共情力：俞敏洪们该补上的一课？

Core Viewpoint - The incident surrounding New Oriental's founder Yu Minhong's message from Antarctica highlights a disconnect between management's idealistic expressions and employees' immediate realities, leading to public backlash [2][3][5]. Group 1: Incident Overview - Yu Minhong's message intended to inspire employees but resulted in criticism due to the stark contrast between his experience in Antarctica and employees' daily struggles [2][4]. - The backlash prompted Yu to clarify the costs of his trip and express a willingness to address employee concerns, demonstrating a commitment to transparency and accountability [2][3]. Group 2: Employee-Management Dynamics - The core issue is a "sympathy gap" where employees, focused on immediate challenges, feel disconnected from management's lofty ideals [5][8]. - Yu's traditional management style, characterized by emotional appeals and grand narratives, clashes with the current generation's expectations for more relatable and practical communication [7][8]. Group 3: Recommendations for Management - Companies should adapt their communication strategies to better align with employees' realities, emphasizing understanding and empathy rather than abstract ideals [8]. - Effective management in the future will require a focus on genuine communication and addressing individual employee needs, fostering a culture of mutual respect and understanding [8].