated accessibility team might mean far less support for users who could benefit from interface accommodations and upgrades. This, hypothetically, may minimize who can use Twitter.Human Rights Team
Shannon Raj Singh, now former Human Rights Counsel at Twitter, tweeted today that the entire team has been cut from the company. The team was focused on protecting Twitter users, journalists, and activists facing human rights violations around the world, including those in the midst of conflicts like those in Ethiopia, Afghanistan, and Ukraine. According to Singh’s tweet, the team had also implemented the UN Guiding Principles on Business & Human Rights.
Introduction to NestJS Alternative
Web development, programming languages, Software testing & othersTop 10 NestJS Alternatives
Below is the list of NestJS alternatives1. Ext Js
Another best alternative for NestJS is Jhipster. Its is free and open-source application generator which is used to develop modern web application and microservices using angular or react and spring framework. It is written in Java. Jhipster generate full-stack application and microservices. It also generates CRUD entities directly or by scaffolding. It provides various tools to generate a project with java stack at server-side and responsive web front at client side.3. Angular
It is free and open-source web application framework written in typescript language. Angular components are the part of the module or we can say that module contains components that implement the business logic of the application and also they contain the template which is going to trigger when they invoked. Angular has improved over time in terms of performance, handling events, provide support for different browsers, and type checking.4. Express.js 5. D3.Js
Here in this article, we have discussed the various alternatives for NextJs such as Ext Js, Jhipster, Angular, Express JS, DevExpress, chúng tôi chúng tôi chúng tôi CreateJS, and chúng tôi Each has its own features and limitations. Based on your requirements and use you can choose one of them.Recommended Article
This is a guide to NestJS Alternative. Here we discuss the Introduction, and list of NestJS alternatives with their features and limitation respectively. You may also have a look at the following articles to learn more –
The process of simultaneously laying employees off and making new hires needs to be navigated cautiously.
If you lay an employee off and rehire for the same position within six months, you are opening up your business to potential lawsuits.
Communicating the “what,” “how” and “why” of layoffs, especially if simultaneous hires are also underway, is important to the continuity of your business. Employees should never have to guess why these employment actions are taken, how they are exercised, and what timeline is involved.
This article is for small business owners who might need to lay off and hire staff at the same time.
Laying employees off is never a pleasant experience. At times, layoffs are necessary for a business to maintain continuity through lean times. However, there may be instances when you need to lay off employees while bringing new workers on board at the same time. Before you undertake this staffing conundrum, it is important to understand what you legally can and cannot do and how best to communicate the workforce changes to your staff.What is a layoff?
Before moving forward with layoffs and potential new hires, it is important to understand what a layoff is and how it differs from other forms of employee separations.
Layoffs are generally a reduction in force. This could be just one employee or many employees at one time. Layoffs can be temporary or permanent, and they can occur across multiple departments within a business or just in one.
Performance or behavior issues with employees should not be dealt with through layoffs. This process should not be an excuse to get rid of a troubled employee.
That said, in mass layoffs it is common practice to eliminate the positions of lower-performing employees and those with behavioral issues first. Just understand that you cannot turn around and fill the same position right away with another person.Is it legal to simultaneously lay off and hire employees?
The short answer is yes, but there are some caveats. You cannot lay off an employee in a specific position and then immediately fill that same position with a new hire. If that is the route you are looking to take, you cannot refer to that employee’s termination as a layoff. Doing so could open you up to wrongful termination lawsuits, which can be difficult to defend against.
A company can lay off and hire at the same time when these employment actions do not overlap on the same job or position. You can legally lay off and hire employees simultaneously if you are experiencing a reduction in business and no longer need an operations manager, for example, but do need to hire more sales professionals to bring in new business.
You can legally lay off and hire employees at the same time, but you cannot lay off an employee only to quickly hire someone else to fill that same position.
A good general rule is to wait at least six months before refilling a position that you laid an employee off from.When to lay off employees
Many factors can force employers of all sizes to lay off employees.
Economic downturns: When the entire economy shrinks or slows, companies within many industries have to come up with ways to save money. Employees are expensive, and if there are ways for a company to go without certain positions, the employees within those positions are removed from the workplace.
Mergers and acquisitions (M&As): When two companies become one, there are almost always superfluous positions and, thus, employees left in the wake. Determining which ones to retain and which to let go is an inevitable part of mergers and acquisitions.
Relocating or moving operations: When a business physically moves to a new facility in a distant city or different state, local employees usually won’t uproot their lives and move with the company. The lower an employee’s pay is, the less likely they are to relocate for the company.’
Evolution, technology and automation: As technology continues to improve, it’s inevitable that certain functions employees used to perform will no longer be necessary. To limit redundant coverage, employers reduce headcount when it is no longer needed.
Growing internationally, outsourcing or offshoring: For many reasons, mostly to save money, some employers move their operations overseas (for example, outsourcing to an offshore call center), where labor costs are far less than in the U.S. In these situations, entire plants may close down, resulting in thousands of employees being laid off at once.Should layoffs be permanent or temporary?
Layoffs, in and of themselves, should be communicated to the employee as a permanent departure from the company. If circumstances change, you can always contact them and explain your reasons for inviting them back. Never promise future employment to anyone, however, since you cannot predict the future. More importantly, a verbal promise of employment may be considered a contract for employment in legal circles.Should I consider rehiring laid-off employees?
Whether or not to rehire laid-off employees is mostly a matter of the employer’s judgment. If it’s been less than six months from when you laid off an employee to when you need someone in the position again, it is good practice to rehire the same employee. If the laid-off worker was a good employee overall and had a positive experience with your company, there should be no reason not to rehire them if you need that role in your company again.
Did You Know?
You can hire back laid-off employees if you need them again. However, you should never use layoffs as a cover for terminating problematic employees.How to communicate reasons for layoffs and/or simultaneous hiring
There are specific avenues you should take when communicating with the employees you are laying off, as well as when informing the rest of the company.Communication for exiting employees
Being laid off is never a pleasant experience, and all employers should be mindful, sensitive and patient throughout the process. Anyone in your company who will be delivering the news to laid-off employees needs to know what to include in the notification meeting and how to say it clearly and compassionately.
You, your human resources representative or the employee’s manager should address these five areas in the notification meeting with the employee:
Explain the business rationale for the layoffs — and theirs specifically.
Provide the employee a written letter with all the relevant information, including the effective date and an explanation of the impact on their benefits (e.g., how they will be discontinued).
Explain the details of their severance package.
Tell them about any outplacement services that your company or an organization in your area offers.
Lay out their next steps, such as returning company equipment.Communication for remaining employees
You and your leadership team should inform the remaining employees that layoffs took place and the reasons behind them. If possible, present this news in person, such as in an all-staff meeting. For large, remote or widely dispersed teams, a video conference may be appropriate.
Follow up the initial announcement with a detailed email to all employees that reinforces what was shared in the meeting. Team leaders, managers and supervisors should pull their teams together to check in, ask if there are any questions, and remind the team to practice self-care. Survivor’s guilt in the wake of layoffs is a real phenomenon that you shouldn’t ignore. Managers should acknowledge this and, if your company offers it, remind their team of your employee assistance program (EAP) services.
Consider these tips for how leaders should communicate with their remaining team members:
Spell out the layoff processes so employees know what those who are being laid off will be experiencing and what the impact on the team will be.
Listen to your team’s concerns, let them vent, and acknowledge their fears with compassion and authenticity.
Describe a future vision for employees, their roles, the team and the company as a whole.Communication for customers
You may be embarrassed or reluctant to share the news with the public, but your reduction in force could be helpful for customers to know about, particularly if it may impact their service or delivery timing. Provide your managers, sales professionals and any customer-facing staff with scripts on what to say so they are equipped to handle tough conversations.Maintaining a healthy balance
As an employer, you never look forward to laying off any of your staff. But in the best interest of your entire company, there may be times when layoffs are necessary.
Approaching the situation with transparency and honesty is one of the best ways you can handle layoffs. Effective communication with your employees can help you maintain positive relationships with them, which can be beneficial if you later have the resources to rehire the ones you laid off.
Additional reporting by Shayna Waltower and Max Freedman.
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