如何处理老板更迭期（How do you handle boss change）.docVIP

如何处理老板更迭期（How do you handle boss change） A foreign company where the author has replaced the four general manager in a year. The short term is only two months. Its speed, let a person be struck dumb. Even later branches in the country, many employees do not know who is the general manager of the group then. The CEO also changed, and continues to receive from the group headquarters personnel change notice. The original familiar behavior is disrupted, the original network working relationship is reset, the established process system, power base has been questioned. Frequent changes in leadership once dealt a blow to employee enthusiasm and resulted in a rise in employee turnover. For quite some time, people didnt know how to adapt to the new order of organization brought about by the change of management style Here we do not explore why the company in a short period of time the frequent replacement of the general manager, but for middle managers and ordinary employees, how to deal with the boss change, is indeed a very worthy topic analysis. In fact, the change of management is becoming more and more common. Nearly 1000 of 1/4s chief executives have been replaced in the past two years in businessweek. According to authoritative statistics, in the 1-2 years of replacement of enterprise leaders, often accompanied by up to 60% of the replacement of existing managers. The probability of replacement by functional areas from high to low is: the influence of enterprise strategic development strategy departments such as human resources, financial market, etc., affect the operation efficiency and profitability of enterprise operation departments such as sales, production and logistics, affecting the technological competition ability of technical departments such as research and development, information technology etc.. How to deal with this disturbing leadership change period, guide the new leaders in establishing a new order of enterprises at the same time, to maintain the co