奇瑞“周末不加班”又引风波 业绩追求与员工权益很难平衡吗？

Core Viewpoint - Chery's recent incident involving a probationary employee being reprimanded for not responding to work messages over the weekend has sparked significant online discussion, highlighting ongoing issues related to the company's work culture and employee treatment [2] Group 1: Work Culture Issues - This is not the first time Chery has faced public backlash over overtime work issues, as in 2023, the company stated in an internal email that "Saturday is a normal workday for fighters," leading to widespread criticism [4] - The company has implemented a "100-day hard work" campaign and introduced a "345" performance management model, which suggests that three employees are expected to do the work of five while receiving compensation for four, indicating a severe imbalance between workload and income [4] Group 2: Performance Pressure - Chairman Yin Tongyue emphasized the need to streamline meetings and improve efficiency, declaring a "no meetings on weekends" policy, while also reflecting on and apologizing for the company's practices [5] - Chery set a sales growth target of over 10-20 percentage points at the beginning of the year, but by October 2025, the overall sales growth was only 3.3% year-on-year, with high-end brand sales plummeting by 43% [5] - From January to October, Chery's cumulative sales reached 2.1432 million units, reflecting a year-on-year growth of only 12%, which is below the industry average [5] Group 3: Financial Health - As of the third quarter of 2025, Chery's debt-to-asset ratio was 81.97%, indicating significant financial strain, with a narrow gap between current liabilities and current assets, and a substantial increase in trade receivables [5] - The high level of payables maintained by the company suggests considerable liquidity pressure, which is exacerbated by the company's aggressive performance expectations [5] Group 4: Brand Reputation - The overtime culture at Chery reflects the company's anxiety regarding its brand performance, which could negatively impact its reputation if not addressed [5] - The company needs to find a balance between pursuing performance targets and protecting employee rights to avoid the detrimental effects of excessive overtime on brand development [5]