Career: Interchangeable Top Management

Although the training plan and succession plan of top management are increasing continuously, the "steep" reduction of the number of top executives is obvious.

The study found that in 2011, the current executives of the company started less than 1/3 of their executives' careers, down from 45% in 2001, compared with 50% in 1980.

At the same time, the tenure of executives has been extended. That is to say, compared with 2001, they tend to work longer in a company. This finding reflects the impact of the two recession, which makes employees at all levels unwilling to give up the security provided by their current job.

Kapli said that the recession and the long recovery process had other notable effects on the "Fortune 100" elite group.

On average, because of the slower promotion of positions in their careers, compared with executives in 2001, executives in 2011 earn more than one year's top jobs.

In addition, other studies have found that since 2001, turnover of executives has been reduced. Moreover, compared with 2001, large companies have tended to fill job vacancies from inside the enterprises since 2008.

The researchers also note that there are significant differences in the number of companies.

The leader of Google (Google) is "promoted to the top position". In this company, it takes only 14 years to get promoted from the entry level to the senior level, while HP (Hewlett-Packard) and ConocoPhillips (ConocoPhillips) take 32 years.

The same is true of age.

In 2011, the average age of Hewlett-Packard Co top management team was over 58, while in Google, it was 46 years old.

"The difference in terms of tenure of executives between different companies is more significant than that promoted to top positions."

The researchers wrote.

In 2011, the average executive term of Sears executives (Sears) was 3 years, while Chevron Co (Chevron) executives averaged 33 years.

In this study, researchers found specific phenomena related to economic recession.

For example, because the impact of the 2008 recession on financial services enterprises is greater than that of other industries, in some cases, to avoid bankruptcy, financial services enterprises need to restructure. Therefore, AIG, Bank of America and Freddie Mac have long introduced "more leading positions than outsiders in 10 years".

In contrast, companies such as Caterpillar Inc (Caterpillar), Procter & Gamble Procter (Gamble & amp; Gamble) and United Parcel Express Service (UPS), which are more stable businesses, tend to choose from within the enterprise.

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Kapli pointed out: "all this shows that with the improvement of the economic situation, we have no reason to believe that these phenomena related to economic recession will continue."

Indeed, executives (and other employees) are considered to be more interchangeable than before. This trend began 15 to 20 years ago, although it has been slightly deviated since 2008.

In other words, we are expected to see less internal flow and more job hopping.

The researchers also found that there were significant differences in the number of "lifer" (from the end to end).

For example, compared with 1980, the number of top executives of Ford and Ford was higher than that of 1980, while in Honeywell (Honeywell), the proportion of "one to the last" was reduced by 80% during the same period.

Among the fortune 100 companies, there are 13 companies including Pepsi Co (PepsiCo) and Bank of America. "No executives in 2011 started their career in the current company".

Based on these latest research findings, what advice will Capri bring to those interested in working for Fortune 100 companies? Sometimes, it's good to go to companies that no one else is going to.

He talked about it.

"A company in a sunset industry may be very attractive to a young person, because management may pfer power more quickly, especially those with an average age of 58, rather than 38 years old."

Kapli also said, "

Has not been able to fully play the role of influential executives.

If you are an executive of the fortune 100 company, you can reach thousands of people from employees to customers to suppliers.

But if you run a hedge fund, though you may be very rich, no one else will attend your retirement party except those who get paid from you.

Kapli said that in the past decades, if you work in a big company, you can be sure that the company provides you with the conditions to make you work well, and you can steadily and steadily upgrade to the top level.

But what we are seeing now is more about the career development process of "East rush to the west".

During the recession, people will stay longer in the company they are currently working on. After that, they will job hopping and not necessarily in a predictable way.

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They may jump to the front of those who have been on the road for a long time on the top of the executives, and companies may introduce executives from outside and place them in the upper ranks of the last ones, so the latter's career path will become more uncertain and may lead them to job hopping.

Kapli said, in other words, career change is more variable and unpredictable than 20 years ago. He also went on to say that in addition, career development paths across companies are quite different from before.

Kapli added that when employees have more control over their career development, employees will take time to focus on different opportunities when deciding to change their company.

"Those employees who have the right to control their career path are more likely to say," this is a great opportunity. "