“涨薪只能靠跳槽”，为什么新员工总比老员工工资高？

Core Viewpoint - The year 2025 is expected to be a tumultuous year for the food and beverage industry, primarily characterized by widespread leadership changes across numerous companies, which is a rare occurrence in the industry [1] Group 1: Leadership Changes - A significant number of traditional fast-moving consumer goods (FMCG) companies are undergoing leadership changes, including major players like Coca-Cola, Nestlé China, Unilever, Kraft Heinz, and others [1] - The widespread nature of these changes suggests a collective struggle within the industry, as many companies are facing challenges in sales performance and are seeking new directions through new leadership [4] Group 2: Employee Compensation and Job Market - There is a prevailing sentiment among employees in the FMCG sector that salary increases are unlikely, leading many to consider job changes as the only viable option for salary growth [2][3] - Employees have observed that new hires often receive significantly higher salaries than existing staff, creating a disparity that can lead to dissatisfaction among long-term employees [5][6] - The current environment has led to a situation where companies are more inclined to hire externally, often at higher salaries, rather than promoting from within, which can create tension and feelings of unfair treatment among existing employees [5][6] Group 3: Market Dynamics and Future Outlook - The leadership changes are seen as a response to the challenging sales environment, with companies hoping that new leaders can revitalize performance and restore confidence among stakeholders [4] - The expectation is that new leaders will be given a grace period of about one to one and a half years to stabilize the market before being held accountable for performance [3] - Despite the current difficulties, there is an underlying belief that these traditional companies have the potential for future growth, as they possess the resources and aspirations to navigate through turbulent times [3]