Sou Hu Cai Jing·2025-06-15 20:05Core Insights - The departure of a senior employee from Alibaba, who authored a lengthy article titled "Alibaba is not a fairy tale," highlights the existential crisis faced by employees in China's tech industry, reflecting a shift from idealism to pragmatism in corporate culture [1][4][19] Group 1: Employee Sentiment and Trends - Alibaba's Q1 2023 financial report indicates a 19% reduction in total employees compared to peak levels, marking the first negative growth since its IPO in 2014 [2] - The active resignation rate among employees in major tech companies reached 28% in 2023, a threefold increase from 2020, with over 70% of those resigning being under 35 years old [3] - The number of approved Chinese technical immigrants to New Zealand surged by 152% from January to May 2023, primarily targeting cities like Auckland and Christchurch [4] Group 2: Systemic Issues in Big Tech - Employees face a "performance trap," where frequent organizational changes lead to anxiety and burnout, as exemplified by one employee's experience of reporting to multiple supervisors in a short period [8] - Employee benefits have significantly decreased, with perks such as free meals and interest-free loans being replaced or restricted, reflecting a shift from investment in talent to cost-cutting measures [9] - New Zealand's immigration policies, including a "green list" for skilled workers and favorable living conditions, are increasingly attractive to tech professionals seeking a better work-life balance [9] Group 3: Societal Reflections and Debates - The departure of the employee sparked intense discussions on social media, revealing generational, regional, and industry-based cognitive gaps regarding immigration and work culture [11][12] - A survey indicated that 83% of respondents consider immigration primarily for children's education, while 76% seek better living environments, suggesting that migration decisions are often strategic rather than merely an escape from workplace pressures [12] Group 4: Recommendations and Future Directions - Employees are encouraged to create a "career safety net" by developing side projects to mitigate risks associated with their primary jobs [14] - Companies are advised to reassess their management practices to avoid talent attrition and to focus on building a strong employer brand that resonates with younger generations [15][16] - Policymakers are urged to consider implementing a "workplace health index" to address issues like excessive overtime and workplace bullying, as well as to explore pilot programs for a four-day workweek [17]