李娟 电影《银河补习班》里有句关于人生选择的台词："真正的人生难题，不会像考卷那样，会自动跳出 ABCD四个选项，有且只有一种标准答案，而是会有EFGH的岔路，甚至能开出XYZ的脑洞。"这句话总 能戳中教育者心底最柔软的地方——教育从不是标准答案的复刻，而是让每个孩子都能找到属于自己的 光芒。 小果的故事，正是这份教育初心最温暖的印证。 他没有亮眼的分数，没有敏捷的思维，课堂上安静的身影，曾是人群中最容易被忽略的存在。但教育的 美好，本就藏在这份不疾不徐的包容里：知道他接收慢，我便放缓脚步耐心引导；看见他的努力，我便 放下焦虑尊重他的成长节奏；不盯着他的弱点苛责，而是用心捕捉他身上细碎的美好。 （来源：衢州日报） 转自：衢州日报 教育的意义，不是苛求所有孩子长成参天大树。有的孩子本就是温柔的小草，有的是默默的苔藓，有的 是绚烂的野花，我们能做的，就是守着一方沃土，给他们阳光，给他们雨露，让每个孩子都能在自己的 天地里，活得热烈、活得闪亮，活成自己最喜欢的模样。而那些藏在时光里的等待与包容，终会化作孩 子生命里的光，照亮他们前行的路，让他们带着这份温暖与认可，勇敢地奔赴属于自己的人生山海。 前几周的那场"小厨房 ...

Core Viewpoint - A New Oriental employee expressed dissatisfaction with excessive working hours and unrealistic recruitment targets, contrasting the company's stated values of "education初心" and "people-oriented" principles as articulated by founder Yu Minhong [1][4]. Group 1: Employee Concerns - The employee reported working over 12 hours daily, with the promised two-day weekends becoming rare, and the standard 8-hour workday now seen as unattainable [1][4]. - The employee highlighted feelings of confusion and exhaustion due to unreasonable work expectations, including constant changes in plans and additional tasks that detract from primary responsibilities [4][5]. Group 2: Company Response - Following the employee's message, the company confirmed the communication was sent by a course consultant and stated that it would take appropriate action, emphasizing the existence of internal reporting mechanisms [5][7]. - Yu Minhong, in a previous communication, acknowledged the importance of maintaining the company's image and encouraged employees to address grievances through internal channels rather than public platforms [7].

Core Points - A New Oriental employee expressed dissatisfaction in a company-wide letter, criticizing excessive overtime and unattainable enrollment targets, contrasting with the founder's message of "educational original intention" and "people-oriented" approach [1] - The employee mentioned working over 12 hours daily and that the promised weekends off had become unrealistic [1] - The letter was reportedly sent by a course consultant from Hangzhou New Oriental and was quickly deleted along with the employee's account [1] - A representative from Hangzhou New Oriental confirmed the authenticity of the letter and stated that it would be addressed through the company's internal reporting mechanisms [1] Company Response - The company acknowledged the letter's existence and indicated that the employee's method of communication was inappropriate [1] - The company has a clear reporting structure in place for such grievances, and the matter will be followed up by designated personnel [1]

Core Viewpoint - The article highlights the discontent among New Oriental employees regarding excessive working hours, unrealistic performance targets, and a lack of respect for labor rights, urging management to address these issues to maintain the company's educational values and employee well-being [3][5][6]. Group 1: Employee Concerns - Employees report a "996 single rest" work culture, with daily working hours extending from 9:30 AM to 9:30 PM, leading to over ten hours of work becoming the norm [4][5]. - The initial promise of a double rest day in the employment contract has rarely been fulfilled, and the legal eight-hour workday has become an unattainable luxury [4][6]. - There are complaints about performance targets that exceed reasonable limits, leading to a sense of confusion and fatigue among employees [6]. Group 2: Management Response - An internal letter from a course consultant at New Oriental was circulated, expressing these grievances but was subsequently deleted, indicating potential repercussions for the employee [8]. - The company has a clear reporting mechanism for such issues, and management has stated that they will follow up on the situation [8]. Group 3: Call for Change - Employees express a desire for basic labor rights to be respected and for a return to a focus on both educational quality and employee rights [6]. - The letter references a sentiment from the founder, suggesting that if the company continuously harms its employees, it cannot be considered a good company, emphasizing the need for management to listen to employee concerns [6].