网传前高德地图专员爆料文旅业务解散内情，高德地图回应：内容多处不实

Core Viewpoint - The resignation letter from a former senior business specialist at Gaode Map's cultural tourism division reveals significant internal issues, including a rapid dissolution of the division, a shift in business strategy, and a lack of effective communication within the company [1][4][8]. Group 1: Company Issues - The resignation letter criticizes the internal transformation of Gaode's cultural tourism division, highlighting problems such as "mode cancer," team alienation, and strategic confusion [1][8]. - The company has publicly denied the claims made in the resignation letter, stating that the individual was an outsourced sales employee with poor performance and a lack of understanding of the tourism business model [1][2]. - The letter describes a failed project that was initially supported by leadership but was abruptly halted, leading to personal accountability for the project's failure without any crisis management support from the company [6][8]. Group 2: Business Model and Performance - The letter outlines a failed attempt to create a new tourism model that involved collaboration with government agencies and major travel agencies, which was backed by a significant investment of 36 million [5][8]. - It mentions that the business model has devolved into a mere advertising platform, with a high merchant loss rate of over 82%, indicating a severe disconnect between the company's operations and the needs of the tourism industry [8][9]. - The letter also points out that the focus on key performance indicators (KPIs) has led to a culture that prioritizes short-term gains over sustainable business practices, resulting in a lack of trust and high turnover among employees [8][9]. Group 3: Future Aspirations - The resignation expresses a hope that Gaode will return to its original mission of facilitating travel and not become merely an advertising platform, urging the company to prioritize its technological capabilities to serve the industry better [12]. - The letter concludes with a call for the company to remember its foundational values and to ensure that commitments are honored, rather than placing the burden of failure solely on individual employees [12].