Global Monopoly of Technology

A week later, Bluestar Technology officially announced the equity incentive system and its first round of incentive plans. This is a major event that all employees are extremely concerned about, because it involves their own vital interests.

The incentive mechanism announced now is limited to middle and low-level managers and grassroots employees, while the incentive system for the core layer is different and is not public, and can only be known when you climb to the core layer.

During the break, almost every employee opens a document in front of the computer and browses it carefully.

An employee in the office area stared at the computer and muttered, "Virtual guaranteed dividend equity incentive system?"

When he saw the title, he suddenly thought of two words in his mind, and then he carefully browsed the contents of the document.

The employee incentive system developed by Qin Weimu for Bluestar Technology is based on the virtual equity of Huawei, because only Huawei is the most classic and most successful case at present, and it is also the most suitable for Bluestar Technology, because Luo Sheng decided to let The company is not profitable for a long time.

This incentive system is a variant of Huawei's virtual equity. Qin Weimu made some appropriate fine-tuning in order to better adapt to Bluestar Technology.

The biggest difference is that Bluestar Technology is not profitable, but it has to pay dividends. Therefore, when the shareholders meeting was held some time ago, it had already passed the vote. The shareholders meeting agreed to authorize the board of directors to make flexible arrangements. During the non-profit period, the company jointly agreed to assume profitability x At the same time, the second article stipulates that only employees of ordinary management who hold no more than x% of the dividend equity can enjoy the virtual dividend right.

This special agreement can prevent major shareholders from taking the opportunity to obtain dividends, and also prevent major shareholders from distributing their equity in the hands of employees. If the employee seeks dividends in this way, the employee will be dismissed. Because the non-incumbent employees do not meet the provisions of Article 2 and are not eligible for dividends, the potential loopholes are blocked.

According to this incentive mechanism, it can be operated. For example, Bluestar Technology, which has not yet made a profit, assumes a net profit of 5 million this year, multiplied by 5 to be 25 million, and the virtual dividend share is valued at 25 million.

Virtual dividend shares require employees to spend money to buy them, but not everyone is eligible to buy them, and they have to meet the job level requirements to be eligible for allotment, and they can only be purchased if they are qualified.

The positions of Bluestar Technology are divided into technical positions and management. From the bottom to the top are the P1 level to the P10 level, and then go up to the core level executives, and the core level has another set of incentive systems.

Reaching the qualification for allotment requires employees to have a minimum rank of P6, the corresponding level of the management post is the department supervisor, and the corresponding level of the technical post is the senior engineer.

However, the allocated shares are virtual shares and cannot be converted into real shares. If you want to convert into real shares, you must be qualified at P8 level or above. For P8 level employees, the level corresponding to technical positions is senior experts, and the corresponding levels of management positions are senior experts. Level is Senior Manager.

If a P6-level employee buys 1% of Bluestar Technology's dividend rights for 250,000 yuan, this can be split into two parts, of which 150,000 yuan is paid by the employee himself, and the remaining 100,000 yuan is borrowed from the company. The employee actually bought 250,000 yuan worth of virtual shares with dividend rights for only 150,000 yuan.

When the net profit of the second person in the company did not change and was still 5 million, he received a dividend of 50,000 yuan at a rate of 1%, and he invested 150,000, multiplied by 5, because the 5 million net profit multiplied by 5 is equal to continuous dividends It has been 5 years, so the ratio of 1% actually pays 5% dividends at the end of the year, and the return rate is about 33.3%.

It can also be multiplied by 10, but it cannot be less than 5. If multiplied by 10, the net profit will be enlarged by 10 times, and the rate of return will be about 16.6%.

With such a large percentage of fixed rate of return, all employees who are browsing files at this moment hardly need to think about it. They must be rushing to buy, and they can buy as much as they have, up to the upper limit.

Because the rate of return of 150,000 yuan deposited in the bank is generally a little more than three percentage points,

No need to calculate, it will definitely lose money. Because of inflation, even if you buy related private wealth management funds, the rate of return will be about 5%, and no more than 8% at most. Investment and wealth management projects that exceed this ratio will basically make people lose their money.

However, there is a 5-year lock-in period. During these five years, employees cannot leave, and they must meet the performance appraisal standards every year. If they leave in the third year, sorry, the dividends received in the first three years will be returned to the company.

If the employee leaves early, the dividends will be automatically recovered, and the virtual shares will also be recovered. The employee's money for the virtual shares will be returned to him at the original price, but the lock-up period will end.

If the company's net profit is 5 million in the first year, and becomes 10 million in the second year, the 33.3% rate of return becomes 66.6%. The more the company earns, the more dividends the employees receive. Naturally, everyone will Will struggle, so Hua raised a pack of wolves.

This incentive system can also be said to be equity crowdfunding, but there is no such concept in China. All equity crowdfunding is only one step away from illegal fundraising, but it is precisely this step. It is called illegal fundraising, and if it is done well, it is called equity crowdfunding.

Qin Weimu naturally helped Bluestar Technology to prevent all legal risks in this regard, and that red line could not be crossed by half a step no matter what.

In a business, it is very important to understand the law. Otherwise, you will put a detonator under your bed, and it may explode at any time, but it often explodes at a critical moment, becoming a fatal blow.

Bluestar Technology's now officially implemented virtual guaranteed dividends:

P6-level employees receive a guaranteed minimum rate of return of 8.8% for virtual dividend rights allotment, which is based on the minimum annualization of debt financing or equity financing. The company is not profitable now, which means that no matter how much it loses, the minimum guarantee is 8%. If the employee buys 100,000 yuan, the minimum dividend at the end of this year will be 8,000 yuan, and the profit will be more than 8% in the future.

P7-level employees enjoy a 5% guarantee. Because the position is getting higher and higher, it means that the company's profit will be affected more, and the greater the impact, the greater the responsibility. Therefore, P7-level employees only give a 5% guarantee, but it is still better than the return from the bank. The rate is high, which is still guaranteed.

There is no guarantee for employees at the P8 level to the P10 level. The P8 level is already the senior manager level, and the P10 level employees are senior directors and senior executives of the company. Because of the management level, the responsibility must be greater. We must share the same breath and destiny with the company. If there is no guarantee, we will not be lazy, and we will pay more attention to the development of the company instead of messing around.

Qin Weimu not only shows her shrewdness in the equity incentive plan she designed, but also shows that as a woman, she is more delicate than a man. In general, her considerations are extremely perfect.

Hers also takes into account potential disputes that may exist after the company is profitable in the future.

Employees with purchasing power virtual shares only have the right to pay dividends, and they are not serious shareholders, so they do not have the corresponding voting rights, right to know, etc. They cannot tell them how much the company's net profit is, and they may not believe it if they say it. This year's net profit is 5 million, and some people may feel that they have underreported 2 million.

Qin Weimu can find no less than three ways to solve this potential problem. She chose the company's current account and regarded 12% of the current as the net profit. This is not a number she arbitrarily set, but based on the general data of the industry. Summarize the value, then you don’t care whether the company makes a profit or a loss, just pay dividends according to this number.

The running water is publicly known, and through this number, it is possible to roughly predict the net profit of the company, which is written into the agreement.

However, it is worth mentioning that this agreement will not last for too long and will always end, because Bluestar Technology will eventually choose to go public, and it is not necessary after the company is listed, because listed companies need to publish audited financial reports. , Net profit and anything must be released.

At this moment, hundreds of people in the company are talking about it. As for the 27 people in the start-up team, most of them have no intention of working hard today. Bai Lang, Feng Yi, Su Yali, Lu Siming and Irene have already allotted shares. 270 shares per person, and the remaining twenty people are the most excited.

Because none of them have reached the P6 level allotment standard, but because they joined Bluestar Technology in the early stages, they are absolute veteran employees who joined the company at a difficult stage, so as a start-up team, they enjoy the treatment that is second only to the initial team and did not reach P6. Level but was also exceptionally qualified for allotment, with a maximum limit of 15 shares.

Bluestar Technology currently has a total share capital of 225,000 shares, with a valuation of 5,000 yuan per share, and 15 shares is 75,000 yuan.

The company provides 45% of the loan for employees who purchase virtual equity, that is, 33,750 yuan can go through the company's loan process, and the remaining money has to be figured out by the employees themselves.

After the allotment, the guaranteed dividend at the end of the year will be 6,600 yuan. Even if the dividend rate of 8.8% is guaranteed, the more than 6,000 yuan is the salary of an ordinary worker in a year, and some people can't even get that much.

What excites employees even more is that once the company's profits increase, it will be much more than this. As for how much it will increase, there is theoretically no upper limit. There is no maximum, only more.

At this moment, the employees who have obtained the virtual dividend rights allotment qualification are chatting and calculating how much money they can prepare, looking for parents, looking for relatives to borrow and so on. They may not be able to spend more than 10,000 yuan. It must be known that most of the employees who have obtained the allotment qualifications are young fresh graduates, and they really don't have a lot of deposits on them.

The employees who have just come in are also stimulated and envied, but they are not only envious, because they have also read the incentive system document just announced by the company. In theory, every employee of Bluestar Technology only needs to work hard to climb up. There must be a chance to receive such treatment.

Luo Sheng's move, or the move Qin Weimu gave her, has basically eaten up the company's team. The old employees have already enjoyed real treatment, and those who have just entered have also seen the real deal. Real benefits.

That's the hope.

Everyone comes to work in order to earn more money, and only on the premise that the interests are guaranteed and there are expectations, can we further discuss our ideals.

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