Elon Musk’s Neuralink employees unpack. The boardroom applied disproportionate pressure.
Founder of Tesla and SpaceX Elon Musk Always mentioned with his startup Neuralink Desire to help people. the 2016 As is known, the human mind would like to start with a user interface Provided so you can connect to a computer. Research should serve this purpose as well diseases And injuries In the human body, including spinal cord disorders, schizophrenia or Parkinson’s disease.
So far, however, the company has been inner turmoil plagued The co-founder of Neuralink recently left the company. How is that American Fortune magazine reports, many other members of the founding team have now pulled out as well. And the former employees are not on good terms with the company.
Employees always take responsibility
Speaking to Fortune, they said Musk created a “culture of pressure and blame.” He would demand unrealistic schedules from the staff. “There was dissatisfaction from above about the pace of progress, even though we were moving incredibly quickly,” says a former Neuralink technical team member who worked for the company in 2019. However, Elon was not satisfied.
Several employees also reported that Neuralink has a strict policy that prevents them from blaming suppliers or sellers for any delays. You also had to respond to missed deadlines that were beyond your control.
Fear reigns in Neuralink
That is why fear has constantly ruled Neuralink. Another former employee notes: “Everyone in Musk’s empire is driven by fear.” A culture of blame contributed to the constant attendance and going of Neuralink employees. subordinate 8 scientistsThat’s just what Musk hired to build Neuralink 2 left.
Consequently Researcher Tim HansonThis blame game and atmosphere of fear will also negatively affect the company’s results: “There is a disconnect,” he says, between the speed with which technical issues can be resolved and the somewhat slow pace of fundamental research. “Basic research is going slowly,” Hanson told Fortune. This is mainly due to the high staff turnover.
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