Time flies, and it has been two days since we moved into the new office. Compared to the first day, the excitement of everyone has now faded a lot and has immersed in and focused on work.

Luo Sheng has a clear logic of the company's operation and management, and he has clear priorities on what issues are handled. The next important matter is to remove the dormitory culture left by the company's internal team and instead create an engineer culture with technology as the king.

"Please come in!"

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

The person who came in was Qin Weimu. She was wearing an O work uniform today. The white tight-fitting dress looked clean and tidy at first glance. She paired it with a tight hip-covered skirt, which reflected her perfect figure curve very well.

She gives people the feeling of being an elegant and personal woman in the workplace. Her aura gives people a very strong sense of being a royal lady.

Qin Weimu joined Bluestar Technology and began to work on his related work. In the few days of formal work, he fully played the role of Luo Sheng's chief lawyer and company's chief legal officer clo. He no longer took on any cases outside and 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 and veto rights were quite complete. What surprised her even more was that the equity held by several major VCs in the company had no say in the company.

Although Qin Weimu has not been a long career, she has also taken on many cases, including classic cases. However, the equity structure of Blue Star Technology, especially external investment shareholders, almost completely gave up control of the company, but she has not even had year-on-year commercial bets. This is the first time she has seen such an equity structure and is becoming more and more curious about how Luo Sheng made VC willing to sign such an agreement.

By the way, Qin Weimu came in and closed the door and walked slowly towards Luo Sheng. The latter sat at the desk and stayed on her for a few more glances. Seeing the beautiful things in the world, people would always involuntarily admire them.

However, Luo Sheng did not look lightly, and then smiled and said, "Sit as you like."

Qin Weimu nodded slightly, sat down on the chair next to him, and then placed a document in front of him on the desktop, saying, "In the past few days, I have sorted out the company's top-level design, and also sorted out some potential legal risks in the company. We have also built a complete equity incentive plan for the current actual personnel situation of our company. Mr. Luo, take a look."

Hearing this, Luo Sheng's eyes fell on the folder on the desktop. When he opened it, he was shocked.

"I'll take this thicker? How many pages?"

Seeing Luo Sheng's exaggerated expression, Qin Weimu replied with a smile: "A total of 271 pages. It includes the company's core executives, middle and senior management, incentive plans for grassroots employees, as well as technical positions, management positions rank classification and benefits, the company's incentive plans before listing, incentive plans after listing, incentive plans before profit, incentive plans after profit, and so on."

"Okay..." Luo Sheng was convinced and depressed. He glanced at the text again and closed it again and looked at Qin Weimu.

"I've not seen it yet, my brain is already full of pain. You should just make a point and report it verbally. I'll take time to take a look if I have time."

He has a specialty in his profession, and if Qin Weimu was asked to read those codes, he would feel the same way.

"I noticed that most of the company are currently fresh graduates, and the initial team is still in school, including you, but not everyone can be as unique as you and have a leadership temperament. So for young employees, I suggest this equity incentive plan."

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

"This is a complete incentive plan that I have sorted out, and it is also highly recommended by me. 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, while making his growth without a ceiling, allowing him to provide opportunities, platforms, motivate him, and grow him at different stages, and then the company will do better, bigger and stronger."

Luo Sheng was stunned for a while, then looked up and looked at the lawyer for a while, saying, "What you said from 25 to 55 years old? You have bound him to work for the company for 30 years? Can this... be realized?"

This is a bit cruel!

Qin Weimu smiled, nodded and glanced at Luo Sheng. Seeing his expression, he couldn't help but say, "Don't look at me like this. This plan is a very scientific and reasonable plan, which can help the company and employees to fulfill each other's plan. This plan is also divided into multiple stages, and the incentive methods for each stage are different. It is not necessary to ask every employee of the company to go to a complete stage. It depends on himself when he can go."

After saying that, Qin Weimu turned to page 22, which was a reference template. Luo Sheng immediately carefully browsed a complete set of templates combed by Qin Weimu.

【25~30 years old】

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

In this stage, the incentives for employees cannot be made using equity incentives. Employees aged 25 to 30 are mainly bonuses rather than option shares. Employees now need more cash to buy houses, cars or travel expenses.

But be careful that if the employee is given a year-end bonus, he may resign after getting the money. Usually he is free and finds a new job after spending it. If the company does not pay attention to the potential problems, once the bonus is directly paid, it may be the time when he leaves.

To avoid this potential problem, it is to split the employee's bonus into two parts. For example, his year-end bonus is 50,000 yuan, and he is given 30,000 yuan in cash, and the remaining 20,000 yuan is left in the company. The company sets up a bonus pool and uses part of the bonus of employees and other employees to purchase the company's dividend rights. This 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 a greater profit than depositing in the bank or investing in other financial products, and it also guarantees risks.

Since Bluestar Technology is not ready to make a profit for a long time, it can set a guaranteed false value according to the profit value of the profits that the relevant companies in the industry have made.

At the same time, there must be a five-year lock-up period, that is, the employee cannot leave during these five years. If he proposes to leave in the third year, he must leave. The person can leave, but the bonus must be received after the lock-up period is over, and the dividend income from the first three years must be returned to the company.

If an employee needs to withdraw the money for various reasons such as getting married, buying a house, and having a family member who is sick and urgently needs money, the company will not approve it.

However, employees can go through the loan process from the company and lend money to employees. The amount and the number of bonuses in the lock-up period are the benchmark, but they must not be allowed to withdraw the money.

In this way, putting aside some exceptions, most of the company's young employees have been basically locked in for 5 years.

【30~35 years old】

When an employee reaches the age of 30 to 35, he most wants to start a business at this age because he has life pressure, and he has old age and has young children. He has a lot of money for mortgages, car loans, milk powder, and his life pressure is high and his salary is not enough, so he wants to go out and start a business and create better and more income.

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

The company can help 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 head of a project department, and the company can ask him to contract the project and regard it as a virtual company.

The employee brings several members of the department. If the project requires about 1 million yuan, the company can spend 600,000 yuan, the employee and his team can raise 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 earns 40% of the profits earned by the project department, the employee and his team receive 40%, and the person who follows the investment gets 20%. The employee team invests less but the share is more, and the company invests more but the share is less. However, one premise needs to be set, that is, when there must be profits.

For example, the profit this year is 200,000. The profit before 200,000 is divided according to the above ratio. The employee's department takes 50% of the profits alone. The more profits the employee also pays more, which increases the enthusiasm. Employees get additional income when they get their wages. People from other departments of the company think that the project is good, and they can also invest some money, which reduces the company's financial pressure and increases the employee's income.

However, it is necessary to note that employees may spend money randomly after obtaining funds and sufficient operating rights. To address this potential problem, employees can make the money invested by them become inferior.

That is, if you lose money, you will first lose money invested by the employee and his team, so that the employee and his team will be concerned.

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

The establishment of a departmental corporate system not only satisfies employees' ideas of starting a business, but also provides employees with funds, platforms and other resources, and also keeps employees within the company, so that the performance of the company's department can also be improved.

【35~40 years old】

An employee's mentality may change when he develops at this stage of Blue Star Technology. Now he has successfully started an internal business. He now has a certain management ability, has accumulated a certain amount of capital, and has a certain qualification. Accumulating these things, he will basically have a strong desire to go solo. Once he leaves the company, he is likely to become a competitor.

The company should release people, let him leave, and open a new company that he independently operates.

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

The solo employee becomes the head of the company or branch and is already a prince. As the parent company, Bluestar Technology must hold 51% of the company's equity, which can be relatively controlled or consolidated financial statements.

【40~45 years old】

When the employee's age reaches this stage, he successfully operates the subsidiary with outstanding performance. When the business becomes better and better, he will inevitably become increasingly distant from the parent company. To solve this problem, the parent company should jointly agree with the employee to a commercial betting agreement between both parties.

If an employee turns his subsidiary from 10 million to 20 million, he will be rewarded with 1% dividend rights of his parent company; if he reaches 30 million, he will be rewarded with 2% dividend rights; if he reaches 70 million, he will be rewarded with 3% dividend rights.

The purpose is to make him related and have relationships with the parent company. In this way, he must take into account both the interests of the subsidiary and the parent company, because the interests of the parent company are closely related to him.

【45~50 years old】

When an employee has successfully reached this stage under Bluestar Technology, he cannot continue to work in his subsidiary, and he can no longer improve his career. Secondly, he may really never return.

At this stage, the employee should be promoted to the parent company as the position of vice president. Since he can do a good job in this subsidiary and has received sufficient experience, it is not a problem for other subsidiaries of Bluestar Technology, so let him manage all the subsidiaries of Bluestar Technology that have been built solo.

【50~55 years old】

When an employee reaches this stage of life, what he has to do is to convert the 3% dividend rights he had before into real shares through his performance, that is, when he is 50 to 55 years old, the employee has the right to exercise the 3% dividend rights he has at the price of five years ago to buy it into real shares. In the past five years, he has done a good job in the company's performance, and the greater the room for appreciation of the equity prices five years ago and now.

In this way, employees become real shareholders of Bluestar Technology and can work together with Bluestar Technology.

【55+ years old】

...

"Hey, Sister Weimu, what about the content of this last stage? Did you miss it when printing it?" Luo Sheng, who was carefully browsing the template, found that there was no follow-up text, and he was watching it very happily.

Qin Weimu immediately explained: "Mr. Luo, this is not an omission. This is the template I sorted out. In the last stage, you, as the founder of Blue Star Technology, make a flexible decision."

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

Qin Weimu said: "Usually, an employee has worked in the company for more than 30 years. After reaching the age of 55, he will not let him continue to do it after becoming a real shareholder. He should decisively quit his power to avoid his ambitions expanding and fight for control and dominance of the company as the mainstay."

"In addition to this consideration, we must also leave the position for young people to take over. The resigned employees have become old employees. Just retire and count money and dividends when they are lying down. This will be considered a success and will avoid the embarrassing incidents of infighting among senior executives of the company to a certain extent."

"This is not a company that has been killed. Blue Star Technology is not his. The company has just deprived him of his authority and did not deprive him of his ownership. He is still a shareholder because it is what he deserves after struggling for the company for thirty years. However, if it exceeds his contribution to the company and the reward he deserves, it will inevitably cause chaos. Then the best way is to let him fire."

"The company's approach is not sorry for him. He joined the company through all stages and finally became a shareholder of the company. During this period, the company gave him no bottlenecks in the 30-year development process. The company has been helping him, providing him with opportunities, platforms, and resources to grow. The company has also become bigger and stronger, and mutually fulfilling."

At this moment, Luo Sheng noticed Qin Weimu's slight reaction and suddenly realized it. So he got up and took the initiative to go and make a glass of water for Qin Weimu.

"Thanks."

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

At this moment, Luo Sheng sat back on the boss's chair and closed the motivation plan document. He felt a lot of emotion. This woman was simply experiencing routines everywhere. The key is that you would be willing to jump in even though you knew this was a routine. This is the most valuable thing.

Luo Sheng looked at Qin Weimu and smiled and said, "It's wonderful. As the saying goes, it's easy to get a general but hard to find. If I can get a Weimu sister, it's definitely better than a thousand troops for me. Just this plan!"

...

(ps: Some people may think that this picture portrays the protagonist and his company like an ugly capitalist, but to be honest, if such a company is put in reality, someone will definitely squeeze in. Secondly, some people may think that the terms are rogue, and the employees have no choice. After one sentence, do you come to work to ask for money or choose? It’s like the first stage of the article. An employee is only worthy of 30,000 yuan in his contribution to the company, but he is actually worth 50,000 yuan, and 20,000 yuan for a while. Is there such a boss in reality? Basically, there is no such problem. Whether a rogue or a rogue does not depend on the terms, but whether the money is actually obtained is in place. At least the protagonist’s deep trap is with kindness, and such a capitalist will be included in the novel.)
Chapter completed!