One week later, Bluestar Technology officially announced the equity incentive system and its first round of incentive plans, which is a major concern for all employees because it involves their own vital interests.
The set of incentives announced now is limited to middle and low-level managers and grassroots employees. The core layer's incentive system is different and is not public. It can only be known when climbing to the core layer.
At rest, almost every employee opens a document in front of the computer and browses carefully.
An employee in the office area stared at the computer and muttered, "Virtual equity guarantee bonus system?"
When he saw the title, he suddenly came up with two words in his mind, and then carefully browsed the contents of the document.
This employee incentive system developed by Qin Weimu for Bluestar Technology refers to the virtual equity of Weiwei, because only Weiwei is the most classic and successful case at the moment, and it is also most in line with Bluestar Technology, because Luo Sheng decided to let The company is not profitable for a long time.
This set of incentive system is considered a variant of the virtual equity. Qin Weimu made some appropriate fine-tuning to better adapt to Bluestar Technology.
The biggest difference is that Bluestar Technology is not profitable, but it also pays dividends, so when the shareholders 'meeting was held some time ago, the vote was passed. The shareholders' meeting agreed to authorize the board to flexibly arrange and jointly agreed to assume profit during the company's non-profit period At the same time, Article 2 stipulates that only ordinary management and employees who hold a dividend share of not more than x% can enjoy virtual dividend rights.
This special agreement can prevent large shareholders from taking the opportunity to obtain dividends, and also prevent large shareholders from dispersing their equity in the hands of employees. Dividends are available to management, and unified audits are performed before dividends are distributed. This method seeks dividends and then fires the employee. Because non-working employees do not meet the second agreement, they are not eligible for dividends, and all 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 is 25 million, and the virtual dividend share is valued at 25 million.
Virtual dividend shares require employees to buy money, but not everyone is eligible to buy, but also must meet the post level requirements to qualify for rights placement, and qualified to buy.
Bluestar Technology's positions are divided into technical posts and management levels, from P1 to P10 from bottom to top, and core executives from the top. There is another set of incentives at the core.
Reaching the qualification requirements requires employees to have a minimum P6 level, the level corresponding to the management post is the department head, and the level corresponding to the technical post is the senior engineer.
However, the virtual shares are allocated 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 employees, the level corresponding to the technical post is a senior expert and the management post corresponds. Level is senior manager.
If a P6 employee buys 1% of Bluestar Technology's dividend right for 250,000 yuan, this can be split into two parts, of which 150,000 yuan of employees cash out, and the remaining 100,000 yuan goes through the company's borrowing process, so this In fact, only 150,000 yuan was paid by employees to buy 250,000 yuan worth of virtual shares with dividends.
When the company's second person's net profit has not changed, it is still 5 million, and he receives a 50,000 yuan dividend based on a 1% ratio. He invested 150,000 and multiplied by 5, because the 5 million net profit multiplied by 5 equals continuous dividends. After 5 years, the proportion of 1% actually paid 5% at the end of the year, and the return rate was 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 multiplied by 10 times, and the return rate is about 16.6%.
With such a large percentage of a fixed rate of return, all employees browsing the file at this moment have almost no need to think about it. They must be buying it as fast as they can, until the upper limit is reached.
Because the rate of return for a 150,000 yuan savings bank is generally a little over three percentage points,
Needless to say, it is definitely a loss, because inflation is inflating. Even if you buy related private wealth management funds, the return rate is about 5%, and the maximum is no more than 8%. After this proportion, investment and wealth management projects will basically make people lose money.
However, there is a five-year lock-up period. Within these five years, employees cannot leave the company, and they must meet the performance evaluation standards every year. If they leave the company in the third year, sorry, the dividends received in the previous three years must be returned to the company.
If the employee leaves early, the dividends will be automatically recovered. At the same time, 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 10 million in the second year, the 33.3% return rate will become 66.6%. The more the company earns, the more dividends the employees will receive. Naturally, everyone will Will fight, so I raised a group 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 exactly this step. It's called illegal fundraising, and when it's done well, it's called equity crowdfunding.
Qin Weimu naturally helped Blue Star Technology to prevent all legal risks in this regard. The red line is that it cannot go beyond half a step in any case.
To be a business, it is very important to understand the law, otherwise you will put a detonator under the bed yourself, which may explode at any time, but often it explodes at a critical moment and becomes a fatal blow.
Blue Star Technology's virtual guaranteed bonus is now officially implemented:
P6 employees receive a guaranteed return of 8.8% on virtual rights distribution, 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 employees buy 100,000, 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 employees enjoy a 5% guarantee floor, because higher and higher positions mean that the company 's profits are more and more affected, and the greater the impact, the greater the responsibility. Therefore, P7 employees only give a 5% guarantee floor, but the return is still greater than the existence of banks. The rate is high, which is still a guarantee.
There is no guarantee for P8 to P10 employees. P8 is already a senior manager level, and P10 employees are senior directors who are senior executives of the company. Because of the management level, the responsibility is bound to be greater. As an executive, If you want to share the same fate with the company, you will not be lazy without a guarantee, and you will pay more attention to the development of the company than to hang around.
Qin Weimu not only reflects the savvy side of the equity incentive plan designed by her, but also reflects the more delicate side of being a woman than a man. Overall consideration is extremely complete.
She also considered the potential disputes that might exist after the company's future profitability.
The employee of purchasing power virtual shares only has the right to dividends, and is not a shareholder of Zhengerbajing, so he does not have the right to vote, the right to know, etc. The company's net profit cannot be told specifically, and it may not be believed, even if it is said, With a net profit of 5 million this year, some people may feel that it is understated by 2 million.
Qin Weimu can find no less than three ways to solve this potential problem. She chose the company's current account and took 12% of the current account as the net profit. This is not a random number, but it is based on the general data of the industry. The values taken in aggregate, then you don't care if the company has earned or lost, just pay dividends according to this number.
The flow of water is known to the public. From this number, you can roughly predict the company's net profit, which is written into the agreement.
However, it is worth mentioning that this agreement will not last for a long time, it will always end, because Bluestar Technology will eventually choose to go public, and it will not be needed after the company is listed, because listed companies need to publish audited financial statements. The net profit must be published.
At this moment, hundreds of people in the company are talking about it. As for the 27 members of the startup 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 allotted shares. There are 270 shares per person, and the remaining twenty people are the most excited.
Because they did not meet the P6 level of rights allocation standards, but since they were early members of Bluestar Technology, absolute veteran employees joined at the difficult stage of the company, so they enjoyed second-tier treatment as a start-up team and did not reach P6 Level but has also been exceptionally qualified for rights issue, with a limit of 15 shares.
Bluestar Technology now has a total share capital of 225,000 shares, UU Reading www. uukanshu.com has a valuation of 5,000 yuan per share, and 15 shares is 75,000 yuan.
The company provides a 45% loan for employees who purchase virtual equity, that is, 33,750 yuan can go through the company's borrowing process, and the rest of the money must be worked out by the employees themselves.
After the rights issue, the dividend guarantee at the end of the year has 6,600 yuan. Even with a 8.8% dividend return, the more than 6,000 yuan is now a year's salary for an ordinary worker, and some don't even get that much.
What's more exciting for employees is that once the company's profit goes up, it is a lot more than this. As for how much it will increase, there is theoretically no upper limit, and no more than just more.
At this moment, the employees who are eligible for the virtual dividend right are all chatting and thinking about how much money they can prepare, finding parents, borrowing from relatives, etc. Even if the company borrowing process is 45%, the remaining 4 They may not be able to get more than 10,000 yuan. It is important to know that most of the employees who have been qualified for the rights issue this time are young fresh graduates, and they really don't have a few deposits.
The employees who just came in are also stimulated and envy, 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 up. There must be a chance to get such treatment.
This trick of Luo Sheng, or this trick given to her by Qin Weimu, has basically killed the company team. Old employees have enjoyed tangible treatment, and those who have just entered have seen the actual situation. Real benefits.
Only then can I look forward to it.
Everyone comes to work to earn more money. Only when the interests are guaranteed and there are expectations can we further talk about the ideal.