Only as strong as your weakest link
The fierce competition between Waymo and Uber just witnessed a new Game of Thrones-esque twist. On Tuesday, Uber fired Anthony Levandowski, a vice president of Technology in the company.
Anthony Levandowski, a brief history
Levandowski was recently in the news for being the engineer accused of stealing trade secrets regarding self-driving automobiles when he left Waymo. After Levandowski quit working at Waymo, he then started his own company called Otto.
Things got complicated when Uber acquired Otto last year for $680 million.
Waymo, owned by Google’s parent company Alphabet, sued Uber in civil court a few months after the Otto acquisition accusing Levandowski of stealing confidential information—9.7 gigabytes of data— and taking it directly to a competitor.
The lawsuit between the two tech giants, now in court, has very high stakes.
Uber’s future depends on the case’s outcome
Google has already spent hundreds of millions of dollars for nearly a decade to dominate the autonomous car technology market.
Meanwhile,Uber’s future is squarely hedged on creating cars that can drive themselves.
Uber’s latest firing may indicate the company’s unwillingness to participate in a drawn-out lawsuit and further controversies, despite the risk of suffering setbacks in their ability to bring self-automated cars to the market.
In March, Mr. Levandowski, who is not being sued personally by Waymo, claimed his Fifth Amendment right against self-incrimination when a federal judge ordered him to hand over evidence and testimony relating to the accusations.
That was unexpected
Reports indicate that Uber urged Levandowski’s cooperation, but felt frustrated by his intransigence and obfuscation from then onwards. A split developed. Levandowski stopped reporting to the CEO, and recused himself from decisions regarding lidar technology, at the heart of self-automation. Soon afterwards, California District Judge William Alsupi legally barred Levandowski from any work on lidar.
The Court also ordered Uber to produce painstaking details about Levandowski’s hiring, and to return any stolen data.
Uber faced an inescapable reality. It could not use its biggest techie’s knowledge on the very thing he was hired to perform.
Earlier this month, an Uber lawyer warned Levandowski of “adverse employment action”, stating “while we have respected your personal liberties, it is our view that the court’s order requires us to make these demands of you,” adding “We insist that you do everything in your power to assist us in complying with the order.”
Not long ago Uber’s CEO, Travis Kalanick described Mr. Levandowski as “one of the world’s leading autonomous engineers” when he wooed the whole team of tech engineers at Otto into Uber’s fold.
A year later, his company was forced to fire their star engineer for missing an internal company deadline to turn over information regarding the Waymo lawsuit.
Some may see this as the self-automation wizard’s self-destruction. On the other hand, perhaps it is a calculated risk to avoid personal criminal charges, given his alleged culpability.
This web platform for cannabis is blowing up online distribution
(BUSINESS NEWS) Dutchie, a website platform for cannabis companies, just octupled in value. Here’s what that means for the online growth of cannabis distribution.
The cannabis industry has, for the most part, blossomed in the past few years, managing to hit only a few major snags along the way. One of those snags is the issue of payment processing, an issue compounded by predominantly cash-only transactions. Dutchie, a Bend, Oregon company, has helped mitigate that issue—and it just raised a ton of money.
Technically, Dutchie is a jack-of-all-trades service that creates and hosts websites for dispensaries, tracks product, processes orders, keeps stock of revenue, and so much more. While it was valued at around $200 million as recently as summer of 2020, a round of series C funding currently puts the company at around $1.7 billion—approximately 8 times its worth a mere 8 months ago.
There are a few reasons behind Dutchie’s newfound momentum. For starters, the pandemic made cannabis products a lot more accessible—and desirable—in states in which the sale of cannabis is legal. The ensuing surge of customers and demand certainly didn’t hurt the platform, especially given that Dutchie is largely responsible for keeping things on track during some of the more chaotic months for dispensaries.
Several states in which the sale of cannabis was illegal also voted to legalize recreational use, giving Dutchie even more stomping ground than they had prior to the lockdown.
Dutchie also recently took on 2 separate companies and their associated employees, effectively doubling their current staff. The companies are Greenbits—a resource planning group—and Leaflogix, which is a point-of-sale platform. With these two additions to their compendium, Dutchie can operate as even more of an all-in-one suite, which absolutely contributes to its value as a company.
Ross Lipson, who is Dutchie’s co-founder and current CEO, is fairly dismissive of investment opportunities for the public at the moment, saying he instead prefers to stay “focused with what’s on our plate” for the time being. However, he also appears open to the possibility of going public via an acquisition company.
“We look at how this decision brings value to the dispensary and the customer,” says Lipson. “If it brings value, we’d embark on that decision.”
For now, Dutchie remains the ipso facto king of cannabis distribution and sales—and they don’t show any plans to slow down any time soon.
Ford adopts flexible working from home schedule for over 30k employees
(BUSINESS NEWS) Ford Motor Co. is allowing employees to continue working from home even after the pandemic winds down. Is this the beginning of a trend for auto companies?
The pandemic has greatly transformed our lives. For the most part, learning is being conducted online. At one point, interacting with others was pretty much non-existent. Working in the office shifted significantly to working remotely, and it seems like working from home might not go away anytime soon.
As things slowly get back to a new “normal”, will things change again? Well, one thing is sure. Working from home will be a permanent thing for some people as more companies opt to continue letting people work remotely.
And, the most recent company on the list to do this is Ford Motor Co. Even after the pandemic winds down, Ford will allow more than 30,000 employees already working from home to continue doing so.
Last week, the automaker giant announced its “flexible hybrid model” schedule to its staff. The new schedule is set to start in the summer, and employees can choose to work remotely and come into the office for tasks that require face-to-face collaborations, such as meetings and group projects.
How much time an employee spends in the office will depend on their responsibilities, and flexible remote hours will need to be approved by an employee’s manager.
“The nature of work drives whether or not you can adopt this model. There are certain jobs that are place-dependent — you need to be in the physical space to do the job,” David Dubensky, chairman and chief executive of Ford Land, told the Washington Post. “Having the flexibility to choose how you work is pretty powerful. … It’s up to the employee to have dialogue and discussion with their people leader to determine what works best.”
Ford’s decision to implement a remote-office work model has to do in part with an employee survey conducted in June 2020. Results from the survey showed that 95% of employees wanted a hybrid schedule. Some employees even reported feeling more productive when working from home.
Ford is the first auto company to allow employees to work from home indefinitely, but it might not be the only one. According to the Post, Toyota and General Motors are looking at flexible options of their own.
Unify your remote team with these important conversations
(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.
Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.
According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.
Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.
Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.
With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.
The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.
Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.
Opinion Editorials3 days ago
3 things to do if you *really* want to be an ally to women in tech
Opinion Editorials1 week ago
Questions you wished recruiters would answer
Business Entrepreneur4 days ago
15 tips to spot a toxic work environment when interviewing
Business Entrepreneur1 week ago
Zen, please: Demand for mental health services surges during pandemic
Opinion Editorials3 days ago
4 simple tips to ease friction with your boss while working remotely
Opinion Editorials2 days ago
Why robots freak us out, and what it means for the future of AI
Opinion Editorials1 week ago
6 skills humans have that AI doesn’t… yet
Business Entrepreneur1 week ago
This startup makes managing remote internships easier for all