Zheng Hao talked extensively about his entrepreneurial experiences in front of the camera, including both positive and negative examples.

For Zheng Hao, the setbacks he encountered in his early entrepreneurial days were all because employees weren’t working hard enough or diligently enough, causing his company to lack advantages in competition with other companies, which triggered a series of butterfly effects!

After the company’s downfall, these lazy employees simply dusted themselves off and found better jobs elsewhere, while he alone had to bear the failure of the startup.

Of course, Zheng Hao had never truly failed in his entrepreneurial ventures. His worst outcome was merely selling his company to other large corporations, but in Zheng Hao’s view, anything short of becoming the industry leader could be considered a failure!

Even though he had already amassed enormous personal wealth through his first two entrepreneurial ventures, he still regarded them as failures and harbored resentment toward his employees’ laziness!

So, Zheng Hao began studying various management theories, implementing various KPIs and metrics within his company, layering pressure through the human resources department, making the entire company operate in an extremely efficient state!

Meanwhile, Zheng Hao had accumulated very rich experience through his previous two startups, successfully avoiding all the pitfalls he had encountered before, which led to the success of Home Delivery Takeout.

During his explanation, Zheng Hao certainly wasn’t simply preaching, but used many cases from his entrepreneurial process. Many examples were rich, vivid, and detailed, making the audience nod in agreement.

Especially regarding the point about lazy employees causing company failures, it became particularly convincing due to Zheng Hao’s numerous detailed examples.

It even resonated widely with many entrepreneurs and business people in the audience!

Does this phenomenon actually exist?

Of course it does.

Laziness is human nature, especially when a large amount of heavy work tasks press down on you, and completing these tasks doesn’t provide obvious feedback—most people develop feelings of laziness.

For companies, employees who focus solely on being cogs in the machine are the good employees. Those who let their minds wander, have low work efficiency, and even affect the entire team’s atmosphere are naturally the targets of admonishing talks.

Business people who agree with this viewpoint aren’t rare, and even some economists have seen this demand and openly supported entrepreneurs.

For example, some economists have proposed the idea that “employees stealing time can exploit the company, while companies can hardly effectively manage and counter employees’ laziness, so companies are actually the disadvantaged group.”

On the surface it seems like an outrageous statement, but in reality, those who say such things are very clear about their target audience—they’re merely satisfying the demands of some entrepreneurs.

Therefore, Zheng Hao’s similar remarks still had a market, especially since failed entrepreneurs wouldn’t believe they had problems in managing their companies, but rather that their employees were always slacking off!

Their subordinates were disorganized, completely lacking any sense of responsibility or ownership, which led to the failure of the company’s startup.

Seeing the atmosphere in the venue becoming increasingly heated, Zheng Hao knew the time was about right.

So he changed tack and continued along this line.

“I’ve noticed that some companies now are trying to fool the public through extensively promoting certain rhetoric, thereby deceiving other startup companies, placing themselves at an advantage in market competition, and ultimately achieving ulterior motives!”

“I believe we must be vigilant against these companies!”

“What these entrepreneurs say outwardly seems very correct on the surface, which makes it all the more deceptive!”

“Every employee who wants to grow must establish a sense of ownership in the company! We entrepreneurs treat our companies like our own children! If you blindly believe these wrong ideas, the final result can only be company bankruptcy, entrepreneurial failure, and employee unemployment!”

As these words were spoken, the audience’s faces showed expressions of surprise.

Through Zheng Hao’s remarks, the audience unconsciously associated them with Tenda Group.

All along, Tenda Group had been known for its generous employee benefits such as no overtime, making it the dream workplace for all workers and giving Tenda Group the upper hand in public opinion battles!

After all, most netizens participating in public discussions are working people themselves, naturally standing on the side of the working class.

Zheng Hao directing his criticism at Tenda Group at this moment was obviously due to the longstanding grudge between Home Delivery Takeout and Tenda Group!

Slackin’ Takeout had twice dismantled Home Delivery Takeout’s business model and launched many attacks on Home Delivery Takeout for exploiting delivery drivers, causing the two sides to remain in a state of irreconcilable conflict in the public opinion war, while Slackin’ Takeout successfully captured more market share as a result.

On this point, Zheng Hao was clearly completely unaccepting!

Now, Zheng Hao was not only targeting Slackin’ Takeout but had expanded his criticism to the entire Tenda Group, believing that Tenda Group’s promotion of high employee benefits, allowing employees to avoid overtime, and not maintaining a spirit of struggle had ulterior motives.

It’s worth noting that this was a highly-attended public course program, and Zheng Hao’s remarks here would certainly be widely disseminated, possibly even edited into clips and posted on AiLiDao and other major video websites!

Was Home Delivery Takeout about to launch a new round of online public opinion warfare?

However, Zheng Hao’s words seemed more like crude slander against Tenda Group. Could this really be effective?

Zheng Hao smiled slightly and continued: “I know what I’m saying might confuse everyone!”

“Now top-tier companies are doing everything possible to increase employee benefits. If increasing employee benefits is wrong and violates management common sense, then why are all these big companies doing it?”

“For example, Tenda Group achieved its rise through strictly implementing an 8-hour workday and generous employee benefits, developing into a massive giant in just a few short years. If Tenda’s management philosophy has problems, how did Tenda develop to where it is now?”

“This view obviously knows one thing but not another!”

“It completely confuses and blurs the objective differences between different companies, disregarding each company’s specific situation, and forcibly using a one-size-fits-all approach to solve problems!”

“Why do first-class large companies try everything to increase employee benefits? It’s because these big companies have high profits and can use these employee benefits to attract excellent employees and incentivize them.”

“Excellent employees have higher work efficiency and self-discipline, and these benefits can help them better exert their value!”

“But large companies often place the highest importance on corporate management. They will improve employee efficiency through many other means, helping employees better fulfill their job requirements. Benefits are just one link in their many management methods!”

“For a small startup company without the substantial profits of large companies or their attractiveness to excellent employees, to forcibly imitate large companies’ employee benefits is equivalent to having the disease of a large company without having its destiny!”

“Of course, Tenda Group implemented employee benefits when it was still a small company, but Tenda’s later achievements are absolutely not just because of employee benefits.”

“Tenda’s development relies on the high profits of the gaming industry and on sophisticated management models! Although I’m not clear on the specific situation, I can be certain that Tenda is absolutely not just about high benefits! Otherwise, it would have been eaten into bankruptcy by those lazy, good-for-nothing employees long ago. How could it possibly have developed to its current scale?”

“But when Tenda promotes its so-called ‘Tenda spirit’ to the outside world, it only publicizes the no-overtime spirit while not mentioning a word about other management details.”

“Why is this?”

“It’s obvious! This is a very clever public opinion tactic by Tenda, positioning itself on the same side as the working people to gain broad public opinion support, thus enabling it to be invincible in public opinion battles with other companies!”

“But think about it carefully—if all companies were like Tenda, offering high benefits to employees, how many companies could persist? Are those small companies that can’t afford such good employee benefits not worthy of survival?”

“The sole promotion of such high benefits aims to weaken all startup companies through high benefits, making all small companies unable to pose any threat to Tenda, thereby achieving a market monopoly position!”

Zheng Hao’s speech caused a wave of murmuring among the audience.

Obviously, many people hadn’t expected Zheng Hao to directly target Tenda Group on such an occasion!

It must be admitted that Zheng Hao’s speech did receive support from many people.

As an outstanding entrepreneur, Zheng Hao had influence from his certain level of fame, plus some successful experiences in management studies, making his words sound very convincing!

Especially among the many small business owners present, who also strongly related to what Zheng Hao said.

Since Tenda Group appeared, the 8-hour workday, no overtime, and high salary benefits have become common demands among working people. The popularity of Tenda Group’s recruitment exams sufficiently demonstrates how much workers desire and welcome these!

But not everyone can join Tenda Group, and those workers who temporarily cannot join Tenda naturally compare their current companies with Tenda.

How could such a comparison not cause envy?

In the eyes of these small company bosses, their employees coveting Tenda’s benefits and demanding that their own companies also implement an 8-hour workday, or employees dissatisfied with the status quo slacking off during overtime—doesn’t this perfectly fit the so-called “employees exploiting the company” narrative?

How Tenda manages to maintain high benefits has always been an unsolved mystery!

The most likely explanation is that Tenda, as a gaming company, sustains its company benefits through generous profits.

But obviously, other companies don’t have the economic strength to support this and cannot completely replicate Tenda’s model.

So although Zheng Hao’s words seemed full of hostility toward Tenda Group on the surface, they did reflect the demands of some bosses, and even made some working people feel they were quite reasonable!

If a company goes bankrupt because of employee laziness, losing job positions, wouldn’t ordinary employees lose even the opportunity to work overtime?

Of course, there were also people who began cursing vehemently upon hearing this argument, condemning Zheng Hao’s shamelessness!

As an outstanding young entrepreneur, how could he make the exploitation of employees sound so fresh and elegant?

Regardless, Zheng Hao’s speech at the “Entrepreneur’s Public Course” would certainly cause a huge stir online!