Astound! Gree Electric officially announced: Dong Mingzhu's "successor" Meng Yutong has resigned! This news was like a bombshell, which instantly detonated the heated discussion of the vast number of people who eat melons.
As we all know, Dong Mingzhu regards Meng Yutong as a treasure in his hand, loves her very much, and can't wait to put her on the altar.
Rumors in the entertainment industry and the business world have been in an uproar, and recently, Meng Yutong's resignation has attracted everyone's attention. Some people think that Meng Yutong was fired, and some people think that she took the initiative to resign.
What is the truth? Let's unveil it together.
Meng Yutong publicly announced his departure from Gree Electric on social platforms, and Gree Electric quickly confirmed the news. As Meng Yutong, who was originally considered one of the best successors of "Yutong Pearl", her departure is undoubtedly regrettable.
Interestingly, after Meng Yutong resigned, Gree Company preemptively registered "Yutong Pearl" and other related trademarks on December 29, 2021.
The fermentation caused by this incident has exposed the problems of Gree in the path of talent training.
To be honest, the problem is not only personal to Meng Yutong, but also reflects the general problems in talent training in Chinese enterprises.
Let's rewind time and see how Meng Yutong became Dong Mingzhu's "successor".
Do you remember the variety show called "We Are New to the Workplace"? It was there that Meng Yutong made a splash. This girl is not simple, she is a top student of the Spanish Department of Zhejiang University, not only beautiful, but also smart, and her performance in the show is also very good.
After Dong Mingzhu saw this girl, he fell in love with her at a glance and felt that she had the potential of Dong Mingzhu 2.0.
It's just amazing! As soon as Meng Yutong graduated from university, Dong Mingzhu directly incorporated her into the company and became Dong Mingzhu's personal secretary, from the original rookie in the workplace to the "child" of the company in an instant, which made onlookers envious.
Dong Mingzhu has high hopes for Meng Yutong, and even said that he wants to train him to become the "second Dong Mingzhu". As soon as this remark came out, it immediately aroused widespread attention and heated discussions.
Meng Yutong's life is not easy, as Dong Mingzhu's "successor", she has to follow Dong Mingzhu every day, and it has become commonplace. Once, Meng Yutong confided on the Internet, saying that he had not taken a break for two consecutive months and worked more than 21 hours a day.
Objectively speaking, Meng Yutong was a top student when he was in school, and he performed well in both academic performance and talent. In this context, coupled with her excellent performance in the reality show, it is no wonder that Dong Mingzhu will be impressed by her.
Dong Mingzhu admires Meng Yutong very much because she has the potential to become a young elite. She once mentioned that there are three qualities that she values most in people: the ability to learn, the spirit of innovation, and the sense of obedience.
From these three perspectives, Meng Yutong has indeed done a good job.
However, does high-intensity work really make people grow? Meng Yutong's salary is said to be only equivalent to that of an ordinary employee of Gree, which is not directly proportional to her workload.
Dong Mingzhu's selection vision is very distinctive. What she values most is the three elements of learning ability, innovative spirit, and obedience awareness. And Meng Yutong has all three aspects perfectly.
Dong Mingzhu's training method is, to put it bluntly, a "high-pressure forging method", she let Meng Yutong work in the most difficult and difficult position, and she can't wait to use it for three days a day. Some people think that this high-pressure way is a kind of training that allows people to grow quickly; Others believe that this practice is actually squeezing employees.
Although this method may have some shortcomings, it has to be admitted that it can really improve a person's ability quickly.
However, under high pressure, does Meng Yutong really feel happy? Although her salary is comparable to that of an ordinary employee, her workload is several times that of ordinary people.
Later, Gree asked Meng Yutong to go to the live broadcast to bring goods, but the effect was not ideal. According to a person familiar with the matter, Dong Mingzhu is very dissatisfied with this.
Some experts pointed out that many enterprises nowadays have such a problem, that is, they only care about immediate interests and ignore long-term development.
Dong Mingzhu stated that he wanted to cultivate Meng Yutong to be a talent like her, and as soon as these words came out, they immediately caused an uproar.
Moreover, Dong Mingzhu's cultivation method seems a bit "old-school"? Today's young people can be retained not only by hard work. What they need more is room to grow, a feeling of being respected.
Some people pointed out that Dong Mingzhu is asking the younger generation through his own growth experience
In the final analysis, whether Dong Mingzhu's "successor" training plan is far-sighted or self-righteous, I am afraid that even she herself has to think about it carefully.
In fact, there are indeed some problems with Gree's talent training system.
Dong Mingzhu frequently praised young people in public and labeled them "successors". But is this a genuine compliment or a commercial ploy? Some industry insiders bluntly pointed out that this is likely to be a business means to promote the Gree brand through the image and traffic of young people.
This approach is to use talents as a tool, focusing too much on short-term interests, but ignoring the systematic and long-term nature of talent training.
Professor Zhang Jing of Zhejiang University said that many domestic enterprises now only value the economic value of talents, which has led to the loss of talents. Enterprises should have a long-term vision and should cultivate talents from various aspects, rather than blindly pursuing short-term benefits.
Professor Ni Honggen (Shanghai Normal University) also said that the key issue for young people is how to create a good environment for career development. "Praise" is not enough, it should be supported by practical actions.
In addition, Gree's frequent "abandonment" actions have attracted attention from the outside world.
Some people think that Dong Mingzhu requires young people with her personal growth experience.
Finally, is it time to rethink Gree's talent training system? In this way, we can prevent incidents like Meng Yutong from happening again and let the brain drain.
Some people say that Meng Yutong left his job for other reasons.
Gree's internal employees exposed that Meng Yutong violated the company's discipline many times and even participated in business activities without permission. Although Meng Yutong communicated with the leadership, she did not change her behavior and could only be fired in the end.
However, Meng Yutong herself did not express any opinion on this, only said that she would continue her studies.
There is also speculation that Meng Yutong may have taken a fancy to other development opportunities. After all, the Internet celebrity economy is so hot now, maybe some companies have offered sky-high signing fees.
An interesting finding was that it was pointed out that Meng Yutong posted more than 20 advertisements unrelated to Gree during his time as an employee of Gree Group.
In short, Meng Yutong's departure is a big blow to Gree. Gree hurriedly preemptively registered trademarks such as "Yutong Pearl", which is to draw a clear line! It seems that Gree still has a lot of opinions about Meng Yutong's resignation.
Meng Yutong's life in Gree was not easy, for example, her performance in the live broadcast was not good, and Dong Mingzhu was very dissatisfied with this.
Others said that Meng Yutong left because he could not see the future. She keeps up with Dong Mingzhu's pace every day, and her work intensity is very high, but her salary is only about the same as that of ordinary employees.
In general, this matter is very complicated, and what the truth is, I am afraid that only the parties know best.
Meng Yutong's departure has brought a profound lesson to Gree and Dong Mingzhu!
Some people believe that Meng Yutong's behavior is repaying virtue with resentment and is a disappointment to Dong Mingzhu's efforts. Some people believe that this is just a case of Gree's failure in talent investment.
The impact of this incident is so great that people have to ask: shouldn't Gree's talent training system be subject to deeper reflection and improvement?
Whether Dong Mingzhu can learn lessons and improve the talent training system is crucial to the future development of Gree.
Gree may need to revisit its talent strategy, because in this rapidly changing era, it is not enough to rely on high pressure and "take-it-or-leave-it" to retain talent.
Gree's rush to register the trademark of "Yutong Pearl" is a bit of a cover-up and stealing the bell? It seems that they are still very concerned about Meng Yutong's departure.
Some experts said that enterprises should have a broader strategic vision in talent training, and should not only focus on the output value of talents, but should improve the system and mechanism, and pay attention to career development paths and other aspects.
Gree and Dong Mingzhu need to realize that today's young people are no longer just looking at wages and choosing to work. They place more emphasis on personal growth and development space.
If companies can't provide this, even the best talent will struggle to retain.
This incident is not only a problem for Gree, but also a reflection of the common problems in talent training of many Chinese enterprises. It is hoped that Gree can learn from this and set an example for other companies.