The Department of Government Efficiency (DOGE), led by Elon Musk, has been making headlines for various reasons—most recently for sending “What did you do last week?” emails to US government employees.
Musk took to his official X (formally Twitter) handle and tweeted, ‘Consistent with President Donald Trump instructions, all federal employees will shortly receive an email requesting to understand what they got done last week. Failure to respond will be taken as a resignation.’
This initiative is part of Musk’s broader effort to reduce federal spending, eliminate inactive staff, and implement job cuts. The emails reportedly warned that employees who failed to respond before the given deadline would be considered as having resigned.
The email instructed federal workers to submit a list of five accomplishments from the past week. However, the directive quickly sparked confusion and backlash. On Monday, the Department of Justice (DOJ) intervened, informing its employees that responding to the email was voluntary.
An internal DOJ memo clarified that during a meeting with the Chief Human Capital Officers Council, the Office of Personnel Management (OPM) confirmed that failing to respond would not be considered a resignation—contradicting Musk’s initial claim.
Despite this, Musk doubled down on his criticism of federal workers on X (formerly Twitter), writing:
“The email request was utterly trivial, as the standard for passing the test was to type some words and press send! Yet so many failed even that inane test, urged on in some cases by their managers. Have you ever witnessed such INCOMPETENCE and CONTEMPT for how YOUR TAXES are being spent?”
What do employees learn from this?
This controversy surrounding Elon Musk’s “What did you do last week?” emails offer key takeaways for employees navigating workplace expectations, especially in high-pressure environments. Here are five lessons employees can learn from this:
Proactively highlight your contributions: Consistently tracking and sharing your achievements ensures visibility and career stability. Even when not explicitly required, maintaining a record of your work helps showcase your value to the organization.
Verify policies before taking action: Rather than reacting impulsively to directives, employees should first confirm workplace policies through official channels. Misinterpretations can lead to unnecessary panic and missteps.
Stay adaptable amid workplace shifts: Organizations evolve, and so do their expectations. Employees who remain flexible and quickly adjust to new reporting structures or accountability measures enhance their job security.
Clear communication prevents misunderstandings: Even if a request seems redundant, responding professionally can help maintain transparency and avoid potential conflicts. Employees should engage with managers and HR to ensure compliance with genuine workplace expectations.
Leadership changes influence work culture: New leaders often bring different priorities and management styles. Being aware of these shifts while understanding workplace rights is essential for long-term career growth and stability.
