Core Viewpoint - The incident involving New Oriental's founder Yu Minhong sending a congratulatory letter from Antarctica highlights a disconnect between management and employees, revealing the challenges faced by employees in the current economic climate [1][5][21] Group 1: Employee Sentiment - Employees expressed frustration over the disparity between their struggles and the founder's extravagant trip, with one employee commenting on the stark contrast of working late in Beijing while the boss enjoys a luxury vacation [3][5] - The letter's focus on personal reflections rather than addressing employee concerns about workload and compensation led to negative reactions from staff [5][9] - Employees are more concerned about immediate financial pressures, such as rent and salaries, rather than abstract notions of time and perseverance [9][15] Group 2: Company Performance - New Oriental reported a significant decline in net profit, dropping by 73.7%, primarily due to underperformance in its subsidiary, Dongfang Zhenxuan, and a slowdown in growth in its core education business [9][21] - The company's growth rate in the education sector fell from 43.9% to 13.6%, indicating a need for strategic reassessment [9] Group 3: Management Approach - Yu Minhong's attempt to draw inspiration from the story of penguins in Antarctica to motivate employees was perceived as tone-deaf given the current economic hardships faced by staff [5][19] - The company's management style has been criticized for lacking genuine employee engagement and support, contrasting with successful models like Pang Donglai, which prioritizes employee welfare [11][19] - The incident serves as a reminder for companies to align their values and actions with the real-life concerns of employees, emphasizing the importance of tangible benefits over lofty ideals [17][21]
新东方学胖东来只学皮毛？俞敏洪请游南极，不如学给员工放60天假