Countercurrent 1982

Chapter 2070 Share Award
In the evening, the two had dinner together in a restaurant in Chinatown, New York.

"You still have heavy tasks in the second half of the year. I will dispatch some people from China to you. If you still need funds, you can call me directly." Duan Yun picked up a crab meat steamed bun and took a bite After that, he said to Li Yun.

Duan Yun really doesn't like western food, so he came to Chinatown with Li Yun, but the food here is Chinese food in name, but in fact many of them are improved according to American taste, but generally speaking, it is richer than Western food.

"It's best to transfer me a few people from the Hong Kong branch. I will provide you with a list later. They are all my right-hand assistants in Hong Kong and have experience working in large companies. The people from the Shenzhen head office Forget it, they still need time to adapt to the United States, but I don't have time to train them." Li Yun took a sip of soup, raised her head and said to Duan Yun.

"That's no problem." Duan Yun nodded, and continued, "I'll inform Hong Kong later and ask for their opinions first. If they are willing, they should be able to come to the United States in about a week."

"That would be great." Li Yun said with satisfaction.

"You have to take care of your health here. You have really worked hard a while ago. You have traveled all over the United States in a few months. This is really a remarkable thing." Duan Yun said.

"This is my job, it's nothing." Li Yun replied lightly, and then said: "In addition, the second half of the year will not be as busy as this, and the contracts that should be signed have almost been signed. With more, I don’t have to travel back and forth across the United States, and I can work quietly in the West Coast branch.”

"That's good." Hearing this, Duan Yunsong let out a sigh of relief.

In fact, Duan Yun also knows in his heart that the work in the United States has come to an end, and Li Yun really doesn't need to run around like he did some time ago.

But even so, in the next six months, her workload will still be heavy, and it will be quite critical. In addition to maintaining close contact with distributors in various places, she also needs to deal with product entry and reception, warehousing and logistics, advertising and marketing, The work of payment recovery and business negotiation cannot be done by one person, it requires a mature team, and it is precisely because of this that Li Yun proposed to bring his team in Hong Kong to the United States to re-open the territory here, Let the Tianyin brand gain a foothold in the US market.

If Duan Yun does this, it will be very difficult. In fact, in terms of communication skills, he is even worse than Li Yun. The reason is that Li Yun is a very beautiful girl who is very good at dressing and packaging herself. The experience of working in Hong Kong made her somewhat "international", and she can speak multiple languages, has a quick mind and a high emotional intelligence, so anyone who has dealt with her can easily develop a good impression of him. It is precisely because of this that she has negotiated with many American distributors in the past six months, and in the end she can basically sign a contract for cooperation, which even Duan Yun is ashamed of.

"If we can achieve our established sales target, I will give you a part of the incentive shares of the American branch in the future, accounting for 5% of the shares." Duan Yun paused, and then said: "In addition, I will also adjust your annual salary to One million dollars, no matter what, will not be less than that David."

Regarding the reward for Li Yun, Duan Yun has already made plans. When Li Yun was a branch manager in Hong Kong, his annual salary had already reached 100 million, but it was 100 million Hong Kong dollars before, but now it has become 100 million U.S. dollars .

In the entire structure of the company, salary distribution is very critical. Since he can offer David Thomas an annual salary of 75 US dollars, as the general manager of the US branch, Li Yun's annual salary has no reason to be less than David's. Because this kind of salary is not only a matter of income, but also a symbol of status in the company. As the highest-ranking general manager of Tianyin Group in the US branch, it is only natural that he gets the highest salary.

In addition, incentive dividends are also a reward method that Duan Yun uses in domestic companies. This set of dividend rules is very mature and can indeed motivate employees, so Duan Yun plans to do the same in the US branch.

The 5% share dividend does not sound like a high proportion. Considering that the US branch has not yet started to make profits, this reward seems a bit insignificant to outsiders, but in fact, the 5% share dividend is already quite high. You must know that in Tianyin Group’s head office in China, Ni Guangnan currently has the highest incentive share dividend ratio, but it is only 0.8%, followed by Liang Mengsong, Huang Lingyi, Jiang Mingwei and others. The share dividend they get is also less than One percent, only about 0.3%, other department heads are all around 0.1%, and this year Tianyin Group expects its profit to exceed 100 billion, which means that as the chief engineer of Tianyin Group, Ni Guangnan, he can Directly get more than 8000 million RMB, Huang Lingyi and others can also get more than 3000 million RMB, and the heads of all technical departments will get about 1000 million in dividends. This figure is quite amazing.

Looking at the country, only Tianyin Group can pay tens of millions of dividends to its core technical members.

The main reason why Duan Yun adopts such a high dividend method is that as a technology company, top-notch talents are the core capital. If core members leave or change jobs, it will be a very serious blow to Tianyin Group. Therefore, in order to prevent core technical members from being poached, the simplest and most direct way is to give them treatment that other companies cannot afford.

You must know that many international multinational giants currently have very high wages for their core R&D personnel. A few years ago, an annual salary of one million dollars might have been the ceiling of the industry, but now, some technical experts have reached their annual salary. Millions or even tens of millions, and this annual salary ceiling is still being broken.

In addition, such a high dividend ratio can also attract more top talents at home and abroad, and this kind of incentive dividend is not a real share dividend. Once the technicians leave, their shares will return to Duan Yun. The cloud has always firmly held all the assets of the company.

So from this point of view, it is unprecedented for Li Yun to be able to receive 5% of the incentive share dividends of the US branch. If the products can be sold in the United States, then Li Yun's income will become very amazing...

(End of this chapter)