What are the adverse effects of frequent changes in the top management of the company?

The company's effective strength is not concentrated, and the ability of personnel at all levels can not be effectively exerted, resulting in unclear goals, unstable workflow and ineffective implementation of work.

Deep-seated reasons for executives' resignation

1. Completed the phased task: The golden period for many executives to serve in a company is generally 3-5 years, usually one or two years before joining the company, which is the greatest value to the company. With the completion of the phased mission of executives, in fact, for the company, the value of executives is also discounted. Therefore, after completing their mission, most executives will choose to leave their jobs to serve new companies and seek new value. The agreement expires and the phased goals are completed. Therefore, retirement after success is also the main reason for some executives to leave.

2. It is difficult to integrate into family-style enterprise management: generally, executives who retire after success will work in a company for at least one year. But many executives actually didn't work for a year, some even worked for several months, and some even left after a few days. This situation is common in housing enterprises with strong family genes. Executives don't adapt to the family management style, but they have only one skill and are limited everywhere. Coupled with the differences in values with the management, we can only choose to leave as soon as possible and choose another mountain.

3. The trend of senior management in housing enterprises is obvious: The White Paper on Talents in Real Estate Industry in 2020 shows that the average age of senior management in housing enterprises is 43.6 years old. Among them, the post-80 s accounted for 32.5%; The core age group aged 35-45 accounts for 56%. With the obvious trend of young executives, real estate executives face greater pressure to leave after 50 years old. Secondly, with the second generation of young real estate entering the core position. For example, in June 5438+February last year, Yang Wuzheng, the 25-year-old second generation of Fa Lan Development, was appointed as the director of Blu-ray Development. Guo Xiaoqun and the second generation have entered the core management, making their mark in real estate and property fields respectively. In the second generation of young real estate, employers prefer young people with Internet thinking. It also promotes the rejuvenation of senior executives, followed by the pressure of real estate elders, and resignation is the most intuitive embodiment.

4. Unable to complete the scale appeal of small and medium-sized housing enterprises: judging from the turnover of executives in the first four months of this year, in fact, the turnover of executives serving small and medium-sized housing enterprises is relatively frequent. On the one hand, small and medium-sized housing enterprises have a strong demand for scale.