China and Chile 23,000 companies in Shanghai to more than 5,000 last year at least skip a trough of 23,000 staff survey conducted by the hair now, more than 10% belong to a team quit. When one team switch from the incident rumors out and gradually the truth came out, busybodies will automatically lose interest, and afterwards, The remaining parties will be facing today made the decision and commitment behind a long future. A switch of the entire process contains three major elements : the brain drain enterprises, accepted personnel and enterprises and people themselves. Since the team switched to the collective behavior is the way, Indeed incident each of the major components need to face the facts, and the impact is all because of this collective action by the way enlarged. Therefore, in such incidents, in which neither party needs at the right time to make appropriate decisions. Economic Observer reporter had an interview with this topic of the Beijing University Guanghua School of Management EDP deputy director of the center, Dr LU Branch and sharp consulting firm partner Yuan Rail one, the team switched to the team which lost enterprises, accepted enterprises and the team quit the team for the countermeasures were investigated. Brain drain Enterprise : calm in the succession team quit after the incident, People will eventually put the focus is on what causes people team does not want to continue the status quo alternative to the issues. Faced with the loss of team and the many adverse effects, thorough communication, of the facts openly and calmly to influence decision-making to the lowest effective means. Moreover, in the course of day-to-day operations of the preventive work is necessary. Economic Observer newspaper : Team switch caused the phenomenon is the main reason for what? LU : causes of this phenomenon for three main reasons. First is the company's senior personnel changes and the development of the company's overall strategy adjustment make the company's operating philosophy and corporate culture have undergone many changes, and such changes of the existing team are unacceptable. For example, a deputy or a department manager, his people have recognized his leadership, ways of thinking, these people through 3, 5, the formation of a small atmosphere, just the beginning of the appropriate organization of the atmosphere, but when managers change. organizational culture change, and may be small team culture mutually exclusive, continues to be no benefit, will choose to leave. In addition, the team in the development process of self-positioning excessive expansion, There is Enterprises headhunt the change (from single individuals to dig dug throughout the organization) will be created this phenomenon. Tie Yuan 1 : reason, I think there are a number of aspects, including the product markets in transition; enterprise development speed and capacity of the individual does not match; Personal responsibility and the right to change the team lost. Specifically, some directly some of the reasons, such as the top management team has changed, the boss has changed; or enterprise development to a certain extent, the system does not match, no longer able to attract this team, their sense of accomplishment is not strong; There is the business develops to a certain stage of new capital involved, capital strength of the company will lead to changes in the direction of the next stage of this change some people, Some people do not agree. Economic Observer newspaper : When an enterprise facing the team lost time, the most direct result of what is the impact? Tie Yuan 1 : If it is a backbone of the team is gone, will lead directly to the core loss, the loss of customer base, There company morale and lax. LU : team loss, not only affects the organization, morale, it will also affect the image of the Organization, the Organization of the credit, corporate finance and financial, and so on. Economic Observer newspaper : Well, when such incidents occurred, how to minimize the impact? Tie Yuan 1 : Microsoft in the past when Gao Qunyao's departure is not particularly well done, but when Jun Tang take time Microsoft should very well, so Jun Tang leave might never again write a. No matter who is right and wrong, enterprises should treat the departure of people, even if his decision is wrong. And outgoing people to do a very good communication, let him go more often face He may previously enterprises rancor, but this approach can grudges degree drop even lower number. In addition, these key staff go, We must with the key customer base or the technical backbone for a thorough, face-to-face communication the company is currently faced with the difficult situation or talk about. There are facts to be made public, not to conceal it, all to teams with an explanation, lest they arouse suspicion, the more guess Such things affect the greater. LU : It was time to leave, the boss must just keep ah, in the face of such unexpected incidents, is not so rapid decision-making. Rapid decision-making, decisions are often mistakes. This is my personal view. China has a word called "push" and "pull", "delay", which is in line with principles of tai chi, this time of rapid change undesirable tough and will be destroyed, you have to just keep, for two months without an idea of what the general manager ah? Chairman of the board from acting general manager duties. In the middle of this process, many interest groups will come out into the open, you must seriously to identify, do not worry, then decided to look at see. This time, the top leadership to be very strong. Economic Observer newspaper : In this crisis before any precautions? LU : Do you see outside clear days, I immediately said hail, rain in your letter? Anything there began. Team switch has threatened. For example, Lane quit the leadership team, he will become arrogant, and the conversation you from the judgment, and From their frequent closely the activities you can see. I think that every leader is a very intelligent, he is certainly something to avoid making enemies, and the collapse of centrifugal team or make backups. Generally in the companies which will have the talents of Echelon system proactive human resources reserves would not allow the company into a passive position. There is a better way is to be chairman of the board increase their brand value, or the value of the brand enterprises. Chinese media have always said that to create professional managers, entrepreneurs brands, But now we need to emphasize is shaping the brand name Take Beijing University, Beijing University professor even have gone, North necessarily right, because the North brands do not belong to any individual. Tie Yuan one : a enterprises should have the human resources risk management system, including parts The first is for staff career planning. A person in a company to do a long time, enterprises and individuals working and living in close conjunction with some, So it involves a problem, he three years, five years after the future, enterprises are not very clear to him; Secondly, For enterprises, any post should have a succession plan. Motorola, IBM, and HP have similar system, if a person wants to be enhanced He must cultivate a person can sit at their present positions, in the absence of this person, He was unable to improve on, so that each manager will be very deliberately to the people under cultivation. Naturally, and if he is gone, or quit, or promotion of enterprise risk will be reduced; Third, An enterprise should have a long-term plan, to combine the planning and analysis of the current management team, This forecast future business could face problems and seek solutions in advance. Accepted the team Enterprises : avoid acts as a short-term switch to the team accepted enterprises, their mentality is mixed. While the forms team to join, bringing to the enterprise as a system of knowledge and tangible benefits, but to go through, can go through the course go on the home team face today's problems, and perhaps their own future crises. Meanwhile, the new team and veteran employees are likely to arise between the culture of conflict will immediately face the problem. Economic Observer newspaper : to accept the switch teams enterprises, which are the pros and cons? LU : recruitment Theoretically, the internal and external recruitment recruitment levels. External recruitment of the benefits that they are innovative perspectives, and bring a new perspective, knowledge, This is done through internal promotion even no match for the fundamental. You asked a person in as a manager, lacks general use, you asked a manager and four deputy chief, Enterprises may suddenly doing a good job. His knowledge is comprehensive, systematic, this is particularly important. 1998 is also very significant, in general, people are accustomed to the switch jump on the total Xiangdiaocao, team quit and individuals switch He greater the volatility, of course, this is purely my personal perspective. I think that external recruitment biggest weakness is a strong sense of belonging. Some newcomers to the three-year goal is, as long as I can the organization into what, I present you the amount of money do you love doing. Such acts will definitely belong to the short-term, enterprises do not do so. If you give an external recruitment of setting a target, he certainly would not own 100% of knowledge left to the enterprises, His walk, or what you do not understand. I believe that knowledge management is external recruitment of the best illustration, so that people simply try to use his knowledge. Tie Yuan 1 : opportunities and risks coexist. Short-term switch to the team can make up for technical enterprises, the lack of receipts. But these people jumped in to the collective, we can jump out of the collective, or to risk, but very risky, That is my right of this team quit not agree with the reasons. Economic Observer newspaper : how to guide the team as soon as possible to jump into the enterprise? LU : In any case, the enterprises can weigh the pros and displayed their and avoid their weaknesses. Yang is its long enterprises fresh blood, the blood is the blood system compared to the development of enterprises will be very useful. Therefore, we must first create an atmosphere of acceptance, the issue you have mentioned, let the team quickly switched into the enterprise. I think, if we accept enterprise is a multi-industry enterprises, allow this team operate a separate industries is a better choice. Secondly, the new team into the boss must resist the temptation to do a good job with the new communication between the elderly, rules of the game should be aware of in advance. A new person on the team to come in the form that they want to share them definitely have things may very old people like oil and water, thus impeding new enterprises into the team as soon as possible inside. Tie Yuan one : how to integrate into the work done, I think it is a two-way street. One from the business angle, the enterprises in the number of people accepted this time The bosses are have a very adequate preparation, including mentality, the management and the ideas. From the mentality, the boss of tolerance is not strong enough, especially to some private enterprises before might have been deceived more, Therefore, he of the trust and authority is delegated 1.1 points. Another is from the team's perspective, but also the attitude adjustment Do not think that before in the company of thinking methods to the new company must be very good, to a new venture, should be "zero mentality." New team arrived in the new company, the company must be the core of competitiveness, the company clearly grasp the culture, Then the situation now do a SWOT analysis, edge is what the threat is, then look at the value of their own where companies can do anything. Quit team : Goal-driven and risk-sharing professional managers in career often face one of the issues is someone came to you and He "a dry," If the "one dry" refers to other enterprises together, then you have to think twice before they act. and a lot of people with a ship is that the fate of so they will not be held in the hands of your own. Economic Observer newspaper : participation in team switched to professional managers personal career development of the pros and cons? Tie Yuan 1 : I understand the team quit, a lot of people jump ship up, and the future trends, Everyone on the control is not a very strong. And I feel that, the corporate bosses of the team to establish the trust needed for longer periods of time. because he seized political power, taking the time, there is a group of people to join him in doing so, to the new time. your boss to a certain salary is very high, and he will turn one eye, one eye closed, you actually look at the way you can in a certain period of getting things together. Therefore, we previously recommended for some enterprises, the CEO position, They rarely in a short period of time with its own people, but first trust built up, until the boss give you the support sufficient resources, you can make people come, it is impossible for the. If this team a first something happens, the boss will probably bring the line were all replaced. If the team is the people who come in a 1, even if the leader was taken away, other possible can leave. Risk sharing is the case. LU : quit the team leaders know you can go along and his time would be particularly grateful to you. Adverse He is the future you do not know, because the reasons for his behavior, he and the recipient have any agreement, He and his followers will not say very clearly that he will tell you a fairly good information that this is a false display, Therefore followers in a state of uncertainty making decisions, your future is even more uncertain of. This is a defect, and there are an information asymmetry problem. Economic Observer newspaper : As a professional manager, quit the team in time should consider the main question is what? LU : If I were faced with this choice, I will be the first one to go over it again is my career goals, My future is how consideration. If the leader is your goal, then it is acceptable, If the leadership is considering his personal goal, you can really refine refine. Next, you have to determine, in the whole structure of your state, which is a instincts. My career planning to achieve the possibility of a whole? If the leadership change, for me is a more favorable or unfavorable? Participation in such acts must be particularly cautious, in general, the collective success of the switch is not particularly high. Of course collective entrepreneurship is another concept. There is a core of the problem : that the leadership of this team is very important. In career planning, we would say the word --mentor (instructors). If you really think he is the instructor's behavior, and what he can learn the knowledge and experience to be good for self-development. You can consider following him, if this person to your support and help is not very in-depth, Then you follow the defection significance is not great. Tie Yuan 1 : I have not carefully considered the team quit in the need to consider the issue, Basically, I do not agree because of such acts, because of the team quit professional manager career development is not particularly good. will be right before a lot of businesses adversely affected. I think that the professional managers of a code of conduct is not devastating for a business, you take away the consumer group, took away the technology, and enterprises operating mechanism is not sound, may from time to time there will be the risk of collapse. So if you go, the one before the closure of enterprises are confused, after an enterprise will be very afraid. Even when you bring them temporary prosperity, but may lack a long time. So far, I have not seen a team quit enterprises have done a very good example, Many quit the team eventually fold.