Global Monopoly of Technology

Time flies, it has been two days since I moved into the new office. Compared with the first day I came here, the excitement of the big guy has retreated a lot now, and he is immersed and focused on his work.

Luo Sheng has a clear logic for the company's operation and management, and it is very clear what problems should be dealt with first. The next important thing is to get rid of the dormitory culture left by the company's internal team, and instead create an engineer culture where technology is king.

"Please come in!"

Luo Sheng, who was sitting at his desk, looked at the door and moved into the new office space. As a CEO, he naturally had an independent office.

The person who came in was Qin Weimu. She was wearing an OL work uniform today. The white tight top looked clean and tidy at a glance, and the lower body was matched with a tight hip skirt, which well reflected her perfect figure.

She gives the impression of an elegant and highly personal workplace woman, and this aura gives people the feeling of being a royal sister.

Qin Weimu joined Bluestar Technology and started to work on his own affairs. In the few days when he officially went to work, he fully acted as Luo Sheng's chief lawyer and the company's chief legal officer CLO, and no longer took any external cases. , became a core executive of Bluestar Technology.

She was also very surprised when she read the documents provided by Luo Sheng. The company's AB system, one-vote veto and other shareholding structures are quite complete. What surprised her even more was that the company's major VCs held almost no shares. No voice within the company.

In Qin Weimu's career, although it is not long, he has also received many cases, including many classic cases. However, the equity structure of Bluestar Technology, especially the external investment shareholders almost completely gave up control over the company, even if Now, she doesn't even have annualized business gambling. It was the first time she had seen such an equity structure, and she became more and more curious about how Luo Sheng made VCs willingly sign such an agreement.

At this moment, after Qin Weimu came in, he closed the door and walked slowly towards Luo Sheng. The latter was sitting at the desk, and also kept a few more eyes on her, seeing the beautiful things in the world. It will always make people involuntarily appreciate a few more eyes.

However, Luo Sheng didn't show a frivolous look, and immediately said with a smile: "Just sit down."

Qin Weimu nodded lightly, sat down on the chair next to him, then put a document in front of him on the table, and said, "I have sorted out the top-level design of the company in the past few days, and I have also sorted out the company's top-level design. Some potential legal risks have been sorted out, and a complete equity incentive plan has been built according to the actual personnel situation of our company, Mr. Luo, take a look."

Hearing that, Luo Sheng's eyes immediately fell on the folder on the desktop, and when he opened it, he couldn't help but be stunned.

"I'm going to make it so thick? How many pages?"

Seeing Luo Sheng's exaggerated expression, Qin Weimu replied with a smile: "A total of 271 pages. Including the company's core executives, middle and high-level managers, and incentive plans for grass-roots employees, as well as technical positions and management positions. The treatment corresponds to the incentive plan before the company goes public, the incentive plan after the listing, the incentive plan before profit, the incentive plan after profit, etc.”

"Okay..." Luo Sheng was convinced, but also discouraged, glanced at the text again, closed it again, and looked at Qin Weimu.

"I've had a lot of headaches before I read it. You'd better pick the key points and report them orally. I'll take a look when I have time."

There is a specialization in the art industry, and if Qin Weimu is asked to read those codes, he will feel the same way.

"I noticed that most of the company's current graduates are fresh graduates, and the initial team is still students, including you, but not everyone can be as unique and leader as you, so it is aimed at young employees. , I recommend this equity incentive plan."

While speaking, Qin Weimu had already retrieved the document again, and skillfully opened it and found one of the documents, handed it to Luo Sheng, and told him:

"This is a complete incentive plan that I have sorted out.

It is also highly recommended by individuals. Implementing this plan can allow an employee to be bound to the company for 30 years from the age of 25 to the age of 55. At the same time, there is no ceiling for his growth, and he can provide opportunities and platforms at different stages. , inspire him, grow him, and then the company will do better, bigger, stronger. "

Luo Sheng was stunned for a while, then raised his head and looked at the lawyer for a while, and said, "You said from 25 to 55 years old? Binding him to work for the company for 30 years? Is this... can it be achieved?"

This is a bit harsh!

Qin Weimu pursed his lips and smiled, nodded and glanced at Luo Sheng. Seeing his expression, he couldn't help but say, "Don't look at me like that, this plan is a very scientific and reasonable plan, and it can make the company and the employees achieve each other's plan. This plan is also divided into multiple stages, and the incentive methods for each stage are different. It is not required that every employee of the company can go through all the stages. It depends on himself as to which step he can go."

After Qin Weimu finished speaking, he turned to page 22, which was a reference template. Luo Sheng immediately carefully browsed the complete set of templates that Qin Weimu had combed.

【25~30 years old stage】

An employee graduated with a master's degree at the age of 25 and was hired to work at Bluestar Technology.

The incentives for employees at this stage cannot use equity incentives. For employees in the age group of 25 to 30, the incentives are mainly based on bonuses rather than option allotments. Employees now need more cash to buy houses, cars or travel expenses.

However, it should be noted that if the year-end bonus is given to an employee, he may leave the job when he gets the money. Usually, he will go to Chia and find a job again after spending it. If the company does not pay attention to the potential problems, once the bonus is issued directly, it may be when he resigned.

To avoid this potential problem is to split the employee's bonus into two parts. For example, his year-end bonus is 50,000 yuan, 30,000 yuan in cash, and the remaining 20,000 yuan stays in the company. The bonus to buy the company's dividend right is equivalent to the company helping employees to do investment and financial management. Most of the company's net profit is around 10% to 20%, which is definitely more profitable than depositing in a bank or investing in other financial products, and it also guarantees risks.

Since Bluestar Technology is not going to make a profit for a long time, it can set a guaranteed bottom value based on the profit value of relevant companies in the industry.

At the same time, there is a 5-year lock-in period, that is, employees cannot leave the company during these 5 years. If he proposes to resign in the third year, he has to leave. People can leave, but the bonus cannot be received until the end of the lock-in period, and the dividends of the first three years must be returned to the company.

If the employee needs to withdraw the money for various reasons such as marriage, buying a house, or family sickness and urgently need the money, the company will not approve it.

However, employees can go through the borrowing process from the company. The company lends money to employees. The amount and the number of bonuses during the lock-up period are the benchmark, but they must not be allowed to take out the money.

As a result, apart from individual exceptions, most of the company's young employees are basically locked for 5 years.

【30~35 years old stage】

When an employee reaches the age group of 30 to 35 years, he most wants to go out and start a business at this age. Because of the pressure of life, there are old people and small children, mortgages, car loans, milk powder money, life pressure is high, and wages are not enough to spend. Want to go out and start a business to create better and more income.

At this time, employees often want to start a business, but they have no funds, no resources, no channels, no platforms, no connections, and no experience.

The company can help him and let him start a business within the company, and Bluestar Technology can set up a departmental company system internally.

An employee with entrepreneurial ideas can be the person in charge of a certain project department, and the company can ask him to contract the project as a virtual company.

The employee brings several members of the department. If the project requires about 1 million yuan, the company can contribute 600,000 yuan, the employee and his team can make up 200,000 yuan, and people from other departments of the company can invest 200,000 yuan.

The employee has the independent personnel, financial and operational management rights of the project department, and he has the final say in the project department.

The company gets 40% of the profit earned by the project department, the employee and his team get 40%, and the co-investors get 20%. The employee team invests less but gets more, and the company invests more but gets less. But it needs to set a premise, that is, there must be profits.

For example, this year's profit is 200,000, and the profit before 200,000 is divided according to the above ratio. The employee's department will take 50% of the profit exceeding 200,000. The more profit, the more he will share, which enhances the enthusiasm and employees get wages. At the same time, people from other departments of the company feel that the project is good, and they can invest some money in it, which reduces the financial pressure of the company and improves the income of employees.

However, it should be noted that employees may spend money indiscriminately after they have obtained funds and sufficient operating rights. In response to this potential problem, the money invested by employees can be used as a waste.

That is, lose the money invested by the employee and his team first, so that the employee and his team will pay attention.

The company only does one thing, providing logistical support and accountability, and if there is a problem, it will be held accountable but fully authorized.

The establishment of a departmental company system not only satisfies employees' idea of ​​starting a business, but also provides employees with resources such as funds and platforms. It also keeps employees in the company, and the performance of the company's departments can also be improved.

【35~40 years old stage】

When an employee develops to this stage in Bluestar Technology, his mentality may change. Now he has successfully started his own business, and now he has certain management skills, has accumulated certain capital, and has certain qualifications. After accumulating these, there will basically be a strong desire to go solo, and once he leaves the company, he is likely to become a competitor.

The company should let him go and start a new company run independently by him.

But this new company must be a subsidiary of Bluestar Technology, or a related independent branch.

Solo employees become the head of the company or branch, and they are already a prince. Then Bluestar Technology, as the parent company, should hold 51% of the shares of the employee's company, which can be relatively controlling or can consolidate financial statements.

【40~45 years old stage】

When the employee's age reached this stage, he successfully operated the subsidiary with outstanding performance. The business is getting better and better at the same time, and it will inevitably become more and more distant from the parent company. To solve this problem, the parent company should agree on a business gambling agreement between the two parties with the employees.

If the employee raises the subsidiary from 10 million to 20 million, he will be rewarded with 1% of the dividend right of his parent company; when it reaches 30 million, he will be rewarded with 2% of the dividend; when it reaches 70 million, he will be rewarded with 3% of the dividend. Dividend rights.

The purpose is to make him associate and have a relationship with the parent company, so that he has to take into account the interests of both the subsidiary and the parent company, because the interests of the parent company are closely related to him.

【45~50 years old stage】

When an employee has successfully reached this stage under the banner of Bluestar Technology, he cannot be allowed to continue working in the subsidiary, and he can no longer be promoted in his career. Secondly, he may really never return. .

At this stage, the employee should be promoted to the position of vice president of the parent company. Since he can do a good job in this subsidiary and has been fully experienced, other subsidiaries of Bluestar Technology are not a problem, then let him Take charge of all the subsidiaries of Bluestar Technology that have gone out alone.

【50~55 years old stage】

When an employee reaches this stage of life, what he has to do is to convert the 3% dividend right he previously owned into real shares through performance, that is, when he is 50 to 55 years old, the employee has the right to put The 3% dividend right he owns can be exercised at the price five years ago to buy the real shares. In the past five years, he has done a good job in the company's performance, and the greater the room for the appreciation of the equity price five years ago and now.

In this way, the employees become the actual shareholders of Bluestar Technology and can help each other with Bluestar Technology.

[55+ years old stage]

...

"Hey, Sister Wei Mu, what about the content of this last stage? Did you miss it when you printed it?" Luo Sheng, who carefully browsed the template, found that there was no more text, and he was looking at it.

Qin Weimu immediately explained: "Mr. Luo, this is not negligence. The template I sorted out is like this. The last stage is up to you, the founder of Bluestar Technology, to make flexible decisions."

Luo Sheng looked at her curiously: "How do you say this?"

Qin Weimu said: "Under normal circumstances, an employee who has worked in the company for more than 30 years and reaches the age of 55, that is, after he becomes a real shareholder, should not let him continue. Avoid his inflated ambitions and fight against customers for control and dominance of the company.”

"In addition to this consideration, it is also necessary to vacate positions for young people to take up positions. The dismissed employees have become old employees. Just retire and go home and count the money and pay dividends. It is considered a successful retirement. In this way, embarrassing infighting among the company’s top management can be avoided to a certain extent.”

"This is not the company killing the donkey. Bluestar Technology is not his, and the company only deprived him of his authority, but not deprived him of the company's ownership. He is still a shareholder, because he has worked hard for the company for 30 years. He deserves the years he deserves, but if it exceeds his contribution to the company and the return he deserves, it will inevitably lead to chaos, so the best way is to let him be fired."

"And the company's approach did not feel sorry for him. He joined the company from graduation with nothing at all. He went through various stages and eventually became a shareholder of the company and retired. During this period, the company allowed him to have no bottlenecks in the 30-year development process. , the company has been helping him, providing him with opportunities, providing platforms, and providing resources to grow, and the company has become bigger and stronger, and mutual fulfillment."

At this moment, Luo Sheng noticed Qin Weimu's subtle reaction, and suddenly he got up and took the initiative to get a glass of water for Qin Weimu.

"thanks."

Qin Weimu smiled slightly, took it over and sipped it elegantly.

At this moment, Luo Sheng sat back in the boss chair and closed the incentive plan document. He was full of emotion. This woman has a routine everywhere. The key is that you know this is a routine and you are willing to jump into it. This is the most valuable.

Luo Sheng looked at Qin Weimu and said with a smile: "Wonderful, it is said that a thousand troops are easy to get and one general is hard to find. If I can get Sister Wei Mu for my use, it is definitely better than a thousand troops, so let's go with this plan!"

...