Summary of the Key Points
This article focuses on a 75,000-word resignation letter written by an employee at Alibaba's DingTalk, named "You Su". It first breaks down the content of the letter into three parts: facts, opinions, and speculations. It then analyzes the real purpose of the resignation letter (to vent frustration and prove one's own worth), and finally offers insights into the workplace regarding the de-mystification of leadership and the importance of a "holistic perspective": don't underestimate someone just because you see their flaws; instead, view people and situations objectively and learn from their strengths, rather than getting stuck on their weaknesses.
I. The "Facts" and "Complaints" in the Resignation Letter: What's Credible, What's Emotional?
Of the 75,000 words in the resignation letter, only 30% consist of objective facts, 40% are well-founded product-related opinions, and the remaining 30% are personal speculations and emotional outpourings:
- Facts: The author joined DingTalk's ONE project in June 2025. Two weeks after starting, their design leader left the company, and in the fourth week, a senior colleague they recommended was transferred to another department. There were only three product team members involved in the project for more than three months. The work pace was extremely fast: requirements had to be submitted in the morning and reviewed in the evening. During the trial period, the author was tasked with improving the company's services to a score of 1000 on a V6 evaluation system. Due to the high pressure, they fainted twice, and the second time, they were taken to the hospital and diagnosed with respiratory alkalosis.
- Reliable Opinions: AI in office applications should not be limited to just chat functions; it should be integrated into actual work processes (such as handling messages and managing tasks). DingTalk has data on organizational relationships and approvals, which gives it an advantage as an AI platform. However, the old system is complex, with many outdated features, becoming a burden.
- Emotional Speculations: The author attributes the lack of effective decision-making to arrogance and a "bossy" attitude, and speculates that the evaluations during interviews were a form of psychological manipulation (PUA). They also claim that DingTalk will be eliminated by AI advancements if it doesn't adapt in time (without providing any evidence to support this claim).
II. The Hidden Intentions Behind the Resignation Letter: Not Giving Suggestions, but Seeking Recognition and Proof
The author (Ye Xiao Chai) reveals the true purpose of the resignation letter:
- Venting Frustration: The author felt aggrieved at the company (e.g., receiving a poor performance rating and working long overtime hours) and wanted to express their dissatisfaction through this lengthy letter.
- Proving Oneself: They aimed to show others that they understand the product well and that the project's failure was not their fault, but rather the responsibility of the leaders and the organization.
For example, although the author only held a P5 position and had been at the company for less than a year, they presented themselves in the letter as someone who saw the big picture, attributing all ineffective decisions to "loss of control and arrogance." Essentially, they used the letter to reframe their narrative and place themselves in the "right" category.
III. De-Mystifying Leadership Is Good, but Don't Let It Lead to Self-Righteousness
De-mystifying leadership means moving from an idealized view of a boss to recognizing their flaws. However, many people go too far:
- For instance, when they see a boss's creative ideas not being implemented or that the boss is arrogant or shirks responsibility, they may conclude that the boss is just average. But the author reminds us that a boss often has advantages that we don't (such as access to resources and experience from successful projects). The flaws you notice might be things the boss deems unimportant (like focusing on the bigger picture rather than details).
The right approach to de-mystifying leadership is to say, "Yes, he has flaws, but I can learn from his strengths."
IV. A Holistic Perspective: Don't Just Focus on Negatives
The author uses a holistic view to explain why bosses may have certain shortcomings:
- Things Have Two Sides: Bosses who are creative may struggle to bring their ideas to fruition, while those who are good at acquiring resources might exaggerate their achievements. Those who focus on big goals may overlook small details. No one is perfect; every advantage comes with a disadvantage.
- View Problems from a Long-Term Perspective: Today's problems are often the result of decisions made in the past. For example, DingTalk's old system is a legacy from accumulating many customers and features, and changing to AI requires balancing both existing needs and new requirements.
- Decisions Require Balancing Benefits and Costs: There are no perfect decisions; we must choose the best option for the overall situation. The ONE project had to serve both users and support the company's need for a public launch, which meant balancing short-term exposure with long-term user value.
V. What Should Workers Learn from This?
The author offers the following advice to professionals:
- Don't become complacent just because you've de-mystified leadership; also, don't blindly admire them. Learn from the boss's strengths (such as creativity and resource management skills) and find ways to complement their weaknesses (e.g., by taking on more practical responsibilities).
- View problems objectively: A boss's "flaws" may be due to environmental or resource constraints, not intentional behavior.
- Focus on Your Own Growth: Instead of dwelling on a boss's shortcomings, focus on improving your own abilities. In the end, you need to prove yourself through your own performance.
The core message of this article is: Don't dismiss someone entirely because of their flaws; learn to view people and situations with rationality and a holistic perspective.