Core Viewpoint - The internal letter from Yu Minhong, founder of New Oriental, sparked criticism among employees due to perceived insensitivity regarding their hard work while he was in Antarctica celebrating the company's anniversary [1][3]. Group 1: Employee Reactions - Employees expressed feelings of unfairness and lack of empathy, highlighting the contrast between their struggles and Yu's leisure in Antarctica [3][4]. - The letter was seen as overly sentimental and disconnected from the realities faced by employees, leading to a sense of frustration [1][2]. Group 2: Entrepreneurial Perspective - Yu Minhong's letter reflects his typical optimistic and motivational style, but it failed to resonate with employees in the current challenging environment [1][2]. - The changing mindset of employees demands more practical and empathetic communication from leadership, rather than abstract motivational messages [4][5]. Group 3: Suggestions for Improvement - Recommendations for a more effective communication approach include offering bonuses, small gifts, or time off to employees to share in the company's success [5]. - Acknowledging the different perspectives between entrepreneurs and employees is crucial for fostering a better working relationship [5].

Core Viewpoint - The internal letter from New Oriental's founder, Yu Minhong, sparked controversy among employees due to its perceived disconnect from their daily struggles and experiences, highlighting a growing tension between management and staff in the current work environment [2][3][4]. Group 1: Employee Reactions - Employees expressed dissatisfaction with the letter, feeling it was tone-deaf given their hard work while Yu was in Antarctica enjoying leisure [2][4]. - Many employees found the letter overly sentimental and lacking in practical acknowledgment of their efforts, leading to feelings of unfairness and deprivation [3][4]. Group 2: Management Perspective - Yu Minhong's letter reflects his typical optimistic and motivational style, emphasizing the company's journey and future vision [2][3]. - The letter's content, while well-intentioned, failed to resonate with employees who are increasingly seeking tangible support and empathy from management [4][5]. Group 3: Suggestions for Improvement - Recommendations for a more effective communication approach include offering bonuses, small gifts, or time off to employees on significant company anniversaries [5]. - Acknowledging the changing mindset of employees, management should strive for more grounded and relatable communication that aligns with the current workforce's expectations [4][5].

Core Viewpoint - The internal letter from Yu Minhong, founder of New Oriental, sparked controversy among employees due to its perceived disconnect from their daily struggles and experiences [1][3][4] Group 1: Employee Reactions - Employees expressed dissatisfaction with the letter, feeling it was tone-deaf given their hard work while the founder was in Antarctica [1][3] - The sentiment among employees reflects a growing expectation for empathy and understanding from leadership, contrasting with the traditional inspirational rhetoric [3][4] Group 2: Leadership Perspective - Yu Minhong's letter is characterized by a typical optimistic and motivational tone, which has been a hallmark of his public persona [1][2] - The letter's content, while well-intentioned, failed to resonate with employees who are facing significant pressures and challenges in their roles [4][6] Group 3: Suggestions for Improvement - Recommendations for a more effective communication approach include offering symbolic bonuses or small gifts to employees to share in the company's achievements [6][7] - Acknowledging the changing mindset of employees, who now seek tangible support and recognition rather than just motivational speeches, is crucial for future communications [4][5]

Core Viewpoint - The article critiques the communication style of Yu Minhong, founder of New Oriental, highlighting a disconnect between his grand narratives and the realities faced by employees, particularly in the context of a changing corporate environment [9][10][11]. Group 1: Communication Style - Yu Minhong's recent internal communication was criticized for its lack of structure and clarity, making it difficult for employees to engage with the content [6][8]. - The use of grand narratives and emotional appeals in his messages is seen as outdated, especially when addressing a more sophisticated and elite workforce [10][11]. - Employees expressed frustration over the disparity between Yu's experiences and their own struggles, indicating a need for more relatable and practical communication [11][16]. Group 2: Changing Workplace Dynamics - The article notes a shift in workplace culture where transparency and open communication are increasingly valued, contrasting with past practices of closed-off corporate environments [12][13]. - Social media has empowered employees to voice their concerns, making it harder for leaders to maintain a controlled narrative [13][14]. - The prevalence of employee feedback on platforms like Maimai has created a new dynamic where negative sentiments can quickly gain media attention, impacting corporate reputation [13][14]. Group 3: Recommendations for Improvement - To improve employee relations, it is suggested that Yu Minhong should adopt a more structured approach in his communications, including better formatting and a focus on specific issues rather than abstract sentiments [14][15]. - Emphasizing concrete plans and addressing employee welfare directly could foster a more positive response from staff [15][16]. - The article advocates for a shift from emotional appeals to practical discussions about company direction and employee engagement [15][16].

Core Points - The chairman of New Oriental, Yu Minhong, faced criticism from employees after sending an internal letter while on a trip to Antarctica, leading to a series of videos he posted on social media [1][8] - On November 16, New Oriental celebrated its 32nd anniversary, with Yu Minhong reflecting on the company's journey and future aspirations in his internal letter [5][7] - The internal letter did not resonate as expected with employees, with some expressing a lack of empathy towards the chairman's vacation, highlighting a stark contrast between his experience and their reality [8] Summary by Sections Company Overview - New Oriental was founded 32 years ago, starting from a modest classroom and evolving through various challenges and successes [5][7] - The company aims to be a "sower of hope" and represents "the conscience of merchants" through its various initiatives [5] Leadership Communication - Yu Minhong's internal letter was themed "Perseverance in the Ice and Snow," expressing gratitude to employees and supporters [5][7] - The letter was sent from Antarctica, where he emphasized the beauty and tranquility of the environment, contrasting it with the company's journey [7] Employee Reactions - Following the internal letter, there was significant discussion among employees on social media, with some mocking the situation and expressing feelings of disconnect [8] - Comments included references to the disparity between the chairman's vacation and the employees' daily realities, indicating a potential morale issue within the company [8]

新东方董事长俞敏洪因在南极发公司内部信被员工吐槽后，11月18日，截至上午11：00， 俞敏洪在社交平台连发10条南极游视频。 11月16日，新东方迎来成立32周年 纪念日 ，创始人俞敏洪身处南极发布内部信，向全体员工及支持者 致谢。他在信中 以"冰雪中的坚守"为主题回顾创业历程并擘画未来。 同时他在信中提出，新东方要成为"希望的播种者"，东方甄选应成"商家良知的代表"，新东方文 旅要" 让更多的人把世界装在心里 "。 本人在评论区表示：前几天一直没有什么信号，这个视频是四天前做的。 内部信发布后引发关注，但 并未收获预期的共鸣，有员工表示无法与正在旅游的老板共情，类似言论在 多个社交平台引热议。疑有员工发文调侃与吐槽，称"今夜，所有xdfer（新东方人）都是南极人"， 暗指 老板的"远方"与员工的"现场"形成鲜明对比。 来源：红星新闻、俞敏洪微博 责编：叶舒筠 校对：王锦程 版权声明 证券时报各平台所有原创内容，未经书面授权，任何单位及个人不得转载。我社保留追 究相关 行 为主体 法律责任的权利。 转载与合作可联系证券时报小助理，微信ID：SecuritiesTimes END 点击关键字可查看 潜望系列深 ...

专题：俞敏洪南极旅游发周年贺信引争议，员工：只觉得讽刺 摘要 脱离生存困境的"坚守"说教，只会沦为空洞的鸡汤，不仅无法凝聚人心，反而可能加剧员工的疏离感。 俞敏洪发布的全员信的截屏 文丨 阿森 一封信，两个截然不同的世界，一个是南极，一个是"打工人"的写字间。 11月16日，新东方32周年纪念日当天，公司创始人俞敏洪在南极给员工发出全员信，以"冰雪中的坚 守"诗意叙事，用企鹅抱团取暖的生存哲学，激励正穿越行业寒冬的员工。然而，这封信却在网上遭遇 了回怼。在一些社交平台上，疑似有员工发文调侃，称"今夜，所有xdfer（新东方人）都是南极人"，暗 指老板的"远方"与员工的现场形成鲜明对比。 有意思的是，11月18日俞敏洪在社交平台连发10条南极游视频，本人在评论区表示：前几天一直没有什 么信号，这个视频是四天前做的。 俞敏洪在社交平台连发10条南极游视频的截屏 俞敏洪的"鸡汤"的确遭遇了尴尬。信件在北京时间的晚高峰时段抵达公司，这让疲惫通勤的员工难以与 在南极欣赏风光的老板产生情感共鸣。信中所描绘的"希望的播种者"、"把世界装在心里"等宏大图景， 与员工面临的"续费窗口期"、"业绩方案"等具体压力形成了巨大反差。 ...

【遭员工吐槽后，#俞敏洪连发6条南极游视频#】 据凤凰网科技报道，11月18日，新东方董事长俞敏洪连发6条南极游视频。视频中，俞敏洪分享穿越德 雷克海峡、在威德尔海乘坐冲锋舟、偶遇帝企鹅等场景，感叹眼前是"梦幻般的南极冰川"，还能看到他 与同行人员的旅行片段。#全员信遭吐槽后俞敏洪连发6条南极视频# 日前，新东方迎来成立32周年纪念日，身处南极的俞敏洪给员工发内部信，信中5次提及南极。不少员 工看到后对此吐槽"你在南极看企鹅，我在工位当牛马"。 前敏洪 窗口》 55分钟前 来自微博视频号 在南极威德尔海,和奚志农老师一起坐冲锋舟。#俞 你同行# 和奚志农老师 2883次观看 00:48 前敏洪 窗工》 55分钟前 来自微博视频号 在苍茫的大海上,狂风卷集着乌云。在乌云和大海 之间,海燕像黑色的闪电,在高傲地飞翔。-- 高尔 基#俞你同行# 南极花斑鎖鸟-让暴风雨来得更高烈些吧 2560次观看 00:38 移幻般的南极冰山 3451次观看 01:09 前敏洪 窗工》 54分钟前 来自微博视频号 终于看到帝企鹅了(部分视频段落由奚志农老师提 供)#俞你同行# 前敏洪 ■ ■ 57分钟前 来自微博视频号 白浪滔天的 ...

Core Viewpoint - The letter from the founder of New Oriental, Yu Minhong, celebrating the company's 32nd anniversary while he is in Antarctica, has sparked controversy among employees who feel disconnected from the message due to their ongoing work pressures and the disparity between their realities and the founder's luxurious trip [1][3]. Group 1: Employee Reactions - Employees have expressed feelings of sarcasm and disconnection regarding the letter, particularly noting that while the founder describes the beauty of Antarctica, they are working overtime and facing performance pressures [3]. - Some employees have criticized the letter for its lack of acknowledgment of their hard work and the challenges they face, suggesting that a message about overtime pay would have been more appropriate [3]. - The stark contrast between the high costs of a trip to Antarctica and the financial pressures faced by ordinary employees has further fueled the negative reception of the letter [3]. Group 2: Company Performance - Since the implementation of the "double reduction" policy in 2021, New Oriental has been forced to transform its business model, discontinuing K9 subject tutoring services that previously accounted for 69% of its total revenue [9]. - New Oriental has attempted to pivot towards new business areas such as live e-commerce and cultural tourism, but these efforts have not yet compensated for the loss of revenue from its core education services [9]. - Financial results indicate a significant decline in profitability, with a 73.7% drop in net profit to $7.1 million in the fourth quarter of fiscal year 2025, primarily due to losses from the Oriental Selection business and goodwill impairment [9].

10月17日，俞敏洪在微博连发9条南极游相关视频。11月16日，俞敏洪在南极发布内部信祝贺新东方成 立32周年，却引发巨大争议。 不过，这封本是庆祝公司生日、激励员工的公开信，却引发诸多争议。有员工表示，无法与正在旅游的 老板共情。疑有员工发文调侃与吐槽，称"今夜，所有xdfer（新东方人）都是南极人"，暗指老板的"远 方"与员工的"现场"形成鲜明对比。有网友认为，"作为老板，少点鸡汤，多点实际行动，给员工加薪才 是最好的激励。" 责任编辑：王翔 俞敏洪信中提到，32年，很漫长也很短暂，当初我从北大纵身一跃，开始创业，承载了无数个日夜的奋 斗与坚持，也承受了各种挫折和绝望。回望过去，我们从一间简陋的教室起步，一路走来，经历了风 雨，也见证了彩虹。这一切，离不开每一位曾经在新东方，或者今天还在新东方的教职员工的付出与奉 献。你们用智慧点亮了无数学子的前程，用温暖守护了新东方的精神家园。在此，我向你们致以最诚挚 的敬意与感谢。 他还指出，新东方不仅要成为知识的传递者，更要成为希望的播种者；东方甄选不仅要成为甄选好物的 平台，更要成为商家良知的代表；而新东方文旅，则不仅要让更多的人去看精彩的世界，更要让更多的 人把 ...