In the live broadcast room of Dongfang Selection, Dunton's figure appeared in front of the camera again, and his familiar voice and gentle image seemed to have never changed. Beneath the glossy surface, however, the rift between Dunton and Oriental Selection is deepening. Today, we're going to talk about the untold story behind the anchor and his dissatisfaction with the company's management.
The first thing to say is that Dunton has been a contracted anchor of Dongfang Selection for some time. At first, he quickly won the love of the audience with his unique live broadcast style and affinity. But over time, problems gradually surfaced. It is understood that Dunton is dissatisfied with the treatment given to the anchors by Dongfang Selection, especially when he sees that other platforms invest resources, training and care for their anchors, his heart will inevitably ripple.
This mentality is even more obvious when compared with his peer Dong Yuhui. Although Dong Yuhui joined late, due to the strong support and promotion behind the company, its development momentum is rapid. This stark difference makes fair play a debatable topic.
As one of the important managers behind Dongfang's selection, Mr. Yu Minhong seems to be a little unstable in dealing with team building and anchor issues. Professor Yu, who was once known in the industry for his novel ideas, was at a loss when it came to dealing with the emerging field of live broadcasting. For example, there has been a lot of controversy in the way of team building - the traditional model is not completely suitable for the post-00s group, and it cannot effectively mobilize the enthusiasm of young employees.
Judging from the case of Dunton, there are many problems in Dongfang Selection: insufficient care for anchors and uneven distribution of resources are all things that need to be solved urgently. If these problems are not corrected in time, it may lead to the loss of more excellent anchors and the shaken audience base.
So, how do we find a solution in this situation? Perhaps the management needs to re-examine their strategy and brainstorm what is feasible. For example, measures such as improving logistics support, optimizing resource allocation mechanisms, and enhancing team cohesion are worth trying.
At the same time, it is also necessary to reflect on whether the current team building method adapts to the trend of younger people, and make strategic adjustments according to the characteristics of post-00 employees. As a senior educator and entrepreneur, Mr. Yu Minhong has rich experience and foresight in many fields, but he still needs to continue to learn and Xi make progress in the special industry of live broadcast e-commerce.
All in all, although Dongfang Selection has a strong foundation and high-quality resources, it still needs to update its concepts and be flexible in the face of new environments and new challenges. We look forward to seeing a fairer, more dynamic, more able to attract and retain talents, and hope that talented and hard-working anchors like Dunton can get the appreciation and development space they deserve in the future.