记者丨黎雨桐 编辑丨金珊 俞敏洪称：南极事件和新东方员工公开信的事情，一再把我和新东方推上热搜，有朋友担心写信的员工被整。请大家放心，他们都在各自的岗 位上正常上班。他们反映的问题，我已经要求相关部门认真调查，倾听员工的诉求，真有问题的，立刻纠正。 南极事件和新东方员工公开信的 事情, 一再把我和新东方推上热 搜,有朋友担心写信的员工被 整。请大家放心，他们都在各自 的岗位上正常上班。他们反应的 问题,我已经要求相关部门认真, 调查,倾听员工的诉求,真有\ 题的,立刻纠正。也感谢广大网 友对于新东方的关心! A A A @前敏洪 2025-12-6 10:48 IP属地:北京 图片显示，该长文题为《别让教育初心，耗在无序加班里》，内容对课程顾问岗位的加班强度、指标远超实际、工作内容冗杂等问题进行控 诉。 该封内部信最后落款为新东方杭州课程顾问。 据极目新闻报道，有新东方的员工向极目新闻记者透露，这封全员信是由杭州新东方一名课程顾问发出的，消息发出不久，就被删除了，账号 也被秒封了。 12月6日，新东方集团董事长俞敏洪在个人抖音发文，回应员工写信吐槽加班一事。 66 12月4日，据红星新闻报道，一名新东方员工发 ...

Core Viewpoint - A New Oriental employee's open letter criticizing excessive overtime and unattainable recruitment targets has sparked controversy, highlighting a disconnect between management's ideals and employee experiences [1][2]. Group 1: Employee Concerns - The employee expressed frustration over working more than 12 hours a day and the unrealistic recruitment targets, stating that the promised weekends off have become a luxury [1][2]. - The employee described the work environment as a "996 single rest" cycle, where daily working hours extend from 9:30 AM to late evening, making the standard eight-hour workday unattainable [2]. Group 2: Management Response - A representative from New Oriental confirmed that the letter was indeed sent by an employee and has since been deleted, indicating that there are established reporting mechanisms within the company for such grievances [5]. - In response to the controversy, the company's founder, Yu Minhong, emphasized the importance of maintaining the company's image and encouraged employees to address unfair treatment through internal channels rather than public platforms [8].

Core Viewpoint - The founder of New Oriental, Yu Minhong, has responded to employee complaints regarding overtime and working conditions, assuring that he has requested an investigation into the issues raised and that employees are safe in their positions [2][10]. Group 1: Employee Concerns and Company Response - Employees expressed dissatisfaction with the disparity between Yu Minhong's experiences in Antarctica and their own challenging working conditions, including excessive overtime and unattainable recruitment targets [10][11]. - Yu Minhong acknowledged the controversy surrounding his letter sent from Antarctica, apologizing for any misunderstanding and emphasizing that he did not intend to boast but rather to share his perspective [9][11]. - An employee's open letter highlighted the contrast between the company's stated values of "education初心" and "people-oriented" principles and the reality of working over 12 hours daily, with weekends becoming a luxury [10][11]. Group 2: Internal Communication and Management Style - Yu Minhong stated that he maintains open communication with employees and has never expressed anger towards them, indicating a management style that seeks to avoid fear among staff [13]. - The company has established clear reporting mechanisms for employee grievances, but the method of public complaint through the internal platform was deemed inappropriate by management [11][12]. - Following the controversy, Yu Minhong confirmed the departure of a key figure from the company, indicating ongoing changes in leadership and management structure [13].

Core Viewpoint - The recent events involving New Oriental and its founder, Yu Minhong, have sparked significant public attention, particularly regarding employee grievances and the company's internal culture [2][3][4]. Group 1: Employee Concerns - A New Oriental course consultant publicly expressed dissatisfaction with excessive overtime, unrealistic performance targets, and a convoluted job description in an internal communication [3]. - Employees have been encouraged to voice their concerns, with Yu Minhong acknowledging the importance of listening to employee feedback and addressing legitimate issues promptly [2][4]. Group 2: Yu Minhong's Response - Yu Minhong, while on a trip to Antarctica, sent a company-wide email expressing gratitude for employee feedback and emphasizing the importance of open communication and freedom of expression [4]. - In a previous email dated November 23, Yu Minhong apologized to employees and clarified the intent behind his communication from Antarctica, urging employees to prioritize internal channels for resolving grievances [4].

每经编辑｜何小桃 12月6日，新东方集团董事长俞敏洪发文：南极事件和新东方员工公开信的事情，一再把我和新东方推上热搜，有朋友担心写信的员工被整。请大家放 心，他们都在各自的岗位上正常上班。他们反映的问题，我已经要求相关部门认真调查，倾听员工的诉求，真有问题的，立刻纠正。 据极目新闻此前报道，12月4日，一名新东方员工发表全员信吐槽加班，在社交平台上传开后引发争议。该员工称，俞敏洪在南极发信谈"教育初心"和"以 人为本"，自己却陷在"每天工作超12小时""遥不可及的招生指标"里，劳动合同里的双休已成奢望。 尊敬" : 东方管理层 屏信安。 近日拜读俞敏洪先生从南极发来的群邮,字 里行间对教育初心的坚守、对团队价值的珍 视,让身为新东方一员的我倍感动容。俞先 生在冰原之上回望教育本质,强调"以人为 本"的理念,这与我当初选择加入新东方的 初衷不谋而会 —— 我曾坚守,这里是既能 实现* 继续早到""过,与单休"的通知,再想想那些 遥不可及的招生指标、没完没了的杂活与突 如其来的临时任务,这份期待又瞬间被现实 击碎。 目入秋以来,课程顾问团队便陷入了"996 单休"的循环,每日工作时长几乎从早9:3个 延伸至108 ...

Group 1 - The chairman of New Oriental Group, Yu Minhong, addressed concerns regarding the recent public letter from employees and the associated "Antarctic incident," assuring that employees are safe and continuing their work [1] - Yu Minhong emphasized that the issues raised by employees will be taken seriously, with investigations initiated to listen to their concerns and rectify any genuine problems [1]

下载财联社APP获取更多资讯 准确 快速 权威 专业 新东方集团董事长俞敏洪发文： 南极事件 和 新东方员工公开信 的事情，一再把我和新东方推上热搜，有朋友担心写信的员工被整。请大 家放心，他们都在各自的岗位上正常上班。他们反应所问题， 我已经要求相关部门认真调查，倾听员工的诉求，真有问题的，立刻纠正。 7x24h电报 头条新闻 VIP资讯 实时盯盘 12月4日，有新东方杭州课程顾问在公司内部群中发布了一篇长文。图片显示， 该长文内容对课程顾问岗位的加班强度、指标远超实际、工 作内容冗杂等问题进行控诉。 该员工还提到了近期新东方创始人俞敏洪从南极发来的群邮，表示很感谢俞敏洪的邮件中提到"欢迎大家公开 吐槽、鼓励言论自由"，这也激励了其敢于说出心中所想，以及当下遇到的困境。 俞敏洪近期因在南极旅游时发布一封全员信陷入舆论漩涡。 11月23日，俞敏洪写了一封主题为"让我们一起努力"的全员信，向员工道歉， 并详细解释了自己南极写信的缘由和初衷。俞敏洪在信中表示，若员工未放弃新东方工作，就有责任维护公司发展与形象。遇到不公平待遇 或受欺负，应优先通过内部渠道解决。公司鼓励公开吐槽，但发表到自媒体上的极端言论需慎重，毕 ...

12月6日，新东方集团董事长俞敏洪发文：南极事件和新东方员工公开信的事情，一再把我和新东方推 上热搜，有朋友担心写信的员工被整。请大家放心，他们都在各自的岗位上正常上班。他们反映的问 题，我已经要求相关部门认真调查，倾听员工的诉求，真有问题的，立刻纠正。 100 5 20 @俞敏洪·31分钟前 PA ...

Core Viewpoint - The chairman of New Oriental Group, Yu Minhong, addressed concerns regarding the recent incidents involving the company and its employees, assuring that the employees who expressed their issues are safe and continuing their work normally [1] Group 1 - Yu Minhong emphasized that the issues raised by employees are being taken seriously, with investigations initiated to address their concerns [1] - The company is committed to correcting any genuine problems identified through employee feedback [1]

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