Tesla’s Elon Musk has stirred controversy over the
last month by announcing that all contractors must be vouched for by a
permanent member of staff, or see their contracts terminated the following
A general focus on efficiency at the company has led
to specific concerns regarding the use of contractors and sub-contractors –
Musk refers to the problem as a “Russian nesting doll of contractor,
subcontractor, sub-subcontractor etc before you finally find someone doing
actual work”. This is not an uncommon issue for large firms, particularly
hi-tech and high-end engineering companies, but is Musk’s hard-line approach a
little too harsh?
An email sent earlier this month by Musk to all
employees read thus:
It is not difficult to understand Musk’s motives – no
company wants to have layer upon layer of sub-contractors, muddying the lines
of report and making it difficult to track efficiency and productivity. It’s
also entirely understandable to want to ensure that you have only the very best
contractors working for his business – no-one wants to have underperforming
workers hiding behind 2 or 3 other people.
However, asking current staff members to “put their
reputation on the line” for contractors seems to be a very harsh way of
assessing the situation, and could cause damage to Tesla’s reputation as an
employer amongst the contingent workforce, a growing concern.
It is my opinion that this controversial move is a
sort of knee-jerk reaction to a bigger problem – that Tesla are not managing
their contingent workforce correctly or efficiently for their purposes – and
that this could have negative ramifications moving forward, especially if they
need to hire further contingent or contract workers in the future.
If the company finds itself with multiple layers of
sub-contractors and a lot of time and material contractors, where the intention
is to have fixed-fee, deliverable work, it would imply that Tesla does not have
control of their contingent workforce, and it is not being effectively managed
Implementing a proper Contingent Workforce Management
Program could help prevent problems like this in the future, providing clear
oversight and ensuring the proper classification of all workers and work, as
well as maintaining the suitable split of the workforce between time &
material, and Statement of Work contracts.
If you'd like to learn more about how to implement such a program within your organisation, please feel free to give me a call for a chat on +44 1737 236 816 or send me an email at firstname.lastname@example.org