Global monopoly of technology

Time flies, and it has been two days since I moved into the new office. Compared with the first day, the excitement of the big guy has now receded a lot, and I was immersed and focused on work.

Luo Sheng has a clear logic of the company's operation and management, and what issues should be dealt with first. The next important task is to remove the dormitory culture left by the company's internal team, and instead create an engineer culture where technology is king.

"Come in!"

Sitting at the desk, Luo Sheng looked at the door and moved into the new office. As the CEO, he naturally also has an independent office.

The person who entered was surprisingly Qin Weimu. She was wearing an OL work uniform today. Her white tights looked clean and tidy at a glance. The lower body was matched with a tight-fitting hip skirt, which perfectly reflected the perfect figure.

She feels like an elegant and very personal woman in the workplace. This aura gives people the feeling of a royal sister.

Qin Weimu joined Bluestar Technology and started his own related work. Within a few days of formal work, he fully played the roles of Luo Sheng's chief lawyer and the company's chief legal officer CLO, and no longer took any cases outside. , Became a core executive of Bluestar Technology.

She was also very surprised when she read the documents provided by Luo Sheng. The company’s AB system, one-vote veto and other equity structures are quite complete. What surprised her even more is that the company’s major VCs hold the equity. There is no right to speak within the company.

In Qin Weimu’s career, although it is not long, he has accepted many cases, including classic cases. However, the equity structure of Bluestar Technology, especially the external investment shareholders, has almost completely given up control of the company. However, there is no annual business gambling. This is the first time that she has seen such an equity structure, and she is more and more curious about how Luo Sheng made VCs willingly sign such an agreement.

At this moment, after Qin Weimu came in, he closed the door and walked slowly towards Luo Cheng. The latter was sitting at the desk and staying a few more times on her, seeing the beautiful things in the world. It is always involuntary to appreciate a few more.

However, Luo Sheng didn't show a frivolity, and immediately smiled: "Sit down."

Qin Weimu nodded lightly, sat down in the chair next to him, and put a document he was holding in front of him on the table, saying: "I have sorted out the top-level design of the company these days, and also put the company Some potential legal risks have been sorted out, and a complete equity incentive plan has been built based on the current actual personnel situation of our company. Mr. Luo, take a look."

Hearing this, Luo Sheng's gaze immediately fell on the folder on the desktop, and he opened it in amazement.

"Let me go so thick? How many pages?"

Seeing Luo Sheng’s exaggerated expression, Qin Weimu responded with a smile: “A total of 271 pages. Including the company’s core executives, middle and high-level managers, and grassroots employees’ incentive plans, as well as the division of technical posts and management posts. The treatment corresponds to the company’s incentive plan before listing, the incentive plan after listing, the incentive plan before profit, the incentive plan after profit, and so on."

"Okay..." Luo Sheng was convinced, and also discouraged, glanced at the text again before closing it again and looking at Qin Weimu.

"I haven't seen that I'm already in pain, so you should choose the key points to report orally, and I will take the time to take a look."

There is a specialization in Shuye, if Qin Weimu were to look at the code, it would feel the same.

"I noticed that most of the company’s current graduates are fresh graduates, and the initial team is still students, including you, but not everyone can be as unique as you and possess leadership qualities, so it targets young employees. , I suggest this set of equity incentive plan."

While speaking, Qin Weimu had already retrieved the documents again, and skillfully opened one of the documents, handed it to Luo Sheng and told him:

"This is a complete incentive plan I have sorted out, and it is highly recommended by myself. The implementation of this plan allows an employee to join the company from the age of 25 to the age of 55 to be bound to the company for 30 years, while keeping him from growing The ceiling allows him to provide opportunities, provide a platform, inspire him, and grow him at different stages, and then the company will be better, bigger and stronger."

Luo Sheng was stunned for a while, then raised his head and looked at the lawyer sister for a while, and said: "You mean from 25 to 55 years old? Bind him to work for the company for 30 years? This... can it be achieved?"

This is a bit cruel!

Qin Weimu pursed his mouth and smiled, nodded and glanced at Luo Sheng. Seeing his expression, he couldn't help but say: "Don't look at me like that. This plan is a very scientific and reasonable plan. It can make the company and employees complete each other's plans. This plan is also divided into multiple stages, and the incentive method of each stage is different. It does not require that every employee of the company can go through all the stages. It depends on which step he can go."

After talking about Qin Weimu, I turned to page 22, which was a reference template. Luo Sheng immediately carefully browsed a complete set of templates that Qin Weimu had combed.

[25~30 years old]

An employee graduated with a master's degree at the age of 25 and was hired to work at Bluestar Technology.

At this stage, the incentives for employees cannot be based on equity incentives. For employees in the age range of 25 to 30, the incentives are based on bonuses rather than options.Employees now need more cash to buy a house, a car or travel expenses.

But it should be noted that if the employee is given the year-end bonus, he may leave the job if he gets the money. Usually, he will go to Chisao, and then look for a job again after the spending. If the company does not pay attention to the potential problems, it may be the case when the bonus is directly paid When he left.

To avoid this potential problem is to split the employee's bonus into two points. For example, his year-end bonus is 50,000, and 30,000 cash is issued, and the remaining 20,000 remains in the company. The company sets up a bonus pool to use employees and other employees. The bonus is used to buy the company’s dividend rights, which means that the company helps employees to make investment and financial management. Most of the company’s net profit is around 10% to 20%, which is definitely greater than depositing banks or investing in other financial products, and it also guarantees risks.

Since Bluestar Technology is not prepared to make a profit for a long time, it can set a minimum value based on the profit value of the relevant company in the industry.

At the same time, there must be a 5-year lock-in period, that is, employees cannot leave their jobs during these 5 years.If he proposes to resign in the third year, he has to leave. People can leave but the bonus will not be received until the lock-up period ends, and the dividends from the first three years must be returned to the company.

If employees need to withdraw the money for various reasons such as marriage, buying a house, or urgent need of money due to illness, the company will not approve it.

But employees can borrow money from the company. The company lends money to employees. The amount is based on the amount of bonuses during the lock-up period, but he must not be allowed to withdraw the money.

In this way, regardless of individual exception factors, most of the company's young employees have been locked in for 5 years.

[30~35 years old]

When an employee reaches the age of 30 to 35, he most wants to go out and start a business at this age. Because of the pressure of life, there are old and young children, mortgage, car loan, milk powder, living pressure, and the salary is not enough, so Want to go out and start a business to create better and more income.

An employee often wants to start a business at this time, but he has no funds, no resources, no channels, no platform, no connections and no experience.

The company can help him and let him start a business within the company, and Bluestar Technology can set up a departmental company system internally.

An employee with entrepreneurial ideas can be the person in charge of a certain project department, and the company can let him contract this project as a virtual company.

An employee brings several members of the department. If the project requires about 1 million funds, the company can contribute 600,000, the employee and his team make up 200,000, and people in other departments of the company can invest 200,000.

The employee has the independent personnel, financial and operational management rights of the project department, and the project department is in charge of him.

The company’s profit earned by the project department gets 40%, the employee and his team get 40%, and those who invest in it get 20%. The employee’s team invests less but shares more. The company invests more but shares less. But a prerequisite must be set, that is, there must be a profit.

For example, the profit this year is 200,000. The profit before 200,000 is divided according to the above proportion. The profit of the employee exceeds the 200,000. The employee’s department alone takes 50%. The more the profit, the more he divides it, which enhances the enthusiasm and the employee gets salary At the same time, people in other departments of the company think the project is good, and they can also invest some money in it, which reduces the financial pressure of the company and increases the income of employees.

However, it should be noted that employees may spend money indiscriminately after obtaining funds and sufficient operating rights. In response to this potential problem, the money invested by employees can be used as a disadvantage.

That is, to lose money, first lose the money invested by the employee and his team, so that the employee and his team will pay attention.

The company only does one thing, providing logistical support and accountability issues. If problems occur, they will be held accountable but fully authorized.

The establishment of a departmental company system not only satisfies the employees' ideas of starting a business, but also provides employees with funds, platforms and other resources. It also keeps employees within the company, and the performance of the company's departments can also be improved.

35~40 years old

When an employee has developed to this stage in Bluestar Technology, his mentality may change. Now he has succeeded in starting a business internally, and now has certain management capabilities, has accumulated a certain amount of capital, and has certain qualifications.Accumulating these will basically have a strong desire to fly solo. Once he leaves the company, he is likely to become a competitor.

The company should let people go and let him go to start a new company run by him independently.

But this new company must be a subsidiary of Bluestar Technology, or a related independent branch.

Solo employees have become the heads of the company or branch and are already a prince of one party. Then, as the parent company, Bluestar Technology must hold 51% of the employees’ company, which can be relatively controlled or consolidated financial statements.

[40~45 years old]

When the employee's age reached this stage, he successfully operated the subsidiary with outstanding performance.If the business is getting better and better at the same time, it will inevitably become more and more alienated from the parent company. To solve this problem, the parent company and its employees should jointly agree on a two-party business gambling agreement.

If an employee changes the subsidiary from 10 million to 20 million, reward his parent company with 1% of the dividend right; when it reaches 30 million, reward 2% of the dividend; when it reaches 70 million, reward 3% Dividend rights.

The purpose is to get him to associate and have a relationship with the parent company, so that he must take into account the interests of the subsidiary and the parent company, because the parent company’s interests are closely related to him.

[45~50 years old]

When an employee has successfully reached this stage under the umbrella of Bluestar Technology, he cannot be allowed to continue to do it in the subsidiary, he can no longer be promoted in his career, and secondly he may really go forever .

At this stage, the employee should be promoted to the parent company to arrange a position of vice president. Since he can do a good job in this subsidiary, he has been fully experienced, and other subsidiaries of Bluestar Technology are not a problem, so let him Take charge of all the subsidiaries of Bluestar Technology that have been established independently.

[50~55 years old]

When an employee reaches this stage of life, what he has to do is to use his performance to convert the 3% dividend rights he previously owned into real shares, that is, when he is 50 to 55 years old, the employee has the right to The 3% dividend rights he owns can be exercised to purchase real shares at the price five years ago. In the past five years, he has done a good job of the company's performance. The more room for the increase in equity prices five years ago and now.

In this way, employees become the actual shareholders of Bluestar Technology, and they can work together with Bluestar Technology.

[55+ years old]

...

"Hey, Sister Wei Mu, what about the content of this last stage? Was it missed when printing it?" Luo Sheng, who carefully browsed the template, found that there was no more text, and he was looking enthusiastically.

Qin Weimu immediately explained: "Mr. Luo, this is not an omission. The template I sorted out is like this. In the last stage, you, the founder of Bluestar Technology, make flexible decisions."

Luo Sheng stared at her curiously: "What do you say?"

Qin Weimu said: "Under normal circumstances, an employee has worked in the company for more than 30 years. After reaching the age of 55, that is, after becoming a shareholder with real power, he should not be allowed to continue. To prevent his ambitions from swelling, he fights for the control and dominance of the company against customers."

"In addition to this consideration, at the same time, it is also necessary to vacate the position and leave it to young people. The employees who have been resigned have become old employees. Just retire and go home and count the money and share the dividends. In this way, the embarrassing situation of the company's senior infighting can also be avoided to a certain extent."

"This is not about the company's grief and killing donkey. Bluestar Technology was originally not his, but the company just deprived him of his authority, and did not deprive him of the ownership of the company. He is still a shareholder because he has been fighting for the company for thirty What he deserves in the first year, but more than his contribution to the company and the return he deserves, it will inevitably cause chaos, so the best way is to let him fire."

"And the company's approach is not sorry for him. He joined the company after graduation with nothing and passed through all stages and eventually became a shareholder of the company and retired. During this period, the company allowed him to have no bottleneck in the 30-year development process. , The company has been helping him, providing him with opportunities, providing platforms, and providing resources to grow. The company has also become bigger and stronger, and complement each other."

At this moment, Luo Sheng noticed Qin Weimu's subtle reaction, and suddenly he got up and took the initiative to fetch a glass of water for Qin Weimu.

"Thank you."

Qin Weimu smiled slightly, then took it and drank gracefully.

At this moment, Luo Sheng sat back in the boss’s chair and closed the incentive plan document. He was filled with emotion. This woman is showing routines everywhere. The point is that you know that this is a routine and you will willingly jump into it. This is the most precious thing.

Luo Sheng watched Qin Weimu with a smile: "Wonderful, the so-called one is easy to find, and I can get sister Wei Mu for my use. It is definitely better than thousands of troops. Just this plan!"

...

(Ps: Some people may think that this picture depicts the protagonist and his company like an ugly capitalist, but to be honest, if a company like this is put in reality, some people will definitely get in. Secondly, some people may think that the terms are rogue. Employees have no choice. After the sentence is over, do you come to work to ask for money or choose? Just like in the first stage of the article, an employee only deserves 30,000 year-end bonus for his contribution to the company, but it is actually allocated to him 50,000 or 20,000 will stay in the company for a while. Is there such a boss in reality? Basically none. So here is a fundamental question. Whether a rogue or a rogue does not depend on the terms, but whether the money is actually in place, at least The protagonist’s deep fixation is well-intentioned, and such capitalists will be included in the novel.)