Why do 250,000 employees hate Alibaba overnight?

For the first time, in the face of negative public opinion about Ali, old Ali people who identify with Ali culture, public relations who attach great importance to the company’s image, and HR who are considered to always be in line with the management’s interests and pace, they are no longer silent and no longer He was kidding, no longer caring about him, but publicly expressed his disappointment and anger.

"This is our shame." Someone said.

"For more than ten years, day and night, this moment is really shaken." An old Ali with more than ten years of service wrote on social media. A middle-level manager of P9 level expressed his indignation against "LatePost", "a great shame", "unbelievable", and "not a normal person's behavior".

"I look down on myself. I can't do anything." An Ali publicist publicly stated his shame, "Why am I in this company? Why am I so angry?" He said that he didn't dare to change the DingTalk picture to # MeToo, dare not express dissatisfaction with the company in the circle of friends, nor dare to leave this place. What he can do is to remove the company name from his profile on social networks.

Public relations were originally the role of firefighters when there was a major public opinion in the company, but this time, they could not restrain their emotions. Another publicist from Ali was more direct. He reposted a picture with the words "Sorrow is greater than death", but it has now been deleted.

"How can the shining existence in everyone's eyes be like this? I'm so cold, disappointed, helpless, angry, and confused." An intern who had just joined Ali was equally emotional.

An Ali HR said that he cried after seeing it, "Be a kind person, at least as an individual first." Another founder of a company invested by Ali said that he was gradually disappointed and completely disappointed, but disappeared. anger. A startup CEO said, “It’s not that this kind of thing happened at all, but that this kind of thing happened and the company didn’t have a leader to help her.”

Someone raised a question, "I don't know what reasonable reason the man in question used to explain his entering and leaving his colleague's hotel room in the middle of the night, so that HR and the business director thought that both parties were different from each other."

At 3 o'clock in the morning on August 8, a middle-level manager of Tmall said in the company's nail group, "I was so angry that I couldn't sleep." Like him, there were countless ordinary people who believed in Ali.

This is a night of shame for 250,000 Ali people and many more former Ali people.

Late investigation, late apology

In the evening of the previous day, Xin Yue (pseudonym), a female Ali employee, chose the step she didn't want to take the least-she posted a real-name post on the intranet saying she was molested by merchants and leaders during a business trip.

There is really no better way. Xinyue said that she reported to the police as soon as possible, but a few days later, when she asked the company to deal with the communication of the male employees involved, she encountered delays and cold treatment. Yu Ming company security drove away. Xinyue complained about her experience in the past 11 days in the post. The post was quickly spread to the Internet, and the complete article of 6,938 words was uploaded to the software development platform GitHub. Public opinion spread quickly, and the entry of #Alibaba# quickly became the top search on Weibo.

Many people were surprised that the male leader suspected of molesting female colleagues, the man was not immediately suspended, and the woman complained repeatedly without results. This kind of thing would happen in Ali, a company that was once recognized as a model of the Internet industry, and was recognized as paying attention to employees. The caring company, its founder said "customers first, employees second, shareholders third", and cordially hosted a collective wedding for everyone on the company's anniversary.

Public opinion was surging, and Ali’s interim survey results were quickly released a day later. In the early morning of the 9th, Alibaba Group CEO and Chairman of the Board of Directors Zhang Yong announced the decision: Li Yonghe, president of the same city retail business group, and HRG Xu Kun resigned, and Tong Wenhong, the chief human resources officer (CPO) of Alibaba, recorded the punishment and the suspected male employee was dismissed. Never hire, whether there is any illegal behavior, still need to wait for the police to investigate and collect evidence.

Some Ali employees thought that the punishment of Li Yonghe was too serious. "A business group president, a group vice president with a level of P11, resigned because he was indifferent to his subordinates and the news has not been read back. This is also ‘unprecedented’."

In the adjustment of the organizational structure a month ago, Ali just handed over the important battlefield-local life business to Li Yonghe, who was also regarded as Zhang Yong's "right man".

On the surface, in this incident, Ali's executives lacked empathy, and the company's management mechanism was also failing. Closer, there have been many loopholes in this huge system, and it is hard to say how effective the previous remedial actions have been. And what came with the Xinyue incident was the collapse of trust.

According to the latest investigation report issued by Alibaba at 5:30 am on the 9th, the incident occurred on July 27. Dinner on that day was held at the Huanyu branch of Jinan Yujia Denghuo Restaurant. A total of 4 Alibaba employees including Wang Chengwen and Xinyue, Jinan Hualian also had 4 employees participating, and the dinner ended at 22:00. In the Jinan Hualian Supermarket project team of Taoxianda, Wang Chengwen is the project leader and Xinyue is a member of the project team.

Xinyue graduated in 2016, just joined Ali last year and is married. Her colleague Wang Chengwen joined Alibaba in 2015. From the regional manager of Anhui, he gradually upgraded to the head of store digitalization in East China. She joined Taoxianda in October last year and served as the head of Southwest and North China. From the perspective of his resume, Wang Chengwen's promotion is not fast. After joining Ali for nearly 6 years, his rank is still P7.

In the investigation, Ali emphasized whether there was Wang Chengwen and business employees filling Xinyue at dinner, and whether Xinyue was assaulted by business employees during dinner. The two behaviors remain to be clarified.

According to Xinyue’s self-report, that night, she was persuaded to drink in the name of work, "people dare not refuse, cannot refuse." At the wine table, Zhang Guo, a male employee of Jinan Hualian, performed indecent actions such as kissing and touching him. According to surveillance, she was taken to another unmanned box when she saw that she was drunk.

In an interview with the Beijing News, Zhang Guo admitted to having contacts such as cuddling, but denied other allegations, and did not admit that he had taken the woman into the box alone. "LatePost" called Zhang Guo many times, but his call could not be reached all the time. On August 9th, according to the official account of "Jinan Hualian Supermarket", Zhang Guo had been dismissed on the grounds that "failure to comply with the employee code of conduct, due to improper behavior, has extremely bad influence and damages the corporate image".

Xin Yue stated that Wang Chengwen did not stop Zhang Guo's indecent behavior towards her during the whole process. After she became drunk and unconscious, Wang Chengwen and a female Jinan Hualian employee Chen sent her back to the hotel room, and after leaving with Chen, she returned to the hotel alone and applied for the room card for the Xinyue room at the front desk. Entered his room four times in total, with the longest one exceeding 20 minutes.

For what reason can a male leader apply for a female colleague’s room card? Without the consent of the parties, why can I enter and exit multiple times with my room card? If Xinyue's statement is true, then the hotel is also in default.

The next morning, July 28, Xin Yue found that she woke up naked, her underwear was missing, and she found the condom package that had been opened. Xinyue reported to the police immediately and checked the monitoring to confirm the fact that Wang Chengwen had entered the room. In the afternoon of the same day, she cooperated with the Jinan police in the process of physical examination, on-site identification, and evidence collection.

Xinyue described that during the 24-hour police detention and interrogation, Wang Chengwen, who originally admitted to intimacy on the phone with Xinyue, said that everything was the woman's initiative.

This concludes all the statements on the merits of the case. The huge information gap is whether after Xin Yue reported the case, could the sexual assault be filed? What did Wang Chengwen do in and out of Xinyue's hotel room four times? Why can he return to Hangzhou to work without cooperating with follow-up investigations?

Today, it is still unclear whether to file a case. LatePost called the local police station on the afternoon of the 9th, but the other party refused to answer the question "whether to file a case", saying that "the case is under investigation, and the details are announced."

According to the judgment of a lawyer who has dealt with multiple adult sexual assault cases and minor sexual assault cases in China, if the woman's self-report is true, then Wang Chengwen may constitute a sexual assault in the law, which is a criminal offence.

The lawyer believes that the woman cannot clearly express her sexual consent when she is drunk.

It was not only the case itself that caused Xinyue's anger. Ali's handling of it caused her another serious injury.

Sexual assault is a criminal case, but workplace sexual harassment due to work has already constituted. The lawyer believes that Alibaba, as a company, has the responsibility to deal with such behaviors as girls being taken to the wine bureau, forced to drink, and indulging in customer harassment.

In 2018, sexual harassment was added as a cause in the interpretation of personality rights in the Civil Code, clarifying the obligation of employers to take various measures to prevent and stop sexual harassment in the workplace. But in fact, this supplementary regulation does not mean that the company is subject to compulsory supervision in terms of anti-sexual assault promotion. Instead, it encourages the company to actively establish an internal anti-sexual harassment mechanism in the workplace, covering prevention, investigation, feedback and other aspects.

Judging from the current public handling process, the lawyer believes that Ali may not have established the above mechanism internally, "or it has been established, but this time it is not working at all." Therefore, from the perspective of civil liability, in this incident, Ali was responsible for the dereliction of duty against sexual harassment in the workplace.

And this treatment, after the complete explosion of public opinion, became an anchor point for the public to accuse Ali of ineffective handling.

Inaction mid-senior executive

At 17:00 on August 2nd, Xin Yue came to Hangzhou with her husband. She reported to supervisors Gan Qiliang (flower name A-Gump), Zhou Tianmu (flower name: Jiu Rong) and HRG (Human Resources Specialist) Yue Er (flower name) Wang Chengwen, and put forward his own request: to expel Wang Chengwen; take a long vacation by himself. In the evening of the same day, HRG Xu Kun from the retail business group in the same city also learned of the matter and immediately participated in the handling.

Ali promised to provide the processing result after 3 days. But on August 5, Xinyue got a reply that made her feel "speechless and ridiculous"-"Considering her reputation, Wang Chengwen will not be expelled."

Ali mentioned in its latest investigation progress published internally on the 9th that on the second day of Xinyue’s report, that is, on August 3, HRG and the first-level supervisor found that Wang Chengwen’s statement of facts and Xinyue’s description were completely different. That night, Li Yonghe, president of the same city retail business group, also learned of the incident, but did not take the initiative to intervene and participate in the handling.

That night, a major misjudgment by these management and HRs was that they decided to wait for the police's investigation results and did not immediately suspend Wang Chengwen.

After the incident, "LatePost" contacted a P9 manager, who said that it was "a great shame" and "unthinkable". But when asked what his team should do if something similar happened to his team, he didn't give an answer. Another middle-level manager said that it would certainly not be handled in the same way as this matter, but he did not answer how it would be handled.

In a large company with 250,000 people, most managements are not clear about what measures they should take when facing complaints of sexual assault and even sexual harassment, what is the company’s mechanism, and what response speed should be used to deal with it .

This is not just a middle-level doubt, and rising to a higher level may not necessarily have a clear answer.

What further intensified conflicts and chilled employees was the replies from senior executives on the intranet after Xinyue posted a post. These replies were judged by Alibaba employees and the outside world as being speechless, indifferent, lacking empathy, and avoiding problems. An Ali employee said, "Our executives can no longer speak well."

Ali partner and CPO (Chief Talent Officer) Tong Wenhong’s reply 3 hours after Xinyue’s post was widely circulated, and the most questioned sentence was “Review this matter and whether there are any problems in the process”.

One netizen commented that “everyone can see that there is a problem”, and another netizen disliked the Internet slang of “Review”.

At 1:30 am on August 8th, Jiang Fang, who is also an Ali partner, replied, "When the forest grows, there are all kinds of birds."

Including the 120,000 increase after RT-Mart’s consolidation, the number of employees reported by Ali to the open market has exceeded 250,000, and the total number of employees is no less than one million, including companies and outsourcing personnel that Ali controls or invests in. In many people's minds, with such a large number of employees, Ali has become a slice of society, and to some extent the probability of "wicked people" will also increase.

But this should not be a reason for company management to avoid problems and responsibilities.

A person familiar with Ali believes that there are two reasons from the system level: everything in the company is business-oriented, and emphasizes performance more than individual employees. This leads to the fact that according to Xinyue’s description, Wang Chengwen did not have the first time even if he was reported. Suspended; secondly, officials at the senior level crushed people to death. In the past, Ali’s 361 assessment system (the mandatory 10% requirement was cancelled at the end of last year) allowed supervisors to directly decide the promotion and resignation of subordinates, which also made it difficult for Xinyue to refuse The leader's request for business trip and accompany.

When public opinion was boiling over the whole network, CEO Zhang Yong only posted at 2:31 am on the 8th that he knew about this incident. It seemed that he was unaware of Xinyue's call in the company cafeteria on the 6th. This may indicate that the person who should have reported this incident to him did not choose to tell Zhang Yong the first time, but chose to do more than to do less.

"LatePost" learned that Ali employees can directly chat with the CEO privately through DingTalk, but from Xinyue's post, she did not choose to do so, and only communicated to the level of business group president Li Yonghe.

In this incident, from Ali's business unit (BU), to the business group (BG), to the HR team and even the CEO, all communication channels failed.

What makes people feel warm is that on the evening of the 7th, Ali employees spontaneously set up a rights protection organization "Brave Niu Niu Help Group" on DingTalk. This group has evolved several times, and the number has grown from a few hundred people to more than 6000 people today. This is the first time in Ali's history. Their appeal is to help Xin Yue and provide her with psychological and legal assistance. At present, the founders of the two groups have joined the investigation team organized by the company to follow up the overall investigation progress.

In the latest handling decision on the 9th, Zhang Yong gave a series of reflection and action directions. However, some employees questioned whether it was too late to make up for the situation. Do we have to wait until employees are disappointed in the company and lose trust in order to usher in change?

What is accident? What is inevitable?

The incident of Xinyue's infringement itself has many accidental factors-it happened in one of the provinces and cities where the wine table culture is popular, Jinan, Shandong; Taoxianda needs offline supermarkets to enter the platform, which determines Jinan Hualian. Traditional retail companies are relatively strong when discussing cooperation; the same-city retail business group where Taoxianda is located, has just made organizational adjustments a month ago, and the rights and responsibilities of many things are still unclear.

But is it inevitable? Most of the people inside and outside of Ali who were interviewed by "Late LatePost" expressed a point of view: "We are not surprised by this incident in Ali."-This "not unexpected" itself shows a big problem.

Previously, Ali sex scandals spread on social media were not uncommon. The most interesting was the private life incidents of Taobao Tmall President Jiang Fan and platform stakeholder Zhang Dayi in April last year; another P8 with a monthly salary of 16,000 Recruiting personal assistants is actually a maintenance; a P7 male employee of the newly established MMC business group was exposed on the intranet and had at least 7 girlfriends at the same time; a middle-level male and his female boss were transferred to work after being caught by security at the private meeting of the company parking lot. , And now went to another Internet giant.

Most sex scandals, large and small, are fermented on Ali's intranet before being spread. People often regard it as a matter of personal morality, as a gossip, and the company will not come forward to deal with it. For such incidents, many Alibaba employees said that they have become accustomed to it.

However, the nature of this Xinyue incident is fundamentally different. An Ali employee said that the Jiang Fan incident is the personal virtue of a big man and is a gossip incident. The public is morally derogatory and jokes. The public characterizes Ali as a scumbag. This incident is a big humiliation by a small man and is suspected of a criminal case. The law must be severely punished, the company must be severely punished, and the public judged that Ali has evil people.

The controversial Ali "yellow storm" culture has also been mentioned again. For a long time, Ali will use the motivational language of "very yellow and violent, strong and lasting". Ali’s ice-breaking culture was once questioned because of its excessive scale. An Ali employee said that this culture originated from the B2B sales culture of the year, but it no longer adapts to the current Ali.

"Late Post" interviewed many employees who joined Ali in different positions and years, and learned that excessive ice-breaking behavior still exists in some departments of Ali, but it has been greatly reduced compared with the previous ones. The Amoy technical and B department employees who joined in 2017 all stated that the team building did not encounter similar behaviors.

The ice-breaking culture varies greatly in different departments, mainly depending on the personal style of the head of the department. An employee who joined Ali in early 2020 said that he and his colleague were asked to kiss each other with tongues during the icebreaking session, and finally changed to lip kisses. They were also asked to expose various details of their private lives. “If you don’t say one question, eight bottles of beer.” But this employee Unwilling to disclose their job information.

An employee who just resigned from Ali Pictures last year said that the team will play some larger-scale games during the small annual meeting. For example, male employees do push-ups while female employees lie down. In his observations, "women want to rise in the company, and they seem to be better at opening up pornography than men. That attitude makes people feel that (she) can mingle with male executives."

And the founder of this company did not have much sense of boundary in his speech.

At the Ali Day collective wedding in May 2019, Ma Yun said to 102 newcomers to the company when they were married: "We emphasize the spirit of 996 in work, and we want 669 in life, which means six times in six days. The key is to'long.' He also mentioned, "The key to a happy marriage is to use'Ding Ding' (the homonym of Dingding) and less use of'prestige' (the homonym of WeChat)." The scale is quite large.

Alibaba’s top-down culture and internal open rank system bring a clear hierarchy, involving the business level. They are embodied by emphasizing fairness, integrity, and zero tolerance for corruption. However, in terms of organizational management, they treat employees, especially senior executives, The scandal of his private life is left unchecked, and the situation is not dealt with until the situation expands.

Therefore, when Xinyue reported the violation to Wang Chengwen's direct leader, Gan Qiliang, Gan Qiliang did not first judge the nature of the matter, whether it was serious or not. According to Xinyue’s description, Gan Qiliang’s first reaction was "It's all business problems, and I often travel on business. I have known that there will be problems." The core meaning is similar to the core meaning of "the forest grows up and all birds have."

When some people become accustomed to the company's various sexual scandals, and as the number of companies increases, they tend to think that the occurrence of similar events is a problem of probability rather than an organizational problem.

This kind of conceptual numbness is truly terrible, and it has found a justified excuse for the company when there is a management problem.

News from: Late LatePost

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