A week later, Bluestar Technology officially announced the equity incentive system and its first round of incentive plans, which are a major concern for all employees because they involve their own personal interests.

The incentive mechanism announced now is limited to middle- and low-level managers and grassroots employees. The incentive system at the core level is different and is not public. You can only know when you climb to the core level.

When it comes to rest, almost every employee opens a document in front of the computer and browses it carefully.

An employee in the office area stared at the computer and muttered: "Virtual guaranteed dividend equity incentive system?"

When he saw the title, he suddenly had two words in his mind, and then he carefully browsed the content of the document.

The employee incentive system formulated by Qin Weimu for Lanxing Technology is a reference to Huawei's virtual equity, because only Huawei is the most classic and successful case at present, and it is also the most in line with Lanxing Technology because Luo Sheng decided to make the company unprofitable for a long time.

This incentive system is a variant of Huawei's virtual equity. Qin Weimu has made some appropriate fine-tuning to better adapt to Bluestar Technology.

The biggest difference is that Blue Star Technology is not profitable, but also needs dividends, so it passed the vote when the shareholders' meeting was held some time ago. The shareholders' meeting agreed to authorize the board of directors to make flexible arrangements, and jointly agreed to assume a profit of x yuan during the company's non-profit period. At the same time, the second article stipulates that only employees with ordinary management and holding dividend equity ratios do not exceed x% can enjoy the right to virtual dividends.

This special agreement can prevent the major shareholder from taking the opportunity to obtain dividends, and at the same time, it also prevents the major shareholder from distributing the equity in his hands to the employees for dividends. The management has personnel rights and will conduct unified audits before the dividends are conducted. When it is found that a major shareholder seeks dividends in this way, he will fire the employee. Since it is not an employee who does not comply with the second agreement, he does not have the qualifications to distribute dividends, and all potential loopholes are blocked.

According to this incentive mechanism, it can be operated. For example, Bluestar Technology, which has not yet made a profit, assumes that its net profit is 5 million this year, multiplied by 5 to 25 million, and the virtual dividend stocks will be valued at 25 million.

Virtual dividend stocks require employees to spend money on them, but not everyone is qualified to buy them. They must meet the job level requirements to be qualified to allocate shares, and only when they are qualified can they buy them.

The positions of Bluestar Technology are divided into technical positions and management, from bottom to top to level p1 to level p10, and then up to top are senior executives at the core level, and there is another incentive system for the core level.

The minimum level of employee rank is required to meet the share allocation qualification level is p6. The corresponding level of management position is department supervisor, and the corresponding level of technical position is senior engineer.

However, the virtual stocks are allocated, and they cannot be converted into real stocks. If you want to convert into real stocks, you must be qualified at level p8 or above. The corresponding level of p8 employees and technical positions is senior experts, and the corresponding level of management positions is senior managers.

If a p6-level employee buys 1% dividend rights of Blue Star Technology for 250,000 yuan, and splits it into two parts, of which 150,000 yuan of employee earns his own cash, and the remaining 100,000 yuan will be used to borrow the company, so the employee actually bought a virtual dividend rights share worth 250,000 yuan for only 150,000 yuan.

When the company's net profit in the second year did not change and was still 5 million, he received a dividend of 50,000 yuan at a rate of 1%. He invested 150,000 yuan, multiplied by 5. Because the net profit of 5 million yuan is multiplied by 5, it is equivalent to dividends for 5 consecutive years, so the 1% ratio actually distributed 5% at the end of the year, and the return rate is about 33.3%.

It can also be multiplied by 10, but not less than 5. If it is multiplied by 10, the net profit will be 10 times, and the return rate will be about 16.6%.

With such a large proportion of fixed returns, all employees browsing documents almost don’t have to consider it at this moment. They must be rushing to buy as much as they have, until the upper limit.

Because the return rate of depositing 150,000 yuan in the bank is generally a little over three percentage points, and it doesn’t have to be counted. It is absolutely a loss because the currency is inflated. Even if you purchase related private equity funds, the return rate is about 5%, and at most no more than 8%. If you pass this proportion of investment and financial management projects, you will basically lose all your money.

However, there is a five-year lock-up period, in which employees cannot leave their jobs within these five years, and they must meet the performance appraisal standards every year. If they leave in the third year, sorry, the dividends received in the first three years must be returned to the company.

The employee will automatically recover the dividends if he leaves early, and the virtual stocks will be collected. The employee’s money to buy virtual stocks will be returned to him as much as possible at the original price, but it will have to wait for the lock-up period to end.

If the company's net profit in the first year was 5 million, and the second year became 10 million, the return rate of 33.3% became 66.6%. The more the company earns, the more dividends the employees receive, and naturally everyone will struggle, so Hua has raised a group of wolves.

This incentive system can also be said to be equity crowdfunding, but there is no concept in China. All equity crowdfunding is only one step away from illegal fundraising, but it is exactly this step. It is very different. If you do not do well, it is called illegal fundraising, and if you do well, it is called equity crowdfunding.

Qin Weimu naturally helped Lanxing Technology to prevent all legal risks in this regard, and the red line could not exceed half a step in any case.

When it comes to business, it is very important to understand the method. Otherwise, you will put a detonator under the bed, which may explode at any time, and often explode at critical moments and become a fatal blow.

Bluestar Technology's current official implementation of virtual guaranteed dividends:

P6 level employees receive virtual dividend rights and share allocations and enjoy a guaranteed return of 8.8%, which is based on the minimum annualization of debt financing or equity financing. The company is not profitable now, that is, no matter how much it loses, the minimum guaranteed minimum is 8%. If the employee buys 100,000 yuan, the dividend will be at least 8,000 yuan at the end of this year, and the profit will be more than 8% in the future.

P7 employees enjoy a 5% guarantee. Because their positions are getting higher and higher, it means that the company's profits have a greater impact. The greater the impact, the greater the responsibility. Therefore, P7 employees only give a 5% guarantee, but it is still a higher return rate than existing banks, which is still a guaranteed guarantee.

No guarantee is provided for employees at level p8 to level p10. The level p8 is already at the level of senior managers. Then the level p10 is the senior director and the company's senior executives. Because of the management level, the responsibility must be greater. As an executive, you must share the same breath with the company and share the fate. Without the guarantee, you will not be lazy and pay more attention to the company's development rather than stumble.

Qin Weimu not only reflects her shrewd side in the equity incentive plan she designed, but also reflects the delicate side of being a woman than a man. In general, the considerations are extremely perfect.

Her also considered potential disputes that may exist after the company makes a profit in the future.

Employees who purchase power virtual stocks only have dividend rights and are not serious shareholders, so they do not have the corresponding voting rights, right to know, etc. They cannot tell them the specific net profit of the company, and they may not believe it after saying that even if the net profit this year is 5 million, some people may just feel that they have underreported 2 million.

Qin Weimu can find no less than three ways to solve this potential problem. She chose the company's turnover accounts, and regarded 12% of the turnover as net profit. This is not a random number she set, but a value collected based on the general data in the industry. Then, don't worry about whether the company makes money or loses, just pay dividends according to this number.

The flow of water is publicly known. Through this number, you can roughly predict the company's net profit, which is written into the agreement.

However, it is worth mentioning that this agreement will not last too long and will always end, because Bluestar Technology will eventually choose to go public, and it will not be necessary after the company goes public, because listed companies need to publish audit financial reports to the outside world, and net profits and other things must be released.

At this moment, around a hundred people from the company were talking about it. As for the 27 people in the startup team, most of them had no intention of working hard today. Bai Lang, Feng Yi, Su Yali, Lu Siming and Irene had already allocated shares, each with 270 shares, and the remaining twenty people were the most excited.

Because they did not meet the p6-level share allotment standards, but because they joined Blue Star Technology in the early stage, they were absolutely veteran employees and joined in the difficult stage of the company. Therefore, as a startup team, they enjoyed the treatment second only to the initial team, and did not reach the p6 level, but were also granted the share allotment qualifications with a maximum purchase of 15 shares.

Bluestar Technology now has a total share capital of 225,000 shares, with a valuation of 5,000 yuan per share, and 15 shares are 75,000 yuan.

The company provides 45% loans to employees who purchase virtual equity, that is, 33,750 yuan can be used to go through the company's borrowing process, and the remaining money must be found by the employees themselves.

After the share allocation, it means that the dividend guaranteed at the end of the year will be 6,600 yuan. Even if the dividend return rate is guaranteed at 8.8%, the more than 6,000 yuan is still the salary of an ordinary worker today, and some people can’t even get so much.

What excites employees even more is that once the company's profits increase, it is much more than this one. As for how much it will increase, there is no upper limit in theory, and there is no maximum and only more.

At this moment, employees who have obtained the right to share allotment qualifications are chatting and thinking about how much they can prepare, asking their parents, borrow from relatives, etc. Even if they go through the company's loan process, they may not be able to get the remaining 40,000 yuan. You should know that most of the employees who have obtained the right to share allotment qualifications are young fresh graduates, and they really don't have many deposits on them.

The employees who just came in were also stimulated and envied, but they were not just envious, because they had also read the incentive system documents just released by the company. Theoretically, every employee of Bluestar Technology will have the opportunity to get such treatment as long as he strives to climb up.

Luo Sheng's move, or Qin Weimu's move, has basically eaten the company's team tightly. The old employees have enjoyed real treatment, and those who have just entered have also seen real benefits.

This way there is hope.

Everyone comes to work to make more money, and can further talk about their ideals when interests are guaranteed and expectations are available.

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Chapter completed!