Ali "rectification"
On the first weekend of August, many management leaders of Alibaba Group (hereinafter referred to as Ali) frequently rang their mobile phones.
Accompanied by the "Ding Ding Ding" message, the employees are "crazy" @leader on the company's intranet, with only one intention-come out to explain.
At that time, many employees carried the banner of sympathy, believing that the person involved had bravely stepped forward and would use collective efforts to help her get justice.
"On the intranet, in the open mailbox, and nailed it, there are still thousands of voices and demands at three or four in the morning, which are more intense than any social media. If you don't see it, it doesn't mean that we have not spoken." A person who has worked for 9 years The old Ali man wrote.
On August 14, the police reported that the suspects Wang Mowen and Zhang had been taken criminal compulsory measures by the Huaiyin District Bureau of the Jinan City Public Security Bureau on suspicion of the crime of compulsory indecency.
Some people think that female employee Zhou Mou’s self-reported "drinking alcohol" and "forced to travel" have not been confirmed, this is a reversal.
However, in the eyes of more people, many doubts still exist, and the determination of the facts related to mandatory indecency has not been reversed.
"Shocked, angry, and ashamed," Zhang Yong, the No. 1 figure in Ali Group, took the lead in speaking out through the intranet.
From the July 27 incident to internal transmission, to rights protection and public opinion, 11 days, the "Alibaba female employee was violated" incident undoubtedly pushed this Internet giant to the center of the storm.
In the announcement of Alibaba's self-examination, relevant managers' decision-making communication was improper, the cultural system and organizational mechanism were ineffective, and the absence of emergency response has become a reality.
And Zhang Yong's statement means that Ali's reshaping of culture, values, and organizational mechanisms is "use the sword", and the reflective action needs to be initiated urgently.
Fermentation · Intranet "bombed" the management
On August 7, a Saturday night, the "Ali female employee was violated" incident ignited public opinion.
A reporter from the Beijing News learned that Ali employees can speak directly on the intranet @ any person including management.
On that day, both the founder of Alibaba Group Jack Ma, the chairman of the board of directors Zhang Yong, and any executives who may or may not appear in media reports were frequently @ by employees.
"Everyone directly @boss on the intranet, let the boss come out and explain." The voice of public support began to spread.
According to company regulations, Alibaba employees can add or subtract points for certain comments on the intranet. A senior Alibaba executive has scored more than 10,000 points on the same day.
"Because someone has always given negative points to his remarks." An employee told reporters.
A reporter from the Beijing News learned that when employees “bombed” the intranet, an Ant Group’s management was frequently @ and asked to come out and solve the matter.
And Zhou's business belongs to the life service sector, and there is no obvious intersection with the Ant Group's business.
In this regard, Alibaba's internal employees revealed, "Because he has solved related problems before, everyone feels that he is fair, capable, and efficient, and the results of the solution will satisfy most people, so some people hope that he can stand up and help solve the problem."
That night, the voices of indignation, reason, trying to solve problems, scoring negative points, and valuing talents were intertwined in Ali's intranet.
Different from the external condemnation, the "Ding Ding Ding" message prompt is not only the concern of Ali employees for the victimized colleague, but also the sadness and complicated emotions of Ali culture.
Many of the more than 200,000 Ali employees received "greetings" from all parties during the weekend.
Han Zhe (pseudonym) told the Beijing News that in Beijing, even if there are related hot posts on the intranet, he initially had no perception of the rights protection of the Hangzhou canteen and the incident itself.
Until Saturday's incident, he knew the severity of the matter just like the public before going out for dinner.
"As a result, I was on the phone during the whole meal, and I didn't eat a bite of it."
On the evening of August 8, an "old Ali man" with 9 years of service wrote a long article with "grief and anger" (a self-reported vocabulary in the text), "Don’t one person or a group of people represent all of us. …It’s a shame not to protect a woman... You don’t have to repeatedly express your anger to me, and you don’t have to question our inaction."
On the same evening, another "Aliren help Aliren" article was circulated within the company. This is a joint initiative of more than 6000 Alirens on the 807 incident, telling the outside world that a group of "brave cows are now Punch the tower".
The term "punch tower" was originally one of the terms of MOBA (Multiplayer Online Tactical Competitive Game). In the game, it means to fight the defensive tower before it is fully developed.
On August 8, "Brave Bulls" named the group action in this name, which means that ordinary employees question the top level of the company.
Chang Wen mentioned that it is recommended that the company face up to the demands of the victimized employee Zhou on the intranet, provide compensation, disclose the members of the investigation team, the operating mechanism, and disclose information in a timely manner, and strictly investigate the course of the incident.
While giving explanations, the company promotes the establishment of an anti-sexual harassment/anti-sexual assault system for employees in the workplace.
A reporter from the Beijing News learned that recently, the employees of the "Brave Bull" team selected several group members to join Ali's internal investigation team as employee representatives to participate in the investigation of this incident.
The group members made suggestions for the company's preparations for the establishment of the "Employee Anti-Sexual Harassment/Anti-Sexual Assault Protection Mechanism". At the same time, the "Brave Cattle" group established a related psychological assistance group and a legal assistance group composed of Ali employees.
On August 12, before the police released the phased investigation results, Ali publicly promoted the progress of the institutionalization of anti-sexual harassment.
Ali said that it is formulating the "Alibaba Group Anti-Sexual Harassment Code of Conduct" to strengthen zero tolerance for sexual harassment.
It has also improved the code of conduct for dealing with customers and partners, and clarified the complaint response and emergency response mechanisms for vicious incidents such as sexual harassment and sexual assault to ensure smooth reporting channels.
In addition, set up ALI-WE (Anti Bad Habits Group) to self-examine and clear the collectively reflected improper working methods, including but not limited to bad habits at the wine table, vulgar jokes, etc. that make employees feel uncomfortable in the workplace.
This is already a female employee's report of the infringement incident, Ali has once again publicly stated its position.
Prior to this, at 5 a.m. on August 9, Ali announced the phased investigation results and handling decisions.
Obviously, this time Ali employees "rush to the tower" is not as meaningless as in the game.
"This group is actually a rescue group, and a group of people stood up." Many Ali employees said in an interview with a reporter from the Beijing News that this incident had a great internal impact on Ali, and even far exceeded its external impact.
"Many people come to Ali with their ideals. They think they will achieve a career. There are many things worth doing here. However, after this incident, the company's handling attitude and subsequent fermentation have shattered the image of the fantasy company." .
Fire extinguishing and internal control failure?
At the center of the whirlpool of public opinion, the "cold treatment" of Ali management planted a depth bomb.
According to the victimized employee Zhou Mou, on August 2, the first thing he did when he returned to Hangzhou from Jinan was to go to the company to ask for feedback on the matter.
The parties first contacted the leaders of the BU (business unit), Jiu Rong (head of Taoxianda), Yue Er (HRG), and Forrest Gump (head of Taoxianda LKA) (all are Ali internal flower names).
Zhou said that after pulling the above-mentioned related person in charge, he filed a request for Wang Mouwen's expulsion, but no one in the group responded.
Afterwards, they chatted with three relevant persons in private. "About ten or twenty minutes later, Jiu Rong showed that it had not been read back, and A-Gump and Yue Er replied to my private chat message."
Relevant leaders gave a reply to the handling result within three days, and no expulsion decision was made.
On August 6, Zhou decided to promote communication from the BU level to the BG (a business unit higher than the BU) level.
According to Zhou's self-reported document, the same news has not been read back. Li Yonghe, the former president of Ali's retail business group in the same city (Ali internal nickname: Lao Ding) and the original HRG Xu Kun of the same city retail business group (Ali’s internal nickname: Ding Dong) , Xu Kunhou communicated with the parties on the phone.
The request was not met, Zhou chose to expose the incident in the company group, but the news was forcibly withdrawn, and a video of the canteen rights protection spread throughout the network appeared. Zhou printed a propaganda banner with a loudspeaker to publicly denounce.
A reporter from the Beijing News tried to contact the parties concerned about the details of the readme file. As of press time, no response has been received.
Zheng Yi (pseudonym), who once worked for Ali, told the Beijing News that there is an internal control department under Ali's HR system, which is very powerful and monitors Ali’s internal public opinion. “This team, you usually don’t know what they do, in other words They rarely appear in the company, but once these people appear, some people will be unlucky.” He revealed that the internal control department monitors various public opinions and records within Ali, and controls the internal digestion of risks so that they will not be detonated on a larger scale. .
But this time, the direction of things means that Ali's internal control has failed.
A reporter from the Beijing News learned from Ali that on August 7, Ali's independent investigation team led by Jiang Fang issued the first internal announcement.
The investigation team believes that the relevant supervisors and HR have insufficient empathy and major mistakes in judgment, and they should conduct a serious review and serious reflection.
In addition to the male employee who was suspended for police investigation, the employee's first-level and second-level supervisors and a total of four HRGs were also suspended to cooperate with the internal investigation.
On August 9, Ali announced the phased internal investigation results and handling decisions of the "female employee violation" incident. Li Yonghe and Xu Kun took the blame and resigned. Not hired.
This internal announcement believes that Li Yonghe, as the president of the business group, has not enough sensitivity, attention and investment in this matter. If he did not take the initiative, Xu Kun did not play a role in the key decision-making of the business group HRG. For this reason Should assume leadership responsibilities.
As one of Ali’s “eighteen arhats” and Ali’s chief human resources officer, Tong Wenhong was remembered. The announcement believed that during the entire incident process, the HR team did not pay enough attention and care to people, and was more rational, less emotional, and lacking empathy.
At the same time, there was a lack of an emergency response system and serious misjudgments. In the case of suspected violations of the law, the parties were not suspended from office immediately.
"Major problems have emerged in the cultural system and the building of our own capabilities." The announcement stated.
As of the latest police report on August 14, according to Article 237 of the Criminal Law of the People’s Republic of China, the suspects Wang Mowen and Zhang Mo have been criminally coerced by the Huaiyin District Bureau of the Jinan City Public Security Bureau on suspicion of coercive indecency. Measures, there is no evidence to prove that the crime of rape occurred.
Currently, the case is under further investigation.
In this incident, the relevant personnel involved belonged to Alibaba's Taoxianda business, which is a platform under Alibaba's same-city retail business group that enables local supermarkets to settle in and consumers shop home within one hour, and currently belongs to the Ali life service sector.
Regarding Wang Mouwen, the former head of the business operations team of North China District of Taoxianda, his former colleague said that Wang Mouwen was previously affiliated with Ali's Ele.me business and was transferred to Taoxianda within one year. Related to the adjustment of the life service sector.
At the beginning of July this year, Ali just announced organizational adjustments to open up the local life of AutoNavi Fliggy to form a life service section.
In this storm, Li Yonghe, who took the blame and resigned, was formally appointed as the CEO of the local life business group last month (the original CEO Wang Lei had another appointment), and together with the president of AutoNavi Liu Zhenfei and the president of Fliggy Zhuang Zhuoran, they reported to Ali partner Yu Yongfu. .
Yu Yongfu is in charge of this sector on behalf of the group and reports directly to Zhang Yong.
In other words, in just one month, Li Yonghe bid farewell to the position of CEO, and the local life and business groups changed coaches twice.
At present, Ali has not publicly announced who will carry the banner of the local life business group. According to people close to Ali, Yu Yongfu may urgently take over the role.
However, regarding the coaching issue, as of press time, Ali has not yet responded.
The local life industry is the last track on the Internet, and the epidemic has catalyzed the acceleration of the online process.
Ali’s organizational structure change in July revealed his ambition to live locally.
This year, Ali, Douyin, Kuaishou, Meituan, etc. have launched their offensives. With the deployment of group buying, takeaway and even logistics, the leading companies that have made short videos have launched the local life war that the giants are eyeing.
Reshaping the "Ali Taste" Butterfly Change
Outside of this incident, Ali culture and even values have been pushed into the spotlight of questioning.
From “Dugu Nine Swords” to “Six-Medical Sword” and then to “New Six-Meds Sword”, after 20 years, Ali’s values have precipitated six sentences: “Customers first, employees second, shareholders third; because of trust, So simple; the only constant is change; today’s best performance is tomorrow’s minimum requirements; at this moment, it’s me; live seriously and work happily".
The Beijing News reporter learned from many Ali employees and related persons that Ali employees and those who have experienced Ali have a strong "Ali flavor".
A person in charge of an Internet company team said, "Ali, JD, Tencent, and Byte have their own flavors."
What is Ali flavor?
Ali has a "smell officer" in the recruitment process, and only those who meet Ali's taste can be included in Ali's command.
Since 2010, Alibaba has piloted the partner system internally. At that time, the core requirement for selecting partners was to work in Alibaba for more than 5 years, to have a high degree of recognition of the company's culture, to contribute positively to the company's development, and to make every effort for the inheritance of the company's culture and mission.
"Wolf-like", "arrogant" and "strong execution" are commonly used in the outside world to describe Ali employees, but there is no single vocabulary that can accurately define "Ali flavor".
There is a view that the so-called "Ali flavor" comes from the sales culture of the China Railway Supply Army, which was once the strongest sales team in the early stage of China's Internet development, and is known for its super execution and business promotion capabilities.
"Strong middle station and result orientation are Ali's overall style of doing things." Zhang Zhang (pseudonym), who once worked at Ali, said that Ali's centralized management and control and the strong middle station style of distributed execution bring super strong execution capabilities to the team. The flat structure also enables the leaders to communicate fully, synchronize information with each other, inform their demands, and form a partial joint force, which may also achieve a good effect of "mission must be achieved".
However, behind the super strong execution, it is easy to fall into a performance-only or even supremacy state. “Many times it is not a cultural issue, but the execution is off the track.” Zhang Zhang has experienced three leadership positions in Ali.
He stated that in Ali, the P7 level is equivalent to the grassroots team leader, P8 and above are called middle level, and P7 and below are grassroots. "There is a certain cultural gap between P7 and P8, and P8 supports each other. To check and balance each other, we also need to look at the face of a higher P. P7 and below need to really work hard, and the culture is gradually splitting and forming a fault."
"For the fight against tough issues and speaking with the results, it is indeed more able to form a strong cohesion." Zhang Zhang believes that the other side of strong execution may be lack of thinking, only performance theory.
"When we first started training, the main thing at the beginning was to learn from Ali's corporate culture values and Ali flavors. We asked us to memorize them and write them silently. The content of the silent writing is about two sides of A4 paper." Former Ali employee Xiaoshui (pseudonym) Tell the Beijing News reporter that Ali has been emphasizing corporate culture. If you really implement this corporate culture, there should be no problem.
Wang Wei (pseudonym), an employee of Ali's cross-border business, also said that many people on the Internet mentioned that Fubao, 996, etc. would want to attack Ali’s values, but the problem is not the values and corporate culture, but a small number of executives. "They did not understand the true meaning of values, they were biased, or abused."
After the incident of "female employees being violated" was exposed, Ali's ice-breaking culture has also become a topic, and several vulgar screenshots of "Ali's ice-breaking culture" have become talkative.
In this regard, a reporter from the Beijing News asked Ali for verification. In response, the screenshot of "Ali Icebreaking Culture" was a rumor from 2018. At that time, Ali had dispelled the rumor. The person in the picture was not an Ali employee or an internal training of Ali.
A reporter from the Beijing News interviewed a number of Ali employees and Ali employees who had left. Among them, the employees who joined this year said that they had ice-breaking activities at the time of entry, but they had not experienced personal privacy and vulgar activities. They were just some simple games that let everyone quickly familiarize themselves with it. , More is the input of corporate culture and values.
Ali employee Han Zhe said that ice-breaking is a small part of the newcomer training, about 5 days, usually at the headquarters of the group or specific business headquarters, including classes, development, games, etc.
However, Xiaobing, who joined Ali in 2017, said that she had experienced icebreaking twice. The first icebreaking was when all aspects were normal at the time of entry. The second time was in a specific business team. At that time, the icebreaking game was required to match Male colleagues sit face to face on a revolving chair.
Xiaoice said, "I don't think it's appropriate," and rejected similar games in follow-up team activities.
After the incident on July 27, it took 11 days from the internal transmission to the detonation of public opinion.
In the meantime, Zhang Yong made public voices twice.
"Shocked, angry, and ashamed," Zhang Yong said that not only the HR team should apologize, but the relevant business directors at all levels are responsible, and they should apologize for their indifference and failure to deal with them in a timely manner.
Since then, Zhang Yong once again stated his follow-up reflections and actions.
Zhang Yong said that Ali is the Ali of all Ali people. The pain is because of love. It is a humiliation for all Ali people to happen.
"We must reshape, we must change. Change must start from everyone, but first must start from the leader, from me. Please wait and see."
In the announcement, Ali indicated the next direction of action, including conducting training and investigations on employee rights protection including sexual harassment, and opening special reporting channels.
Employee reports will be followed up by a dedicated person on the premise of ensuring that privacy is fully protected.
A corporate culture of zero tolerance for sexual harassment is formed, and the "Code of Action for Anti-Sexual Harassment" is jointly formulated by industry experts and employee representatives.
A clear-cut stand against the ugly wine table culture, regardless of gender, unconditionally support employees to reject unreasonable requests from related customers and superiors.
As of press time, a reporter from the Beijing News learned that Ali’s internal handling of this incident has not changed or overturned.
Ali insiders said that they are still waiting for the final result of the police.
"Ali female employee was violated" incident
April
After a certain department of Alibaba Group reached a cooperation intention with Jinan Hualian Supermarket, the unit confirmed that Zhou was responsible for the follow-up docking.
July
A certain department of Alibaba Group signed a contract with Jinan Hualian Supermarket and agreed to sign on-site on July 27.
27th
Successfully signed the contract, Wang Mouwen, Hu Moumin, Zhou, Wang Moubing hosted a banquet for Jinan Hualian Supermarket Zhang and other 4 people.
Six people including Wang Mouwen, Zhang and Zhou drank nearly five bottles of liquor.
28th
Zhou thought he might be assaulted while drunk and called the police.
August
2 days
Zhou said that the first thing he did when he returned to Hangzhou from Jinan, the place of origin, was to go to the company to seek feedback from the leaders.
6th
After encountering the company's "cold treatment", Zhou printed flyers and banners to the company restaurant for dissemination.
7th
Ali officially responded that it will not tolerate it and fully cooperate with the police. The suspected employee has been suspended for investigation by the police.
In addition, a total of 4 first-level and second-level supervisors and first-level and second-level HRGs of the employee were suspended to cooperate with internal investigations.
8th
Zhang Yong, chairman and CEO of Alibaba, responded by saying shock, anger and shame.
Jinan Hualian Supermarket issued a statement stating that the suspected employee has now been suspended and is under police investigation.
9th
Ali announced the decision, Li Yonghe and Xu Kun took the blame and resigned. Alibaba's chief human resources officer Tong Wenhong recorded the punishment, and the suspected male employee was dismissed and never hired.
12th
Alibaba announced the progress of the institutionalization of anti-sexual harassment work and established ALI-WE (Anti-Bad Habits Group).
14th
The police reported that the suspects Wang and Zhang had been taken criminal compulsory measures by the Huaiyin District Bureau of the Jinan Public Security Bureau on suspicion of the crime of compulsory indecency. There was no evidence to prove that the crime of rape occurred.
According to public reports
Beijing News Shell Finance reporter Cheng Zijiao, intern Lu Yating and Li Peiwen