Tesla’s board has approved a staggering $29 billion compensation package for CEO Elon Musk, consisting of 96 million restricted shares—with only one condition: he must stay in a leadership role for two more years.
That’s it. No performance goals. No delivery targets. No innovation milestones.
Just stay in the chair.
Critics say the deal lacks accountability and looks more like a desperate move to keep Musk from walking away than a reward for tangible achievements. For a company built on disruption and performance metrics, this deal has struck many as a contradiction.
Industry analysts are calling it a corporate "Catch‑22":
If Tesla lets Musk go, investor confidence could plummet.
But if they reward him without performance benchmarks, what message does that send to shareholders and employees?
This comes at a critical time—Tesla is expanding its Robotaxi program, battling falling sales in Europe, facing growing competition from BYD, and dealing with increased scrutiny over Full Self-Driving. Leadership stability is crucial—but at what cost?
Supporters argue that keeping Musk in control is essential to Tesla’s future in AI, robotics, and global energy leadership.
Detractors say this sets a dangerous precedent, making Tesla too dependent on one man.
What do you think?
Is this the price of visionary leadership—or a red flag for Tesla’s governance model?
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