Eliza Wong
The Meteoric Rise and Sudden Fall of Xiaomi’s Star Executive
In the competitive world of Chinese tech giants, career trajectories can change dramatically within hours. Wang Teng’s story at Xiaomi represents one of the most spectacular rises and falls in recent corporate history. From being hailed as the potential successor to Lei Jun himself to facing dismissal over confidentiality breaches, his journey offers crucial insights into Xiaomi’s corporate culture and talent management philosophy.
Wang Teng joined Xiaomi in 2016 during the company’s challenging period when smartphone sales were declining. His educational background from Huazhong University of Science and Technology and impressive academic record made him stand out immediately. Within years, he became instrumental in reviving Xiaomi’s fortunes through successful product launches and marketing campaigns.
From Oppo Defector to Xiaomi’s Golden Boy
Wang Teng’s journey to Xiaomi began unexpectedly. Before joining the company, he worked as a product strategy manager at OPPO, Xiaomi’s direct competitor. Interestingly, he even identified as a ‘Mi-hater’ and shared posts critical of Lei Jun. However, his perspective changed when Lei Jun personally interviewed him for over an hour, eventually convincing him to join Xiaomi.
The relationship between Wang Teng and Lei Jun developed into one of mutual respect and admiration. Lei Jun frequently praised Wang Teng publicly, calling him ‘six-skills complete’ and ‘experienced.’ Their camaraderie extended beyond professional boundaries, with Lei Jun even gifting Wang Teng a limited edition of ‘Black Myth: Wukong’ shortly after receiving it himself.
The Rapid Promotion Path
Wang Teng’s promotion timeline demonstrates Xiaomi’s aggressive talent development approach:
– 2016: Joined Xiaomi during company’s downturn
– 2023: Appointed Redmi brand spokesperson and Redmi Market Department General Manager
– February 2024: Promoted to Redmi Brand General Manager
– May 2024: Additional role as Deputy General Manager of China Region Market Department
– December 2024: Appointed General Manager of Xiaomi China Region Market Department
This rapid ascent placed him just one level below the highest executive tier at Xiaomi, making him effectively part of the core leadership team.
The Leaking Incidents That Led to Downfall
Wang Teng’s dismissal stemmed from repeated confidentiality breaches, despite previous warnings and penalties. Xiaomi’s official statement cited two primary reasons: leaking confidential information and serious conflicts with company interests.
His history with confidentiality issues dates back to 2022 when he received a二级泄密 (level two leakage) violation for disclosing new product launch timing. The company penalized him by canceling his annual promotion and deducting performance bonuses.
In August 2023, Xiaomi’s PR head Wang Hua publicly warned Wang Teng about leaking information, joking that he might be sent to Africa if it continued. During a 2024 live stream, Lei Jun himself mentioned that Wang Teng frequently faced fines for leakage incidents. Colleagues even gifted him a T-shirt with ‘谨言慎行’ (be cautious in speech and action) printed on it, highlighting his reputation for loose lips.
The Final Straw
While exact details remain confidential, industry speculation suggests the leakage involved sensitive information about Xiaomi’s automotive pricing strategy and supply chain costs. Some rumors claimed he received consulting fees amounting to 1.87 million RMB, though Wang Teng denied receiving any financial benefits from leakage activities.
The timing couldn’t have been worse for Xiaomi. The company faced multiple challenges, including a smartphone explosion incident involving a Xiaomi 13 device that injured a child, and a massive recall of 146,000 power banks due to safety concerns. These incidents already strained consumer trust, making internal leaks particularly damaging.
Xiaomi’s Business Context During the Crisis
Wang Teng’s dismissal occurred during a challenging period for Xiaomi’s core business segments. Second-quarter 2024 results showed smartphone revenue declining 2.1% year-over-year to 45.52 billion RMB, breaking seven consecutive quarters of growth. Smartphone contribution to total revenue decreased from 45.5% to 39.3%, while毛利率 (gross margin) dropped 0.6 percentage points to 11.5%.
The company’s premiumization strategy also faced headwinds, with average selling price (ASP) decreasing 2.6% to 1,073.2 RMB. International markets presented mixed results—while China market sales grew 40% year-over-year in Q1 2025 to 13.3 million units, overseas markets declined 8.7% during the same period.
Xiaomi总裁卢伟冰 (Lu Weibing) attributed margin pressures to higher-than-expected memory price increases and export controls on construction materials. The company launched only six new models in the first half of 2024, expecting margin recovery in the fourth quarter.
Leadership Culture at Xiaomi: Why Talent is Plentiful
Xiaomi’s swift action against a high-performing executive demonstrates several aspects of its corporate culture. First, the company maintains zero tolerance for integrity violations, regardless of an individual’s performance or potential. Second, Xiaomi’s leadership development system ensures ready replacements for key positions, reducing dependency on any single executive.
Lei Jun’s approach to talent management combines aggressive promotion of young executives with strict accountability. The company frequently rotates managers across departments and business units, creating versatile leaders who understand multiple aspects of the business. This system ensures that when one executive leaves, others can step up immediately.
The Succession Philosophy
Xiaomi doesn’t lack talent because it systematically develops multiple potential successors for critical roles. The company’s ‘iron army’ culture emphasizes collective strength over individual stars. While Wang Teng showed exceptional promise, Xiaomi’s structure ensures that no single person becomes indispensable.
This approach aligns with Lei Jun’s leadership philosophy. Despite the high-profile dismissal, he maintained his regular routine, including morning workouts, signaling stability and confidence in Xiaomi’s resilience. As commentators noted, ‘With Lei Jun around, Xiaomi won’t fall into chaos. The company might have belonged to Wang Teng, but it ultimately belongs to Lei.’
Industry Implications and Future Directions
Wang Teng’s case highlights broader industry challenges around intellectual property protection and executive mobility in China’s competitive tech sector. As companies like Xiaomi expand into automotive and other capital-intensive businesses, safeguarding proprietary information becomes increasingly critical.
The incident also reflects the intense pressure on Chinese tech companies to maintain growth amid slowing smartphone markets. With hardware margins under constant pressure, executives face difficult choices between aggressive competition and ethical boundaries.
For Xiaomi, the dismissal reinforces its commitment to integrity while testing its talent development system. The company must now demonstrate that its leadership pipeline can withstand the loss of high-potential executives without disrupting business operations.
Lessons for Tech Companies and Professionals
Wang Teng’s story offers several important lessons for technology companies and executives:
– Integrity violations carry severe consequences, regardless of performance
– Rapid promotion requires proportional growth in responsibility and discretion
– Companies must balance talent development with accountability mechanisms
– No individual should become irreplaceable in well-structured organizations
For professionals, the case underscores the importance of maintaining ethical standards even under pressure to deliver results. It also highlights the risks associated with rapid career advancement without corresponding development in judgment and discretion.
Moving Forward: Xiaomi’s Path After the Storm
Xiaomi’s response to the Wang Teng situation demonstrates several strengths: decisive action, clear communication of values, and confidence in its talent pipeline. The company’s ability to handle the dismissal while addressing product safety issues and market challenges shows operational maturity.
The incident ultimately reinforces that Xiaomi doesn’t lack talent—it cultivates depth in its leadership bench, ensuring continuity despite individual departures. This approach serves the company well as it navigates multiple transitions: from smartphones to automotive, from China-focused to global, and from growth-at-all-costs to sustainable development.
For organizations and professionals alike, the takeaway is clear: talent development must include character building, and success requires both capability and integrity. Companies that balance these elements will thrive regardless of individual setbacks, while those prioritizing performance over principles risk greater damage in the long term.
As Xiaomi moves forward, its handling of this situation may become a case study in corporate governance and leadership development. The company’s ability to maintain stability while enforcing standards will influence its trajectory in the coming years, potentially strengthening its position despite short-term challenges.
