Two things today, EH hires back a multi 6 figure role that was eliminated previously “it is needed to improve relationships”. Innovation and newness is what retailers want. What is needed is skim EH executive direct reports does the board really think it will turnaround the company? It seems the board keeps spending and spending while stock drops. Teams are burntout, LT keeps demanding performance. In a recent meeting it was alluded that working teams should feel privileged to work at Nk and be happy yeah cheerleader. Leading up to that was sorry we are lean staffed with heavy workloads but we have to keep the pace and without being grumpy. Its pretty clear LT wants to place the blame on the staff as if the lack of LT strategy and decision making isn’t to blame. Its easy when you make the plus six figures to push the blame on someone else. LT is completely out of touch with their teams. LT should acknowledge their involvement in the state of the business, just be honest. And feel some real sorry, see it from the working peoples side.
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Its the same everywhere, people. We now live in a completely transactionalized world and employees have become just commodities. There are no more private pensions. 8% annual bonus if anything. I sit in interviews retching while listening about how everyone is family and so deeply valued. Yeah, I say. Everyone is family until you get tossed in the street after a dozen years. Spare me your useless drivel. I've stopped listening. I'm here for a paycheck, not to be part of your ridiculous social experiments.
Eliminate the Chief Commercial Officer and CTO to “reduce layers,” then bring both roles back 6 months later. Nothing says “win now” quite like deleting leadership roles just long enough to rehire them. Truly a masterclass in strategy from the brilliant EH.
@OP This is genuinely inspiring. EH eliminates a multi-six-figure position, then brings it back because - plot twist - “relationships” are important. Apparently that breakthrough required firing people, exhausting the remaining staff, and watching the stock continue its journey toward the Earth’s core.
The turnaround strategy is equally brilliant: keep the executive layer comfortably padded, understaff the teams doing the actual work, demand more innovation at greater speed, and then explain that employees should feel “privileged” to participate in their own burnout. But please, no grumpiness. Nothing ruins executive morale faster than workers developing visible symptoms of reality.
And when the strategy fails? Obviously blame the exhausted employees. It couldn’t possibly be the leadership team making the decisions. They only hold the authority, control the budgets, determine the strategy, reorganize the company, and collect the largest paychecks. Clearly, they are innocent bystanders.
At this point, LT doesn’t need another meeting, consultant, reorganization, or six-figure relationship whisperer. It needs a mirror although they would probably eliminate it, rehire it twelve months later, and announce that reflection is now a critical business priority.
EH is an absolute failure