The recent departure of four core hosts from EAST BUY (01797), who announced their resignations in quick succession, points to changes in the management style of the company's current leadership. Some departing hosts cited an inability to agree with the new direction and perceived unfriendliness from management as reasons for leaving. Four core hosts leaving within just two days clearly exceeds the scope of normal personnel changes, resembling a pre-battle mutiny.

Amid the turmoil, Yu Minhong swiftly made a public statement, indicating that repeated attempts had been made to retain the employees. The fact that they could not be retained despite these efforts suggests the issue is not merely a matter of diverging paths, but more likely that the terms offered were insufficient. The grievances and demands of the four departing hosts are not difficult to infer from their candid farewell letters. However, it is evident that Yu Minhong is unwilling, unable, and lacks the means to meet their demands.

This scenario feels familiar. Recalling the Dong Yu Hui incident, a similar pattern emerged during the first wave of conflict. At that time, Yu Minhong firmly supported Dong, even going so far as to replace the then-management team as a decisive move. Yet, the outcome demonstrated that those intent on leaving cannot be held back. The departure of the "Along with Hui" team to operate independently ultimately left Yu's conciliatory efforts in vain, significantly weakening EAST BUY. Now, internal strife has resurfaced, with star hosts again targeting management. Having learned from past experience, it is natural for Yu Minhong to make a different decision this time. But is choosing a different option necessarily the right one? It is doubtful that even Yu Minhong himself is confident, let alone outside observers trying to discern the truth through a haze.

In business terms, the precise calculations of a businessman and the nuances of management art are difficult for outsiders to fully comprehend. On multiple occasions, Yu Minhong has publicly expressed support for CEO Sun Jin, calling him "a master at solving problems." This raises a pertinent question: what problems does EAST BUY need to solve? Is it performance, stock price, the challenge of managing long-standing senior staff, or the persistent struggle to find a stable and sustainable development model?

It is important to remember that EAST BUY's journey from a former educational giant to a "second venture" in live-streaming e-commerce has been accompanied by a significant amount of public sympathy and goodwill. This "sentimental filter" has, to a large extent, obscured the harsh realities of the workplace and the stark nature of business.