Trillion Market Capitalization is not a Dream

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“Before the company went public, we were scared for a long time because we were short of money because of the difficulty in collecting payments.

You say this person is also strange.

I’m nervous when I’m short of money.

Why is there no shortage of money now? Too much money makes people nervous. "

The conference room naturally burst into laughter, as if to say, look, there is money for this.

“Over the years, I have developed the habit of wanting to keep it there whenever I have a little money, and not daring to use it easily.

Now I don’t know if the money raised should be used?

If so, how should it be used?

What are the adverse consequences of using it?

Are there any adverse consequences if not used?

The people in the securities department haven’t explained it to me yet.

Of course, it's also possible that I don't have any financial knowledge reserves, so I always don't understand. "

“In the first year after the company went public, this year, the entire company was immersed in excitement.

I didn’t react, so I didn’t do much planning.

Just let the company develop naturally.

Yesterday, preliminary data from the company's financial statements came out.

The output value completed this year is more than 1.8 billion.

The volume of this output value is equivalent to more than three times the 500 million output value before listing.

Our market value has also increased a lot this year, roughly stabilizing to around 35 billion. "

“Today’s Western architecture can be said to have a platform, money, and people.

Why is it said that people exist?

Before going public, I remember that there were only more than 50 people at the core level of our company.

Today we have 168 people in the core layer, an increase of more than three times.

The company's unstructured development this year has given me very strong self-confidence.

I believe that through the efforts of all of us, we will have a better tomorrow in 2012. "

Applause rang out, and the participants were in high spirits.

“So, I figured it out. Training at the core level doesn’t need to be called training.

It can be called unity of thought, clear goals, etc.

My original intention is to use the meeting to let our core layers understand what the company wants to do, to establish a good bond between the company and its employees, and to ensure that the company's orders and policies can be implemented in a timely and accurate manner. , can truly come to fruition. "

“2012 is the year when we get off our shoulders and do something big.

The largest serial number in our current business division is the fifth division.

But in fact, some business unit establishment serial numbers are empty.

I am initially planning to split our current business unit into five real business units.

These five business divisions can go hand in hand and compete with each other in the future.

This solves the problem where one business unit is dominant and other business units are seriously weak.

It also leaves sufficient opportunities for advancement for the majority of core-level cadres. "

"The bonus system will continue to use the original form of production value award, collection award, settlement award, and excess gross profit award for the time being."

“There is also a bonus that I haven’t fully thought about, mainly because it’s too complicated.

For listed companies, outstanding managers can be incentivized in the form of options.

I have also started this and asked the human resources administration people to study this matter.

There was no applause at this point. "

There was sparse applause in the venue.

"Forget it, I don't even understand this option incentive thing, and I guess most of you don't understand it either.

But those who applaud may understand what this means by giving employees options.

Congratulations to those who have caught on. "

"Guang said that he has brought good news to everyone for 12 years.

So what does the company need employees to do when the company pays such high remuneration and rewards to its employees?

What everyone needs to do is very simple.

That is, no matter what the completed output value is in 2011, the output value target in 2012 is twice the output value in 2011.

According to this plan, assuming that the output value in 2011 is 2 billion, then the planned output value in 2012 will be 4 billion.

For specific figures, the company will release the 12-year plan goals a little later. At this training meeting, we can give everyone some information in advance. "

"In this case, we have enough managers at the core level, but not enough at the grassroots level in the project department. The senior executives of the production system must quickly study the staffing standards for project department personnel and then promote them throughout the company.

Regarding the issue of staffing standards, I would like to remind you that you can refer to the output value and project type to provide a recommended staffing list.

For example, a garden landscape project with an annual output value of 200 million needs to be equipped with a project manager, a business manager, a production manager, two greening engineers, two garden construction engineers, a water and electricity engineer, two material buyers, two There are one seedling buyer, two budgeters, and one financial teller. If you calculate this, the standard configuration for this project is 15 people.

Of course, there are also necessary chefs, cleaners, and security guards, which can be reflected in the form of project entry, or a standard can be formulated.

Speaking of standards, in addition to staffing standards, some standards can also be formulated.

For example, formulate: standards for car rentals, standards for prefabricated house construction, standards for renting houses, standards for company VI promotion, etc.

We originally had some of these standardization issues, but they were not perfect and the implementation was not very good.

For example, when it comes to company VI promotion, we often see that the project department is organized in a variety of ways.

Some doors are double-opening, some are single-opening, some have the company's logo on them, and some don't have a logo on them.

These things must be unified in the future.

Everyone should be able to judge from these publicity as soon as they come to our project department that this is the standardized project department of Western architecture.

We need to let everyone develop a conditioned reflexive familiarity with our projects. "

“I just talked about bonuses.

There is one more thing to add.

Some colleagues reported that they had not received bonuses for many years and said that our bonuses were false and deceptive.

This shows that there is a problem with our bonus system, and we are embarking on the reform of the bonus system.

Although there are no plans to change the type of bonuses for the time being, we can try to shorten the bonus collection cycle.

For example, I originally received a bonus once a year.

In addition to the excess gross profit award, I think that the production value award, collection award, and settlement award, because of their simple calculation method, it is also easy to judge whether the target tasks assigned by the company have been truly completed, and they can be adjusted to be received once every six months. bonus.

If the bonus is allowed to float in the air all the time, it will make everyone feel out of reach, make everyone lose their expectations for the bonus, and at the same time lose their enthusiasm for work.

Then every one of us here has committed a serious dereliction of duty and has not carefully considered how to protect the economic interests of ordinary employees.

If we cannot solve the problem of how to give more to employees from the institutional perspective, then we cannot expect employees to be proactive and active in their work.

System reform in 12 years is necessary. "

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