Pen | Hong Dada
Edit | Yang Ling
At present, the liquor industry is in a cycle of adjustment, and liquor companies are also making great efforts to try, adjust and change, including measures such as changing the commander, adjusting the organizational structure and senior executives. For enterprises, the deep-seated changes and impacts of personnel changes are undoubtedly extremely significant, and behind the continuous changes in executives and personnel changes, it is not only a helpless choice under the involution of the industry, but also a trend that enterprises try to jump out of the old road of development and find new profit space.
According to incomplete statistics from the Yangtze River Wine Road, in the first half of the year alone, more than 20 wine companies issued personnel adjustment notices, including leading enterprises such as Moutai, Wuliangye, and Yanghe. Behind these personnel changes is the determination of liquor companies to seek change independently in the current economic environment.
More than 20 wine companies have made personnel adjustments
Behind the personnel changes of wine companies, it means that the industry is under continuous pressure, and it also means that enterprises take the opportunity to adjust their internal organizational structure and management to find new development opportunities.
At the beginning of this year, Langjiu became the first enterprise to carry out personnel adjustments this year, and it is also considered by the industry to be the largest personnel adjustment in the past three years. In addition, the market operation system of Langjiu sales company consists of six departments: Qinghualang Division, Honghualang Division, and Xiaolang Liquor Division.
In February, Luzhou Laojiao, Wuliangye, Fenjiu, Jinsha Liquor, Zhengong and other brands all had personnel changes.
On March 1, Zhijiang Liquor announced that Cao Jian, deputy general manager of Jiangsu Zongyi Group, was also the chairman of Zhijiang Liquor, and Zhang Daohong was appointed director and general manager.
In April, there were also personnel changes in the two giants of soy sauce and liquor, first Zhang Deqin became the chairman of Moutai, and then Xijiu Group was upgraded from a provincial second-class state-owned enterprise to a provincial-managed first-class state-owned enterprise, Wang Diqiang served as director, vice chairman and deputy general manager, and Zeng Fanjun served as deputy general manager of Xijiu Group.
In July, Guizhou Guotai Liquor Sales Co., Ltd. announced the appointment of Tang Xu as the general manager of the company, and Shuijingfang also issued an announcement to appoint Hu Tingzhou as the general manager of the company.
In addition to the above-mentioned liquor companies, there are also Jinhui Liquor, Golden Seed, Jinshiyuan, Drunkard Liquor, Elite, Coconut Island, Guyue Longshan and other liquor companies have also made personnel adjustments.
There are three reasons behind the personnel adjustment
Behind this round of personnel changes in wine companies, there are multiple backgrounds, and Changjiang Wine Road believes that there are the following points:
First of all, it is an important symbol of the strategic adjustment of the enterprise, reflecting the development trajectory and direction of the enterprise in the next six months and even longer. As we all know, the liquor industry has entered the stage of stock competition, and if liquor companies want to be invincible in the fierce market environment, they need more keen market insight and efficient management teams. Therefore, through personnel adjustments, more outstanding talents are selected to serve in senior management positions, so as to enhance competitiveness and market share.
For example, after Yan Kaijing became the chairman of Guotai Liquor, he said that he would give full play to the role of the special committee under the board of directors, especially the strategy committee, normalize the monthly strategic work meeting, regularly study difficult strategic issues, and improve the company's core capabilities.
The second is to improve the structure of the management team. A successful enterprise is inseparable from a mature management team structure, which can not only improve work efficiency and optimize resource allocation, but also enhance the competitiveness of the enterprise and ensure that the enterprise maintains a dominant position in the fierce market competition.
For example, this year's personnel adjustment of Langjiu and Fenjiu involves a number of departments, and the time is at the beginning of the year, it is obvious that the personnel changes are through the strategic orientation of internal talent mining and training to further improve the structure of the senior management team, lay a solid talent foundation for the new year and even longer-term development, and ensure that the company will be more smooth and efficient in the future business promotion.
Then it is younger, more knowledgeable, and more professional. The younger generation of managers often have new ideas and concepts, and when the market environment changes, they have a sharper sense of smell, can grasp the market opportunity, and adjust the development strategy in time. For example, the newly hired senior management team of Fenjiu's personnel adjustment institute began to work in the 90s of the last century, and the whole of them are "post-70s", young and strong, and they have their own professional counterparts in their positions and have certain management experience.
Of course, in terms of the younger executives, Shanxi Fenjiu is not an "exception", Moutai, Wuliangye, Yanghe, and Luzhou Laojiao are also carrying out the same work to build a younger and more professional team.
Finally, there are the regular operations of the enterprise, such as expiration and retirement. For example, Wang Hongbo of Luzhou Laojiao resigned from his position in the company because he reached the statutory retirement age, and Gao Ming of Fenjiu also resigned from his positions as director, chief accountant, member of the strategy committee and member of the audit committee of the company because he reached the statutory retirement age.
What else should we be wary of behind personnel changes?
"Behind the personnel changes is often the fundamental measures of enterprises to respond to market challenges and continue to promote the development of enterprises, which is a normal phenomenon, but through the phenomenon to see the essence, enterprises need to remain vigilant behind the personnel adjustment." Tie Li, executive chairman of the Sichuan Liquor Circulation Association and dean of the Yangtze River Fengyu Business School, said.
One is the short-term fluctuations in strategy execution due to personnel changes. Short-term fluctuations in strategy execution may occur during the transition period when a new leadership team is hired to familiarize itself with the culture, business, and market conditions, so it is important to have a clear transition plan and goals in place to ensure strategic continuity and stability during the personnel changes.
The second is to be vigilant about whether personnel changes will have an impact on the upstream and downstream industrial chains. In the personnel changes of many enterprises this year, there are many leaders of sales outlets to replace, which also means that the market layout and marketing methods of enterprises have changed, and it is necessary to consider whether there will be a chain reaction on the upstream and downstream industrial chains. Dealers may need some time to adapt to new management styles and business needs, which puts forward higher requirements for the coordinated development of the industrial chain.
The third is to be vigilant against the chaos of internal resources. Personnel changes are often accompanied by organizational restructuring and personnel turnover, which may lead to inefficiency and slow progress due to problems such as poor internal communication and difficult work collaboration. Therefore, new leaders need to integrate internal resources as soon as possible, establish an efficient organizational structure and management processes, stabilize the workforce, and ensure the normal operation of the enterprise.
All in all, according to market changes and their own development needs, the adjustment of the core senior management is a fundamental measure for enterprises to adapt to the new market environment and consumer trends, and whether these talents who stand at the forefront of the times will lead enterprises through the cycle still need to wait and see.