Rebirth declares war on the honest

Chapter 527 522. Incentive Scheme

On the first working day after the festival, Wen Ju formally implemented the equity incentive plan he designed in the company, which received unanimous high praise from almost all the management.

Just like what Wen Ju said before, if all the executives of a company have a part-time job mentality, they will not be able to get far.

With equity incentives, everyone can think in one place and work in one place.

After unanimous approval at the meeting, Wen Ju came to the next door and happily told Gu Yun the news.

"Let me tell you, it went very smoothly. Everyone thought it was a good thing, and it also aroused everyone's enthusiasm."

During the vacation, Gu Yun once said that the coffee justice will be used as a pilot first, and if the management has good feedback, then consider implementing it in the entire Paradise Group.

"Old Tang Book" has a saying: "When wealth gathers, people disperse, and when wealth disperses, people gather together." These eight characters effectively reveal the essence of a company's development.

The core elements of the industrial age are machines and capital. In the era of knowledge economy, the core elements have gradually transformed into human capital, and the dependence on people has gradually increased. Therefore, equity incentives for core personnel are even more important in this era.

"Then you said, Paradise Group is so big, and each company's business is also different. How to do the specific details of equity incentives?"

Finding an empty conversation room, Gu Yun and Wen Ju sat together, with a laptop in front of them, and the personal assistant He Xuan brought two cups of hot tea.

"First of all, we must clarify the consensus again. As a long-term incentive tool, the continuous passion emanating from equity incentives is incomparable to short-term incentive tools such as wages, commissions and bonuses."

Wen Ju took a sip of tea to moisten her throat, pointed at the document on the screen in front of her, her expression became serious.

"really."

Gu Yun nodded.

The intergenerational change of society has promoted the transformation from the original employment system to the partnership system. At present, for young people, ordinary ways of retaining people such as salary, relationship, and career are no longer the most effective methods.

Equity incentives can effectively bind the interests of enterprises and individuals. Therefore, in order to ensure the continued sound development of the enterprise, it is imperative to design an equity incentive plan for the Paradise Group.

"After designing the plan, we still need to hold a mobilization meeting to solicit everyone's opinions. Therefore, our designers must first deeply understand the meaning of equity incentives, so that the people below can understand that the decision-makers have always considered everyone's interests."

In fact, there are two important meanings of equity incentives. One is to integrate intelligence through equity incentives, including attracting core talents, retaining core talents, motivating core talents, and replacing old and new core talents.

The second is to provide financing for the next step of the development of the enterprise through equity incentives.

Judging from the current point of view, if capital operations are required to make investment institutions see investment, the company must have a sound governance structure.

Except for some extremely promising sunrise industries or fields, investing in institutional investment companies does not invest in the founder alone, but in a team.

Therefore, when many investment institutions invest, they generally require the company to set up an equity incentive pool.

When Wen Ju said this, He Xuan asked in a low voice.

"This kind of good thing needs everyone's opinions. Isn't it unanimous?"

"That's not necessarily true. It still depends on the industry and timing."

Wen Ju smiled and shook her head. Under Wen Qingshan's careful guidance, she has also become a half-expert in this area.

Equity incentives have always been a double-edged sword. Whether the company should implement equity incentives, or improper operation and implementation timing will cause irreparable losses to the company.

"For example, industries such as intelligence services, high-tech, and the Internet need equity incentives more. On the contrary, industries such as capital-intensive and resource-monopoly industries have relatively little demand for equity incentives."

"In terms of timing, all in all, there are four stages."

All the people here are family members, and Wen Ju knows everything. From the computer, he pulls up a mind map of the four stages of enterprise development, and talks about it.

In the early stage of entrepreneurship: the company is initially established, and talents are the key. It is mainly aimed at partner-level equity incentives, and real equity is often used for incentives;
Growth stage: The company has passed the start-up survival stage and is in the stage of rapid growth. It is the best stage to implement equity incentives. Core executives give real stock equity, and core technical personnel and middle-level personnel can consider option or virtual equity;

Maturity stage: the company already has a large scale and industry status, the company will consider entering the capital market, and needs a round of equity incentives before going public, mainly considering real equity incentives;
Recession period: In the recession period after high growth, equity is no longer attractive, and cash incentives should be the mainstay.

"It's so complicated"

He Xuan stuck out her tongue. Although she had been by Gu Yun's side for a while, Gu Yun, who founded such a big company, came from a wild background after all.

He can pass the way through the ability of foresight, but when it comes to scientific management, it is still a bit meaningless.

"Of course, I have been studying such a matter for the past two months, and with the personnel changes, I am exhausted."

Wen Ju let out a long sigh of relief and rubbed his neck.

"Okay, let's talk about what to do next. The coffee justice and the companies of the Paradise Group are actually not the same. There must be a main idea."

Gu Yun turned the pen in his hand and got back to the topic.

Dividing stock rights or options is not the end. The ultimate goal is to motivate employees through means of distributing shares, thereby improving company performance and accelerating development.

When it comes to implementation, a set of detailed processes and steps are needed to fully tap the demands of core employees and formulate a reasonable plan that suits the company's development needs.

"Okay, next, I will say one by one, if you have any questions, you can ask them at any time."

"It is necessary to conduct research and diagnosis within the company first, conduct sufficient interviews with the existing core personnel to be encouraged, and understand everyone's understanding of equity incentives, related demands, and suggestions for pricing equity incentives."

After all, Wen Ju opened another folder, clicked on the relevant information in the electronic version, and explained the specific operation process.

"Then comes the core content, which is to design incentive plans for different branches of the Paradise Group. Through preliminary research and diagnosis, combined with different branch industries, future operation plans, and some ideas of the management, a preliminary plan is formulated, and then provided to the company's core. Shareholders, board of directors and other decision-making levels discuss and agree.”

"After the early equity incentive plan has been approved by the company's decision-making layer, a very important step is to hold a mobilization meeting within the company, so that both the proposed grantees and unauthorized recipients can understand the company's equity incentive rules, and lay the foundation for subsequent incentives to sign agreements. "

Speaking of this, both He Xuan and Gu Yun couldn't help but nodded, feeling that it was necessary.

Everyone has been struggling in the workplace for so long, and we have seen many disputes over the distribution of benefits. If the relevant matters can be made public through meetings, it will undoubtedly avoid a lot of follow-up troubles.

In actual cases, many companies did not hold a meeting to explain the content of equity incentives in the early stage, and directly took an agreement for the incentive objects to sign.

This makes people feel very bad. On the one hand, most of the core employees are relatively unfamiliar with equity incentives. On the other hand, many terms of the agreement are unclear, causing many employees to look at a loss, or think that the company is setting themselves up.

It was supposed to be a good thing, but it didn't work out.

"Therefore, the mobilization meeting is an indispensable process. After the mobilization meeting is held, a certain period of time is left for the people to be encouraged to digest and consider. If there are any questions and doubts, they will be raised in a timely manner and answered. After that, the relevant agreements will follow. Signatures, changes at the business level, those things are not so important."

Wen Ju said a lot in one breath, then paused, as if waiting for the two to ask questions.

"I won't discuss the specific operation of each branch. When the time comes, we will discuss it together in the research and meeting. I just want to ask, what do you think is the appropriate ratio for the amount of equity incentives?"

Gu Yun turned his head and asked.

"The quantity you asked is mainly divided into two aspects. One is the total amount of company equity incentives. The core needs to consider the number of incentives in batches and the reserved quantity."

"The second is the number of incentive objects for equity incentives, that is, the amount of incentives that each incentive object can obtain. According to the [-]th theorem, the core objects are focused on incentives, so as to truly achieve fairness in incentives and avoid the phenomenon of big pots or free rides."

"All in all, the determination of the amount is a two-way process, which is related to the effect of equity incentives and success or failure."

Following the senior investor Wen Qingshan, two months of hands-on teaching and case studies from major companies, Wen Ju, who has just taken charge of a company, has a deep understanding of this aspect.

"For the specific numbers, there are two methods. It depends on which one you want to use."

Wen Ju turned her head to look at Gu Yun with a smile, and continued.

"One is to determine the total amount of equity incentives based on factors such as the company's own characteristics, the current valuation level, the founder's sharing spirit, and the incentive level of competitors in the same industry. The usual ratio in the industry is 10-30%."

"The second is to determine the total amount of equity incentives based on the total salary level of employees. The total value of equity incentives = total annual salary expenditure × coefficient, where the coefficient is determined by the industry and its own situation. Using this method linked to the overall salary level of employees The method, on the one hand, has greater flexibility, and at the same time ensures that the total amount of incentives will expand simultaneously with the company's development."

Gu Yun is convinced now.

He has always been not very good at management, half relying on his feeling, and the other half relying on his powerful prophetic ability to win over a large number of outstanding talents.

Fortunately, Wen Ju, the second generation of finance, was by his side to advise him, and he was also a very trustworthy pillow person, otherwise he would not know where to find an expert in this field.

"What's more, is there an exit mechanism? For example, if an employee has worked hard to gain equity in the company, he doesn't want to play anymore and plans to retire. What should I say?"

This is an era with dreams, and it is rare to say it flat.

But Gu Yun, who traveled back from the future, is used to seeing a rich man lying on the credit book and enjoying life easily in later generations.

If the timeline is extended for a lifetime, it seems that such a life is not bad.

At least you don't have to work hard for a lifetime. You have earned enough money, but you have lost the opportunity to enjoy it.

"there must be."

Wen Ju nodded and added.

"The formulation and implementation of the equity incentive plan is not a one-off, and requires specialized institutions or personnel to continuously improve the plan and system."

"Everyone says that it is easy to buy shares but difficult to withdraw shares, so we set up an equity management organization internally and formulate equity management methods. doubts."

On this point, Wen Ju is the inventor of the coffee justice assessment system in the new era.

When Gu Yun was in charge of coffee justice, the assessment system was loose and loose, and it has been supplemented and rectified since she took office.

Gu Yun is a person who came back from the Great Depression era, and has a natural empathy for fishing and lying down.

Lying on the tuyere, even a pig can fly, and you can make money no matter what you follow me. If you don't work hard, it's nothing more than earning more and less.

But Wen Ju still believes that struggle can change everything. As the chairman of the board, she is far less tolerant of fish and water than Gu Yun.

After all, without a set of assessment systems, it is impossible to quantify who is eating from the big pot, and the ability cannot keep up with the development of the company and the team.

With the incentive plan and the assessment system, it is possible to pass the assessment results of a certain period and provide the company with proposed incentive targets who are not qualified for the job, and then implement the adjustment or withdrawal of equity incentives.

"The exit mechanism must be detailed to avoid loss of human resources and wealth, and to avoid legal disputes."

Gu Yun said one last thing.

The three of them chatted all morning, and at noon, they even left Wen Ju to have a meal in the cafeteria.

"If you are free recently, then you can go for a walk with Xuanxuan and chat with the heads of various subsidiaries to see everyone's opinions."

This was the first time that Gu Yun brought other girls to the cafeteria of the Paradise Building during meal time. Although the employees below were not at the same table as the boss, they all looked sideways.

Although many people know that this unbelievably beautiful girl is the female boss of the coffee next door, but there are also many newcomers who do not understand the relationship between Wenju and the big boss.

"Aren't you going? This is taking money from your wallet. You don't care about it yourself. Don't feel bad when the time comes."

Wen Ju picked up a piece of mutton for his lover, and asked with a smile.

"It doesn't matter, it's just a little less income. I've heard people say that the principle of gathering wealth and gathering people since I was a child is that the key is to retain talents. As long as I am the controlling shareholder, it doesn't matter if you earn more or less."

Gu Yun shrugged his shoulders. In the past, he always felt that Brother Ma was pretending to be arrogant. What do you mean that I don't care about money?

But if you're not in that position, you'll never know what it's like not to care about money.

　01: Update 30
　　
　
(End of this chapter)