6月20日下午，彭博社爆料東南亞最大網際網路公司之一的Grab將會在近期宣布裁員。 而Grab也在新加坡時間同日晚發出全員信，宣布裁員的消息。
我們先分享下CEO陳炳耀6月20日晚上九點多發出的全員信中文翻譯 - 之後再評論。另外，Grab在今天舉辦一場全體員工會議 - 有興趣的大家也可以關注下。
親愛的Grab團隊成員， 我今天要分享一些困難的消息。我們將要裁員超過1000人。
我們儘可能在多數辦公地點的下班時間之後通知你，這樣你有私人的空間和時間處理這個消息。
我知道，做出這樣的決定非常困難，我想要負責任並解釋我們為什麼會走到這一步。
面向未來的適應性
我想明確一點，我們做這個決定不是為了走捷徑追求盈利。在過去的幾年裡，我們一直在各個運營領域嚴格控制成本，並提高平台效率。因此，自2022年第一季度以來，我們的利潤每個季度都有所提高。無論是否進行此次調整，我們都在計劃今年實現集團調整後的息稅折舊攤銷前利潤（EBITDA）平衡。
雖然盈利里程碑很重要，但它只是我們長遠之路的一步。我們關注的是未來的事情。 我們必須適應我們的運營環境。變化從未如此迅速。像生成性人工智慧這樣的技術正在飛速發展。資本成本已經上升，直接影響了競爭格局。
今天，多虧了每一位團隊成員，我們已經發展到了相當大的規模，並且能夠抓住大量的新的增長機會。為了最有效地利用這些機會，我們必須結合我們的規模，靈活的執行和成本領導力，這樣我們才能可持續地提供更加負擔得起的服務，深入開發大眾市場，更好地服務我們的駕駛員和商傢夥伴。
這就是為什麼我們在過去的一年中精簡了一些重點領域。現在，我們相信我們的運營模式和成本結構需要根本性的改變，以便為長期建立我們的競爭優勢。這次調整的主要目標是戰略性地重新組織我們自己，這樣我們就能夠更快地行動，更聰明地工作，並重新平衡我們的資源在符合我們長期策略的投資組合中。
因此，重組出現為一個痛苦但必要的步驟，以將Grab引向我們長期的未來。
對受影響的Grab團隊成員的支持
我知道，這個情況不會減輕你接收這個消息時的情緒反應。
我們已經盡力通過提供財務、專業和醫療支持來減輕離職員工的衝擊，這些支持包括：
對於每完成6個月的服務，提供半個月的遣散費，或者根據當地的法定指南，取其中較高的金額。
由Grab決定的一筆善意補償金，用於補償未得到的目標獎金和股權；
兌現未使用的積累年假和未使用的GrabFlex積分；
在可能的情況下，延長到今年年底的醫療保險覆蓋範圍，具體視當地保險條款而定；
對於即將成為父母的女性Grab員工和其配偶，根據最後工作日計算，兌現產假和陪產假；
對於需要提供過渡支持的人員，提供完成任務獎金；
以一年免費的LinkedIn Premium訂閱和LinkedIn Learning，以及與專業教練的會話形式，提供職業過渡和發展支持；
通過Grabber援助計劃，在今年年底前提供福利支持；
對於持有工作簽證的Grab員工提供遣返支持；和
保留Grab員工預先分配的筆記本電腦的選項。
我們如何向前發展？
我們認識到，改變可能會帶來巨大的挑戰，而做出的決定都是在我們所有的領導者都經過深思熟慮並極其謹慎的考慮之後做出的。我們的優先事項是在整個過渡期內支持受影響的Grab員工，正如上述所說，我們承諾提供資源和援助來幫助簡化這個過程。
雖然我知道這是我們必須做的，但這個認識並沒有消除我因為不得不這麼做而感到的悲傷。 對於那些離開的人，我們非常感謝你們與我們共享你們的時間和才能，感謝你們為我們的使命做出的所有貢獻。我們將永遠感激你們的貢獻，並珍視我們作為隊友共同鑄造的記憶。
深深地， 陳炳耀 （Anthony Tan）
英文原文： Dear Grabbers, I have difficult news to share today. We are letting over 1,000 Grabbers go. We are informing you after office hours for as many of our locations as possible, so you have the space and time to process the news privately. I know that a decision like this is a difficult one, and I want to be accountable and explain why and how we got here.
The need to be fit for the future I want to be clear that we are not doing this as a shortcut to profitability. Over the past couple of years we』ve been consistent in managing costs tightly in all areas of our operations and on improving platform efficiency. As a result, our bottom line has improved every quarter since Q1 2022. With or without this exercise, we』re on track to hit Group Adjusted EBITDA breakeven this year. While important, our profitability milestone is only a step in a longer journey. Our focus is on what comes after. We must adapt to the environment in which we operate. Change has never been this fast. Technology such as Generative AI is evolving at breakneck speed. The cost of capital has gone up, directly impacting the competitive landscape. Today, thanks to each of you, we have grown to a sizable scale and are well-positioned to seize substantial new growth opportunities. To most effectively leverage these opportunities, we must combine our scale with nimble execution and cost leadership, so that we can sustainably offer even more affordable services and deepen our penetration of the masses, and also serve our driver- and merchant-partners better. This is why we had streamlined some focus areas in the past year. Now, we believe fundamental step-changes in our operating model and cost structure are needed to build our competitive moat for the longer-term. The primary goal of this exercise is to strategically reorganise ourselves, so that we can move faster, work smarter, and rebalance our resources across our portfolio in line with our longer term strategies. Restructuring thus emerged as a painful but necessary step, to set Grab on the correct trajectory towards our longer-term future.
Support for impacted Grabbers I know that none of this context will diminish the emotions you feel upon receiving this news. We have tried our best to cushion the impact this will have on Grabbers who are leaving us, by providing financial, professional and medical support that includes:
Severance payment of half a month for every 6 months of completed service, or based on local statutory guidelines, whichever is higher.
Goodwill payment of an ex-gratia amount determined by Grab for forgone target bonus and equity;
Encashment of unused accrued annual leave and unused GrabFlex credits;
Extended medical insurance coverage until the end of this year, where possible, subject to local insurance terms;
Maternity and paternity leave encashment for female Grabbers who are expecting and male Grabbers whose wife is expecting, as of the last date of employment.
Completion bonus for those who are required to provide transition support;
Career transition and development support in the form of free 1-year access to LinkedIn Premium subscription and LinkedIn Learning, and access to sessions with a professional coach;
Well-being support via the Grabber Assistance Programme until the end of this year;
Repatriation support (for Grabbers on work passes); and
Option to keep Grabber’s pre-assigned laptop.
How do we move forward?
We recognise that change can be incredibly challenging, and the decisions made have been weighed with great care and consideration with all our leaders. Our priority is to support impacted Grabbers throughout this transition, and as per above, we are committed to providing resources and assistance to help ease the process. While I know this is what we must do, that knowledge hasn』t removed the sadness from having to do it. To those who are leaving, we thank you so much for sharing your time and talent with us, and for all the impact you』ve made towards our mission. We will always be grateful for your contributions, and cherish the memories we』ve forged together as teammates. With deepest sincerity,
Anthony
（文章原載於微信公眾號 墨騰創投）
