Core Viewpoint - The article critiques the communication style of Yu Minhong, founder of New Oriental, highlighting a disconnect between his grand narratives and the realities faced by employees, particularly in the context of a changing corporate environment [9][10][11]. Group 1: Communication Style - Yu Minhong's recent internal communication was criticized for its lack of structure and clarity, making it difficult for employees to engage with the content [6][8]. - The use of grand narratives and emotional appeals in his messages is seen as outdated, especially when addressing a more sophisticated and elite workforce [10][11]. - Employees expressed frustration over the disparity between Yu's experiences and their own struggles, indicating a need for more relatable and practical communication [11][16]. Group 2: Changing Workplace Dynamics - The article notes a shift in workplace culture where transparency and open communication are increasingly valued, contrasting with past practices of closed-off corporate environments [12][13]. - Social media has empowered employees to voice their concerns, making it harder for leaders to maintain a controlled narrative [13][14]. - The prevalence of employee feedback on platforms like Maimai has created a new dynamic where negative sentiments can quickly gain media attention, impacting corporate reputation [13][14]. Group 3: Recommendations for Improvement - To improve employee relations, it is suggested that Yu Minhong should adopt a more structured approach in his communications, including better formatting and a focus on specific issues rather than abstract sentiments [14][15]. - Emphasizing concrete plans and addressing employee welfare directly could foster a more positive response from staff [15][16]. - The article advocates for a shift from emotional appeals to practical discussions about company direction and employee engagement [15][16].