Vanke Executives Leave 360 Degrees Total Resolution

Vanke was hurt?

In January 29, 2011, Vanke announced that Xu Hongge, executive vice president of Vanke, submitted his resignation to the board of directors because of his choice of personal entrepreneurship.

Together with Xu, Xiao Nan, vice president of Vanke, and a dozen of his two men, including Wen Pingyang, general manager of Vanke hotel company and vice president Zhang Xiaoren of Vanke Xi'an company, are among the most important figures.

As Vanke's 4 figure, Xu Hongge joined Vanke in 1994. He is a veteran of Vanke. He worked hard in 17 years and brought hundreds of millions of dollars to his company. Why should he leave now?

Why does the top management turnover happen in the Vanke, known for its standardization?

What is the internal connection between Wang Shi and Yu Liang's handover?

How to quit job when executives leave?

From the perspective of Vanke's organizational construction, Vanke's enterprise management was first established in the real estate industry and is an example of learning in the industry.

Therefore, the departure of the executive will not bring much impact to the enterprise.

Why would it be Vanke?

But why is it that Vanke is in such a state of shock?

We might as well analyze further from Vanke's corporate culture.

Vanke culture emphasizes stability and emphasizes systematization.

In the real estate sector, Vanke has left many people before and after, but the team is the most stable on the whole.

However, stability also brings about a problem, that is, the replacement of power core often leads to a Chinese style shock, namely, the upheaval of the emperor and his courtiers.

Any organization that stresses stability and pursue the concept of family culture must be a bloody storm when power changes.

Any organizational culture has its advantages and disadvantages.

And the replacement of power is a fatal shock for the organization pursuing Oriental stability and pursuit of enterprise, which is an oriental cultural characteristic of my family.

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But Vanke belongs to the former.

Why Vanke must change?

Scale pressure, talent exchange

The development course of Vanke is the continuous introduction of talents.

Its success is due to the continuous introduction of talents.

In 2000, Vanke began to continuously and large scale the backbone from the Zhonghai real estate, known as "piracy".

In the 2001-2002 year, Vanke introduced 50~60 top management talents.

One of the first leaders of Vanke's more than 20 front-line companies was about 1/3.

This action laid the foundation for Vanke to spread across the country and made Vanke sales cross the threshold of ten billion scale - Vanke sales reached 10 billion 500 million in 2005, and Vanke sales exceeded 50 billion in 2007.

So Vanke started the "thousand mile plan" and planned to cross the 100 billion threshold in 2008.

Unfortunately, the global economic crisis has delayed the plan of over 100 billion years, and finally realized in 2010, with sales amounting to 110 billion.

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Why should we make the "great mile plan"?

This is what the Vanke said: "after hundreds of billions of businesses, there must be hundreds of millions of people who have experience in trading."

At the beginning of 2008, the global real estate industry did not have the annual sales volume of over 100 billion.

Therefore, in the hunt for talent, anyone who has done the real estate industry will not want to do so, but it must be digging from the multinational companies in the non real estate industry.

As a result, multinational executives continue to join Vanke.

By the end of 2008, Vanke gradually introduced 32 cross industry management talents from finance and IT to important positions, such as Chen Dongfeng, who was formerly responsible for category management in Procter & Gamble, Yuan Boyin, former vice president of B&Q China, Xu Guohong, director of Asia Pacific region and asset management director of Jones Lang LaSalle.

Even professionals in the real estate industry are mainly engaged in operational aspects.

So the question arises: when Vanke continuously recruits senior management talents across the industry, what about senior management personnel who occupy important management positions?

Keep up with the pace of enterprise development, continue to move forward; those who can not keep up with them must be changed, and the development of enterprises will not wait for others.

More than ten of those who left Xu Hongge following the gradual growth of Vanke from a very small scale.

When an enterprise grows to a scale of 100 billion, the old elders who follow the road will inevitably be replaced if they can not continue to grow synchronously.

Trade pressure will change to maintain growth.

In addition to Vanke's own growth needs, the real estate industry has undergone tremendous changes.

At present, the housing industry has become a key industry in the country.

Vanke, which takes the housing industry as its main business, will also undergo tremendous changes.

After hundreds of billions of dollars, can enterprises keep hundreds of billions of dollars?

At present, the scale of development is difficult to create a new high, but Vanke is a listed company, in the face of public investors and public opinion pressure, we must guarantee 100 billion, but also to ensure growth.

This is bound to cause some pressure on the management: sales have reached the peak of history, will they start to go downhill?

Because the industry is going downhill, no enterprise can surpass the trend of the industry.

In order to achieve the goal of ensuring 100 billion yuan and ensuring growth, the only way to change it is to change it.

Because those veterans often have "hundreds of billions of dollars under my leadership."

It is very difficult for enterprises to move forward with pride.

Therefore, only when they are introduced into the new era, they will be able to live in a new way.

Why is the veteran going to go 100 billion?

From the perspective of senior managers, what should we do when an enterprise has over 100 billion people?

Is it to stay or to change the platform?

If we go, is it job hopping or entrepreneurship?

Executive vice president like Xu Hongge is the core of Vanke, and it is clear that 100 billion will be very difficult.

Who is not clear about the real estate policy of the country?

Once you can't protect hundreds of billions, aren't you late?

Instead of losing hundreds of billions of dollars and being replaced, why not go to the top?

And after leaving, it is not our responsibility to protect hundreds of billions.

Anyway, I have to go. I want to leave early and go better than late.

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Why is the old man leaving when he shifts?

For Vanke, what happens to senior managers when the core of power is replaced?

Obviously, Vanke's power core is changing from Wang Shi to Yu Liang.

In the past, taking Wang Shi as the core, the whole Vanke was a stable and complementary structure based on Wang Shi.

When Yu Liang becomes the core of Vanke, can Xu Hongge still complement Yu Liang?

In principle, there will be no complementarity.

Why?

Yu Liang and Wang Shi are complementary - although their values are the same, their behavior styles and personalities are different.

In order to build a team with Yu Liang as its core, its team members must complement each other with Yu Liang's character and behavior style. Most of the team members whose core is Wang Shi are not complementary to Yu Liang.

Moreover, Xu Hongge has a pioneering spirit and will not be complemented by Yu Liang.

What can we do without complementarity?

It must have been replaced.

There is no perfect individual, but there must be a perfect team.

It is self-evident that such a manager should not match the competency model and style.

Why did the new Lord Yu Liang change the old team?

From the angle of the new core, how do we see it?

He definitely wants to use the old team, because everyone is familiar with it, which is very economical.

But it's not easy to use because it's Wang Shi's team.

Yu Liang wants to use these old people. There are three situations: the first is to harness the people and to control the heart; the second is to harness the people who can't control their hearts, do not conflict, but also do not harmoniously; third, they can neither control nor control the heart.

The first one can be used naturally, the second one can barely make use of it, and the third is definitely not. We must cut the Gordian knot quickly.

Why did all the new princes get rid of their younger brothers after their accession to the throne?

Why is it that the first thing that comes out of the new queen bee is to kill the queen bee who has not yet left the nest?

Because otherwise, they will be beaten black and blue, and will kill many innocent members of the organization.

Why did old Wang Shi want to force the veteran?

What will Wang Shi think of the old core?

Wang Shi is the best person to understand these old teams. He has the most say in everyone's professional ability, character, behavior style and even personal value orientation.

Therefore, who can complement the new core and who do not complementation with the new core will not conflict. He will be clear about who conflicts with the new core.

So what should Wang Shi do?

It is necessary for him to give a lift to the horse.

And those who are complementary to the new core need not worry; if they do not complement or conflict with the new core, let it be natural; but Wang Shi, who is in conflict with the new core, will definitely try to get rid of it, so that the organizational structure formed by the new core will be stable and sustainable development.

That is why many old emperors, before they hand over to the new emperor, will dispose of the heavy officials that may threaten the authority of the new emperor.

The purpose of Wang Shi to do this is to prepare for the new core.

In fact, Wang Shi was ready to hand over a shift two years ago, because his ambition was to make hundreds of billions of enterprises in his reign.

But the economic crisis has been postponed for two years.

This is not the case. After hundreds of millions of businesses, Xu Hongge and other more than 10 people resigned and started business just a month later, Wang Shi announced that he had crossed the ocean and went to Harvard to study. And this request is three years.

This is called good organization balance, pition and development.

He must have exchanged views with Yu Liang privately, and he must have exchanged views with Xu Hongge privately.

They are all lovers, but only one person is the core, others can only reluctantly give up, and must deal with it.

Xu Hongge's ability and mindset and ambitions are in conflict with the new core depression. Wang Shi is clearer than anyone else.

His only solution is to help and help Xu Hongge go out to start a business behind his back.

This is Wang Shi's responsibility.

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Why can Xu Hongge start a collective business?

It is inevitable for Xu Hongge and others to leave in the process of forming the new core.

Then, we will further analyze where Xu Hongge should go.

What should I do?

He has already stood on the first platform of the real estate industry. If he chooses to job hopping, where should he go?

In fact, where to jump is going downhill. There is nowhere to jump from the platform.

As a balanced way of hopping, I am here in the fourth place, changing to a platform of Vanke second class and trying to be a second.

This can barely jump.

However, careful analysis will not work, because he will surely see: another real estate development platform will also encounter cold winter in the industry policy. He has three heads and six arms and will not be able to hold back the declining trend of the industry.

Moreover, he still has the problem of cultural adaptability.

So how to do it is dead, even if a second hand is not worth jumping.

If there is no way to jump in the industry, what should we do?

Trades?

For example, to the financial industry, but changing the industry is more risky, will face the cultural and professional ability of the dual unfamiliar and exclusion, two aspects are weak, and more difficult to grasp.

Retirement?

The age is still light, not yet.

There is no way but to choose a way to start a business.

Can it be easier to get out and start a business?

How to start a business?

You know, in Vanke's history, job hoppers were almost unsuccessful, not to mention entrepreneurship.

Because Vanke is a system, everyone is a professional in this system, Vanke is an aircraft carrier, and every employee is a screw or part of the aircraft carrier.

To drive a small sampan with a screw will not be able to control it at all.

And according to the above, individual job hopping is not viable, and collective job hopping is even more difficult.

There is no way to be pushed into collective entrepreneurship.

Why are we driven out of the future?

The best way for entrepreneurs is to bring together their subordinates and collectively start businesses.

There are several advantages in choosing an old subordinate Entrepreneur: first, mutual recognition, mutual understanding and trust, low communication cost; second, complementary ability, giving full play to the advantages of team operation; third, in the industry, the profession is the same, resources complement each other, and the industry is very clear.

Next, how to start pointcuts?

If he wants to choose residential real estate development industry, how to do it is nothing but Vanke, the chance of survival is almost zero, and if it fails, it will be laughed at by the Vanke old man.

He will not choose real estate development.

Finally, Xu Hongge took the team to choose the real estate consulting industry as the breakthrough point.

At this point, the choice of real estate consultation has five advantages: first, there is market demand.

The environment is no longer the same. Unlike the queuing buying houses in the past, the first tier cities will not allow them to buy houses, and the industry will be fiercely competitive and sales will be difficult.

Second, there is a competitive advantage: like Xu Hongge, who has experienced the management experience of the first platform of the industry, plus the complementary team (like Xiao Nan is designing), real estate consultation will have its competitive advantage.

Third, the selection of real estate consulting business is not in conflict with the main business of Vanke, and there is no risk in professional ethics and law.

Fourth, there is development prospect.

At present, the real estate development industry is developing to the two or three line cities, and the development experience of Vanke team is very much recognized by two or three line cities, so the Xu Hongge team will have very good development space.

Fifth, even if there were no customers at the beginning, they could first take the work of Vanke.

As you can guess, the first customer of this entrepreneurial team is Vanke, and the first one or two years is mainly Vanke.

As long as they are willing to open their mouths, Yu Liang will definitely give them, others will not give them to the Xu Hongge team.

This is not related to the amount of money. It is a matter of affection and a demand.

Therefore, the choice of real estate consulting industry as a breakthrough point, Xu Hongge team entrepreneurial success is very likely.

The right way is to choose the right people, and the rest is to do the right thing, that is, how to learn to be a boss.

Subordinates follow their superiors?

Or stay?

As subordinates, with the boss collective job hopping, certainly not.

Even if it goes, it will die.

But can you follow your boss's collective entrepreneurship?

Or the boss wants to lead you to start a business together. How do you judge?

First, judge the probability of entrepreneurial success: following the boss's collective entrepreneurship, it is necessary to analyze and judge how big the venture is, how big the possibility of success is, and whether or not they are confident, which is a prerequisite for collective entrepreneurship.

Second, judge the risk of career path: if these people follow Xu Hongge's business, if they start job hopping again, the career passageway must be greatly reduced. The original value is 90 points.

Third, judge the risk of personal interests: follow the boss to start a business, the interests of the damage is at least 50%, 5 years, do not want to extravagant economic interests beyond.

On the contrary, if the interest is not damaged, the salary is higher than Vanke, and entrepreneurship one hundred percent will not succeed.

Fourth, judge whether the following boss can succeed: following his boss to start a business is crucial to people.

Xu Hongge is a great manager, but whether he can be a good boss remains to be analyzed.

How to choose a boss?

It depends on whether the boss is a commercial hero.

Never follow political heroes or academic heroes.

All of these have been analyzed and judged. There is a failure to consider carefully. Especially, we often can not bear the risk of loss of economic interests.

So what did the boss do when he left?

Endure to stay and continue to work. The benefits will not be lower than the original, and are often better than before.

If we can't stay behind, we will switch to a relatively good platform. As long as we jump out of Vanke, there will be no problem for the proceeds to go up again.