return to bolang life

Chapter 107 If you can't walk, then run! (updated)
From the fifth hour to the fixed-point test, Sun Baoyin keenly discovered serious flaws in the project engineering amidst a series of bugs.

Now it is not considered an invitation for internal testing. According to the process, there will be a round of public testing without deleting files before it will be officially released. It is normal to have a lot of bugs.

These will not make Sun Baoyin, the oldest, most mature, and gentlest of the original 8-member founding team, so anxious.

Under the appearance that the mobile game cannot be launched on schedule, there are a series of problems such as Bolang's immaturity and disorder in project engineering.

Not only that, this time Sun Baoyin immediately saw the crisis in Bolang's stable development.

This cannot be solved by recruiting more part-time outsourced development.

The point is that Bo Lang has to do internal strength.

To sum it up in one sentence:

Bolang's current scale and internal running-in situation are unable to support the simultaneous operation of two or more products.

That is to say: just launching a new mobile game business is already a big deal for Bolang now.

If you look at it from the outside, according to Wen Liang's idea of ​​"fast is slow, slow is fast" that Wen Liang has emphasized many times, there is only one solution to this problem:
slow down.

Don't rush to develop.

Obviously, this is impossible, it is no different from bullshit.

One step at a time is not what it means.

After sorting out the problems Sun Baoyin said, Wen Liang made a decision: "Let's not work behind closed doors, and hold a regular meeting next Monday to brainstorm to see if there is a proper solution."

Hearing this, Sun Baoyin hesitated: "Isn't it an office meeting?"

"This does not involve core interests, and can be expanded into a regular meeting." Wen Liang said calmly, "I will send an email right now to give everyone a little time to think."

Bolang has two main meeting forms, one is the office meeting, which is limited to the co-founders and specially invited personnel with the consent of everyone.

The other is a regular meeting, which covers department managers, general assistants and others.

The former is still attended by all 11 co-founders so far.

Except for Chen Jiaxin, Sun Baoyin, Li Ze, Tang Pu, and Wang Wanyu, the other co-founders did not participate in the latter.

There is also a shareholder meeting.

It is mainly to discuss the overall distribution of benefits, which is generally not arranged for discussion in the company.

So far, only one shareholder meeting has been held, and the next meeting is estimated to be at the end of 2012. After all, general dividends and the like are not considered the total benefit distribution.

Sun Baoyin finished his glass of water, got up and left the general manager's office.

Although more in-depth matters are involved, it is not enough to give up because of choking, and even the program bugs are not dealt with.

What's more, Sun Baoyin brought all the staff of the R&D department to work overtime today to deal with the bugs that broke out in this fixed-point internal test.

…………

Not many managers came to work overtime today. For example, Wang Wanyu didn't come. She took Li Rang to the children's playground to play.

Wen Liang doesn't like to handle official business at home, he will come to the company when he has official business, anyway, he works overtime and gets overtime pay.

Just great.

Wen Liang continued to deal with the matter at hand.

The main business is the first batch of employee stock option distribution programs.

This time the scope is very small, which serves as a benchmark and inspires the passion of all employees.

The total number of options to be assigned is only 100 million shares.

Based on the valuation of 0.03 yuan per share, the total price that employees need to exercise for the 100 million options is 3 yuan, a number that is better than nothing.

According to the analysis results of the financial model built by Wang Wanyu, the current internal valuation of Bolang has also increased to 2 million yuan, and the actual valuation per share has reached 0.2 yuan.

Compared with December last year, it has increased by 12 times!
The total assets of the company have exceeded 1 million yuan.

Of course, referring to the highest valuation of 19 billion yuan that venture capital can give, that is 1.9 yuan per share.

That is: assuming that the vesting period has passed and Bolang has also started financing, employees only need to spend 0.03 yuan per share to choose to sell their shares, and they can sell them at a high price of 1.9 yuan per share.

The company's option is the right granted by the company to the incentive object to purchase a certain number of shares of the company at a predetermined price and conditions within a certain period of time in the future.

Taking the current operation of Bolang as an example, in the whole year of 2012, Bolang will grant some employees the right to purchase a certain number of shares in the future at a certain value of 0.03 yuan per share.

According to the rules formulated by Bolang, the right to purchase can only be exercised after two years of service and three years of service, so as to become a shareholder of the company;
At that time, regardless of whether Bolang is listed or the internal valuation has risen to tens of billions of dollars, the granted object will still purchase the number of options granted at 0.03 yuan per share.

If the granted object resigns in the next two or three years, it will be regarded as giving up the right, and Bolang will recover the option at a value of 0.03 yuan per share.

If you choose to resign after exercising the right to purchase and become a shareholder, Bolang will take back the shares depending on the situation.

For example, the forced recovery of shares is based on the internal valuation price per share at that time.

For example, if the company is listed, some operations such as recycling according to the market value will be carried out.

The core is share recycling, and the difference is that the recycling prices are different.

Finally, these subsidiary terms are different for each company. Some allow to continue to hold shares to enjoy dividends after resignation, and some allow free trading after listing, etc.

Bolang is different. Bolang is a person who has left the company, and the shares must be forcibly recovered, regardless of the cost.

Anyway, the common option plan of many companies is also the distribution system implemented by Bolang at this stage, and it is not static. As the company grows, Wen Liang will sort out a more suitable distribution system time and time again.

As a side note, the small orange book can be recognized by the market with such a high value, thanks to the veteran Sina Weibo.

If Weibo hadn't put so much energy into launching the Starlight Project to dig up the roots of Xiaochengshu, Xiaochengshu wouldn't have risen so quickly, until now it has a scale that is not afraid of any challenges.

……

Wen Liang looked at the list form in his hand, his thoughts drifted a little far away, and now he calmed down, signed his name at the end of the plan, and attached the word 'agree'.

After the document is signed, the option grant will be made public next week, and the shares held will not be made public in accordance with the confidentiality agreement.

The first batch of rosters was small.

There are only 4 people, namely: Duan Yi, Po Wan, and employees from two training institutions in the R&D department.

Li Xia, the new manager of the legal department who graduated with a master's degree, and the experienced public relations manager, were not on the first batch of option grant lists.

The first batch of 4 people are all ordinary employees, and their work performance deserves to be granted options.

It will also let all the existing employees see hope and realize that what Wen Liang said is that 'management and technology are just different division of labor' is not a slogan.

After dealing with this matter, Wen Liang's thoughts focused on the problem that Sun Baoyin had fed back: "The lack of employees must be the root cause, but it's not just this problem."

"Now it's just a small orange book online and a mobile game is incubated internally. There are all kinds of big problems. If you want to solve it fundamentally, you probably have to run."

In the end, Wen Liang gave himself a halo of Ah Q-level flicker hints.

"As long as the mind doesn't slip, there are always more solutions than difficulties."

Then proceed to clarify your thoughts.

"..."

…………

…………

Monday the 20th.

At ten o'clock, Wen Liang and Chen Jiaxin, who had just finished class, rushed to the company.

Subsequently, Wen Liang presided over a regular meeting.

The participants included Wang Wanyu, Chen Jiaxin, Sun Baoyin, Tang Pu, Li Ze, Li Xia, legal manager Lin Hong, personnel manager Yuan Shiya, and public relations manager Xin Dai.

Li Xia took over Chen Jiaxin's job of meeting minutes.

Looking across the crowd, he said in a gentle and easy-going tone: "This is the first time that everyone has held a regular meeting since joining the company. Let me just say a few words."

The newcomers Li Xia, Lin Hong, Yuan Shiya, and Xin Dai each introduced themselves.

Li Xia doesn't need to say much.

Lin Hong, male, aged 31, is in the prime of life and has deep accumulation in the field of law.

Yuan Shiya, female, 32 years old, has rich personnel experience, but according to the current performance, it is difficult to make further progress in Bolang.

Xin Dai, female, aged 33, has a strong personality, capable style, and vigorous and resolute.

Xin Dai was introduced by Wang Wanyu through a friend relationship. She used to work for a well-known large company in Shanghai. She is experienced in corporate crisis public relations and has experience.

Compared with this small temple like Bolang, these talented people joined, which surprised Wang Wanyu for about a long time.

Because whether it is Xin Dai with a strong personality or Lin Hong with a master's degree in law, they all restrained their sharpness after meeting Wen Liang.

Director Wen just wanted to say: It’s a trivial matter, let’s sprinkle water!
Then, according to the seating order, Wang Wanyu, the financial manager of the department with high importance, spoke first: "President Wen, everyone, let me announce some good news first."

"The company's actual self-operated business revenue this month is 2109 million, and the cooperative business revenue is 1921 million, which is a new high compared with last month!"

After hearing this data, everyone present couldn't help but applaud and congratulate.

With the skyrocketing number of users of Xiaochengshu, the revenue of self-operated advertising business is increasing, and the proportion of net profit is also quite high.

On the other hand, as soon as the microblog scam happened years ago, coupled with the high income of brand partners and the brand dominated by Huang Xixi, more people joined the brand partner cooperation plan, cooperation zone Module development is also changing day by day, so the revenue of the cooperative advertising business is increasing.

It's just that this part of the income is only a small part of Xiaochengshu, and there are also costs and expenses. Compared with the total revenue, the net profit is not so impressive.

After Wang Wanyu, Li Ze and others spoke briefly to announce their business.

After listening to everyone present, Wen Liang made a gesture: "The main matters of the meeting have been sorted out and sent to everyone's mailboxes on Saturday. Now let me talk about your solutions."

After the words fell, Xin Dai spoke first, and said directly, "I have encountered similar problems in the course of work. Based on my relevant experience, I think it is possible to appropriately expand the company's scale and carry out the construction of a talent echelon."

Lixia disagrees: "This method treats the symptoms but not the root cause. Only in this way, there will never be enough people, and there will always be expansion. We should find a root solution from the project engineering."

Sun Baoyin, who threw out the problem, obviously also thought systematically: "This is not a problem that exists alone in large companies. I have considered a research and development double-team model."

"..."

"Project engineering solutions also have to rely on scaling."

"..."

The schemes everyone summed up obviously took into account quite a lot of angles.

Combined with his own thoughts, Wen Liang also made a decision.

It seems obvious now that it is no longer possible to walk, but to run!

So, after everyone spoke one after another, Wen Liang calmly concluded: "The core is inseparable from money. Fortunately, Bolang is not short of money at this stage."

After saying this, Wen Liang went on to say: "I think the two-group model mentioned by Mr. Yin is still a waste of time. In my opinion, it is more appropriate to extend it to a multi-project, multi-team and multi-generation R&D model based on this. .”

"The R&D department is grouped by project, and each project is divided into different engineering teams. Considering the life cycle of some products, it is also necessary to develop the ability of development engineers to transfer between different projects at any time;

To put it simply, we must at least ensure that the first generation, the first generation of internal testing, the first generation of pre-research, and even the first generation can be planned. "

As soon as these few simple words came out, the faces of everyone present changed.

Wen Liang didn't give everyone a chance to speak, and directly made the final decision: "This is not just a problem with the R&D department. The company's current scale is obviously unable to operate multiple projects at the same time. Immediately expand the scale, start building a talent echelon, and give priority to expanding the R&D department. If it’s not enough, divide it into two or three times!”

"!"
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(End of this chapter)