Extremely unstable yet extremely stable.

I have continually seen the company try to replace some senior executives, but over the past ten years, one senior executive has left every two or three years.

There have also always been certain senior executives and employees who stay forever. Regardless of what these constantly changing executives try to implement, the people who are always here remain the same and continue to work with the same mindset and in the same way.

In terms of turnover, this kind of unstable stability makes me wonder whether it is a case of inferior companies driving out the superior ones—or whether the company simply struggles to integrate new concepts.

I no longer know whether I should offer the company good advice about changing the things that need to be changed. Times have changed. Manipulating reviews is only superficial and cannot resolve the actual experiences of people after they are hired, nor the resignations that may result.

To be honest, things will not improve until senior management starts changing its way of thinking. The reason is simple: times have changed, and the composition of the future workforce will be different. Yet from what I have seen, none of the senior executives at King Food currently has a concept of branding or marketing.

Even if someone comes from a highly capable food manufacturer, that manufacturer may not have required its production unit to operate the brand or handle marketing. Even if someone previously worked for a well-known flavor company, that period may not have been one in which the flavor company was intentionally developing its brand. Therefore, that experience and understanding are of little use to King Food. King Food knows how to manufacture, but does not know how to operate a brand; there is no one with the relevant perspective to listen to, so recruitment becomes a scattershot approach.

But branding and marketing are areas that require a proper conceptual foundation to do well. Otherwise, it is perfectly normal for people to leave. At that point, criticizing those who leave is meaningless, because the company is the one that needs to hire people. There is already a severe labor shortage, and it is employers competing for capable people. Those without competitiveness will always struggle to find work. Whether recruiting or job hunting, the people with choices are the ones who hold the advantage.

The long list of shortcomings boils down to this: the internal operation lacks senior executives with a grasp of future trends and continues to view talent through the same old model. Even if the factory keeps expanding, in the long run there is a strong possibility that it will remain merely a contract manufacturer for others.

This is reality: with such a severe labor shortage, what does King Food have to compete for talent? Has King Food thought this through?