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 matter that all employees are extremely concerned about, because it involves their own vital interests.

The current set of incentive mechanisms is limited to middle and low-level managers and grassroots employees, while the core incentive system is different, it is not public, and can only be known when climbing to the core level.

At the break time, almost every employee opened a document in front of the computer to read it carefully.

An employee in the office area stared at the computer and muttered: "Virtual guarantee and dividend stock incentive system?"

When he saw the title, he suddenly came up with the word in his mind, and immediately scanned the contents of the document carefully.

The employee incentive system developed by Qin Weimu for Bluestar Technology is based on Huawei’s virtual equity, because only Huawei is the most classic and The company has not been profitable for a long time.

This set of incentive system can be regarded as a variant of the virtual equity. Qin Weimu made some appropriate fine-tunings 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, the voting was passed. The shareholders meeting agreed to authorize the board of directors to make flexible arrangements. During the company's non-profitable period, they jointly agreed to assume profit At the same time, Article 2 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 at the same time prevent major shareholders from diversifying their equity to individual employees to distribute dividends. The management has personnel rights and will conduct a unified audit before dividends. When it is found that major shareholders use this The employee is dismissed in such a way to seek dividends. Since it is not an in-service employee who does not meet the second stipulation, he is not eligible for dividends, and all potential loopholes are sealed.

According to this incentive mechanism, operations can be carried out. For example, Bluestar Technology, which has not yet made a profit, assumes a net profit of 5 million this year, multiplying by 5 is 25 million, and the virtual dividend stock is valued at 25 million.

Virtual dividend stocks require employees to spend money to buy, but not everyone is eligible to buy it. You must meet the job level requirements to be eligible for allotment, and only if you are eligible to buy it.

Bluestar Technology's positions are divided into technical posts and management positions, from the bottom to the top from P1 to P10, and from the bottom up are the core level executives, and the core level has another incentive system.

To meet the requirements of the allotment qualification, the employee's rank is at least P6, the corresponding level of the management post is the department head, 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 P8 or above to be eligible. For P8 employees, the level corresponding to the technical post is senior expert, and the management post corresponds to The level is senior manager.

Suppose a P6 employee buys 1% of Bluestar Technology’s dividend rights for 250,000 yuan, which is split into two parts. Among them, 150,000 yuan is the employee’s own cash, and the remaining 100,000 yuan is borrowed from the company, so this employee actually Only 150,000 yuan worth of virtual shares of dividend rights were bought.

When the company's net profit in the second year did not change, and it was still 5 million, he received a dividend of 50,000 yuan at a rate of 1%. He invested 150,000, multiplied by 5, because the net profit of 5 million multiplied by 5 equals continuous dividends After 5 years, so the proportion of 1% is actually 5% at the end of the year, and the rate of return 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 is magnified by 10 times, and the rate of return is approximately 16.6%.

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

Because the rate of return of 150,000 yuan in banks is generally a little more than three percentage points, don’t count, absolutely lose money, because inflation is inflating, even if you buy related private equity funds, the rate of return is about 5%, and no more than 8 %, the investment and financial management projects beyond this ratio will basically make people lose their money.

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

When the employee resigns early, the dividends are automatically recovered, and the virtual shares are also recovered. The employee's money for purchasing the virtual shares is refunded to him at the original price, but the lock-up period ends.

If the company’s net profit is 5 million in the first year and 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 will receive. Will struggle, so Hua has raised a pack of wolves.

This set of 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 different and it is not well done. It's called illegal fundraising, and if done well, it's called equity crowdfunding.

Qin Weimu naturally helped Bluestar Technology to guard against all legal risks in this regard. The red line is one that cannot be surpassed in any case.

It is very important to know the law when you are a business. Otherwise, you will put a detonator under your bed, which may explode at any time, but it will often explode at a critical moment and become a fatal blow.

Bluestar Technology's virtual guarantee dividends now officially implemented:

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

P7-level employees enjoy a 5% guarantee, because higher and higher positions mean that the company’s profit will have a greater impact. 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 of existing banks. The rate is high, this is a guarantee.

Employees at P8~P10 levels do not have a minimum guarantee. P8 is already at the senior manager level, and then P10 employees are senior directors and senior executives of the company. Because of the management level, the responsibility is bound to be greater. As a senior manager We must breathe and share our 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 reflects the shrewd side in the equity incentive plan she designed, but also reflects the more delicate side of a woman than a man, and overall consideration is extremely perfect.

She also took into account the potential disputes that may exist after the company becomes profitable in the future.

Employees of purchasing power virtual stocks only have the right to pay dividends, not serious shareholders, so he does not have the corresponding voting rights, the right to know, etc., the company’s net profit cannot be told to them, and they may not believe it if they say it. This year's net profit is 5 million. Some people may think 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 running account and regarded 12% of the running as the net profit. This is not a random number set by her, but based on the general data of the industry. Summarize the value, then you don't care whether the company has made or lost, just pay dividends according to this number.

The turnover is publicly known. From this number, the company's net profit can be roughly predicted, which is written in the agreement.

However, it is worth mentioning that this agreement will not last long and will always end, because Bluestar Technology will ultimately choose to go public, and it will not be necessary after the company goes public, because listed companies need to publish audited financial reports. , Net profit 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 to work hard today. Five people, Bai Lang, Feng Yi, Su Yali, Lu Siming and Irene, have already allocated shares. 270 shares per person, and the remaining twenty people are the most excited.

Because they have not reached the P6 level of allotment standards, but because they joined Bluestar Technology in the early stage, they are absolutely veteran employees who joined in the difficult stage of the company, so they enjoy the treatment second only to the initial team as a start-up team, and they have not reached P6. However, it has also been exceptionally qualified for allotment, with a maximum limit of 15 shares.

Bluestar Technology now 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 loans for employees who purchase virtual equity, that is, 33,750 yuan can go through the company's loan procedures, and the employees have to figure out the remaining money.

After the allotment, it means that there will be 6,600 yuan in dividends guaranteed at the end of the year. Even with a guaranteed return on dividends of 8.8%, this more than 6,000 yuan is now an ordinary worker's salary for one year, and some even can't get that much.

What makes employees even more excited is that once the company's profits go up, it will be much more than this. As for how much it will increase, there is no upper limit in theory, and there is no maximum but more.

At this moment, the employees who are eligible for virtual dividend rights are all chatting and thinking about how much money they can prepare, find their parents, find relatives, etc., even if the company’s borrowing procedure is completed 45%, the remaining 4 They may not be able to get more than 10,000 yuan. We must know that most of the employees who are eligible for the rights issue are young graduates, and they really don't have a few deposits.

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

Luo Sheng’s trick, or the trick Qin Weimu gave her, has basically eaten the company team to death. The old employees have already enjoyed tangible treatment, and those who have just entered have also seen the reality. Real benefits.

Only then can there be hope.

Everyone comes to work to make more money. Only when the interests are guaranteed and there are expectations, can we further discuss our ideals.

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