On November 16, New Oriental Education & Technology (NYSE: EDU) celebrated its 32nd anniversary. Founder Yu Minhong sent an all-staff letter from Antarctica, intending to commemorate the occasion and motivate employees. However, this well-meaning message sparked unexpected controversy. Some netizens commented, "As a boss, less motivational talk and more concrete actions—like raising salaries—would be the best encouragement."
In his letter, Yu vividly described Antarctica’s breathtaking scenery: pristine snow, emerald-like icebergs, and even used penguins huddling for warmth as a metaphor for teamwork. Yet, the inspirational tone missed the mark. While Yu admired the midnight sun, many New Oriental employees were burning the midnight oil—some rushing to complete renewal proposals after classes, others squeezing onto late-night subways.
Online reactions were mixed, with some joking, "Tonight, all New Oriental staff are Antarctic explorers," masking a hint of resignation. The disconnect highlights a common workplace reality: the boss’s poetic vision often clashes with employees’ daily grind.
Why did a motivational letter trigger such backlash? The core issue lies in communication gaps. As a veteran entrepreneur, Yu leans on grand narratives and entrepreneurial spirit—phrases like "We must become sowers of hope." But younger employees prioritize tangible benefits—salaries, welfare, and respect. During a critical transformation phase with mounting performance pressure, staff crave acknowledgment of their struggles, not distant landscapes.
This isn’t to say leaders shouldn’t take breaks. Yu’s decades of hard work are undeniable. The criticism centers on communication style. Employees voiced practical concerns—reduced overtime, better pay—not just the Antarctic trip. Past incidents, like staff parodying management issues in songs, saw swift acknowledgment and rewards from leadership. This time, Yu’s silence and social media posts of Antarctic scenes struck some as evasive.
Effective workplace communication isn’t about lecturing; it’s mutual understanding. Leaders can share penguin philosophies but shouldn’t overlook broken heaters in rented apartments. They can marvel at icebergs yet must address KPI pressures. Empathy means listening to everyday efforts—post-midnight, employees care less about Antarctic wisdom than fair pay and overtime compensation. A simple "Thank you for your hard work," a thoughtful response, or concrete benefits often outshine lofty rhetoric in uniting teams.
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