随着企业规模的壮大和法律、公司监管的完善,现在有更多的企业创始人开始思考启用经理人,对职业经理人放开怀抱。但现实是,在中国,家族企业与经理人的磨合共存,仍有很长一段路要走分析这一年来民企接班案例,除了新希望这样典型的中国式交接外,无论是内部创业伙伴、公司高管,还是外部空降的职业经理人都成了权力交接的热门路径。近年来,由于越来越多的中国企业加入了上市公司的行列,这些公司拥有相对比较完善的治理结构,因此在接班人问题上,似乎有了更大的余地和更多的选择。高管接棒:互联网企业的传承模式互联网行业的全球化特性,让巨人网络、阿里巴巴、腾讯等互联网公司比之传统企业,在接班人问题上拥有更多的从容和选择。对于这些企业创始人 With the expansion of the scale of the business and the improvement of the legal and corporate supervision, more business founders now start to think about opening managers and opening up the arms of professional managers. However, the reality is that in China, there is still a long way to go to analyze the case of succession of private enterprises over the past year. In addition to the typical Chinese-style transfer of new hope, both the internal business partners and the company Executives, or external airborne occupational managers have become the power of the popular transfer path. In recent years, as more and more Chinese enterprises have joined the ranks of listed companies, which have comparatively sound governance structures, there seems to be more room and more options for successors. Executive successor: the inheritance model of Internet companies The globalization of the Internet industry allows Internet companies such as Giant’s Network, Alibaba, and Tencent to have more leisure and choice over successors than traditional businesses. For these business founders