Recently, a video touched the sensitive nerves of people all over the Internet. In the video, Xuan Jing, vice president of Baidu, mentioned that "I approve the employee's resignation in seconds, I am not her mother-in-law" and other remarks, as soon as this remark came out, the number of online spreads skyrocketed, and the major forum discussion groups enthusiastically forwarded it. As the management of a high-tech company, to express personal opinions so brazenly in public is clearly underestimating the power of discourse in the Internet age. This incident not only once again warns the management of enterprises, but also makes us think deeply about whether there are problems in the current relationship model between enterprises and employees.
As far as the incident itself is concerned, as a manager, it is always necessary to take into account the feelings of employees when dealing with people. Not only does she ignore the plight of her employees' lives, but she also uses language like "I'm not her mother-in-law", and there is a clear lack of empathy and empathy in the corporate culture.
Moreover, in the era of such dense online public opinion, as a public figure, you should pay more attention to your words and deeds. As soon as the video came out, it immediately became a hot search post, but Xuan Jing did not retract the misleading remarks in time, but instead triggered greater public opinion guidance. This is also a low-level mistake from a PR point of view.
The incident reflects the current problems in the relationship between some companies and employees. Treating employees as machines that can be replaced at will, and outlawing their personal lives and feelings, such a "self-respecting" management concept will undoubtedly damage corporate culture and cohesion in the long run. Work should not be everything, and people's physical and mental health should be equally important. Flexible humanistic care has great benefits for improving efficiency and attracting excellent talent. Management needs extraordinary empathy and foresight, rather than a one-size-fits-all utilitarian results-oriented approach.
As an enterprise of Baidu's size, such a serious negative impact of public opinion has also brought significant losses to the company itself. In just a few days, the market value has evaporated by 60 billion Hong Kong dollars, which shows the importance of corporate brand and image in today's era. These risks should be fully predicted and estimated in the decision-making process to avoid them to the greatest extent. Managers need to solicit opinions from diverse voices before acting, rather than making judgments based on their own attitudes.
The follow-up handling of this incident is also worth learning from. Xuan Jing's timely deletion of the video after the situation escalated shows that she recognizes her inappropriateness, and this way of absorbing lessons through factual actions should become standard practice. However, more details of internal mishandling have followed, suggesting that there may be a deeper cause of the problem. In the future, Baidu needs to comprehensively summarize and learn the lessons of this incident, optimize its corporate culture and management mechanism, and truly put people first, so that this turmoil will become an unforgettable lesson in the history of the company's sustainable development.
Overall, this incident has left us with deep inspiration. In today's era of Internet globalization, enterprise management requires a high degree of wisdom and thoughtfulness, and at the same time, it also needs to pay attention to the voice of employees and public opinion. Only by constantly learning and forging ahead, attaching importance to empathy and risk prevention and control, can enterprises truly grow and rise. I believe that through this crisis, Baidu will definitely grow into a more humane and inclusive high-tech enterprise.
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