The meeting lasted only one day, and the many annual tasks of the two parent companies and a subsidiary of Aurora Culture were divided.

This efficiency is a bit incredible for the average company.

However, considering that Aurora Culture does not have too many projects at present, and most of the mission objectives are very clear, it is not surprising that this decomposition task can be completed efficiently.

In Aurora Culture, everyone only pays attention to whether the completion of their work is related to the achievement of the ultimate goal, and if not, there may be a supervisor who will talk to you.

Whether it is the general manager or the most basic administrative staff below, everyone has their own performance goals, both specific quantitative objective goals and purely subjective indicators.

For example, the main performance goal of internal support personnel is the satisfaction survey of the service and the processing time of process tasks.

Although it is an internal support, it is not for everyone to retire and relax, and the things that should be done must be handled quickly and efficiently, so as to provide the strongest logistics support for business personnel.

In this regard, Liu Ruoyi, who was born in an investment bank, can't tolerate the most procrastination and prevarication.

Then, when there is a problem with process setting, we immediately let the personnel administration handle the optimization of the relevant process.

Zhao Shaodong and Chu Luo are both elites from the elite schools of Great Britain, but in this regard, they find themselves much worse than the indigenous students of Gimhae University.

Basically, Liu Ruoyi's solutions and management measures were quickly understood by them after they were introduced, but before they were introduced, they didn't expect it with the knowledge of both of them.

When they encounter this kind of thing a lot, they can only see the hell and think that it is incomprehensible to the genius of their own genius.

Anyway, in Liu Ruoyi, it is not the first time they have seen this kind of magic.

After the task decomposition meeting, Zhao Shaodong, Chu Luo, Liu Ruoyi, Liu Yang, Li Zi and the five top bosses of the company stayed alone.

"Last year, we did a good job, and let's discuss the implementation of the relevant incentive scheme. Zhao Shaodong presided over the meeting without concession.

"According to our previous plan, the management cadres above the director will get some of the company's options as incentives, this year's total plate of options, is to take out 1% of the two companies as management incentive rewards, if the company can achieve performance goals every year, in the end our management will get up to 5% of the company's options as additional incentives for management. ”

Judging from the current development and external valuation of Aurora Culture, the total value of the two companies is at least more than 4 billion, and now Zhao Shaodong said that taking out 1% option distribution is equivalent to giving a super gift package worth 40 million.

This is the beginning of 2002, and in terms of the director-level management cadres of the two companies, there will not be more than 20 people now, which is equivalent to the average value of each person can be distributed as high as about 2 million shares!

Rao is Liu Yang and Li Zihe had already expected it, and when the boss really decided to divide this big cake, the two of them still couldn't help but churn in their hearts! This is an additional income that is far higher than the annual salary!

But that's not all!

"According to the principle of how much effort we put in and how much benefit we reap, we do not engage in egalitarianism in the distribution of management options, and all options are allocated according to everyone's performance. In addition, considering the future listing needs, the number of shareholders should not be too large, I suggest that a corporate legal person be set up to hold management incentive options on behalf of the company, and the shares of this corporate company will be divided into 10 million shares and then distributed to the options, indirectly holding the equity of Aurora Culture Company. ”

Chu Luo added.

For Liu Yang and Li Zihe, this is even better news, and they will naturally have a larger share as the leaders of the company.

"According to the preliminary opinion of our board of directors, the company-level leaders (including subsidiaries) will allocate 40% of the options this time, in other words, the two of you and Chen Xin, the general manager of Aurora Records, will share the 4 million option incentives. ”

Management incentives are Liu Ruoyi and Zhao Shaodong, Chu Luo has long discussed, with the future development of Aurora Culture, Liu Ruoyi set a 5% option fierce ceiling, not that Liu Ruoyi is too stingy in terms of equity, but according to Liu Ruoyi's planning and expectations for the future of Aurora Culture, it is a giant in the entertainment industry, and the market value of the final listing is far more than one hundred billion large enterprises.

Therefore, don't underestimate this 5% share, it is very likely that it will be worth billions in the future. Judging from the current level of wages and the average income of professional managers, this is simply an unimaginable astronomical figure.

Judging from the rapid development of Aurora culture, Liu Ruoyi's expectation is by no means a simple painting of cakes to satisfy hunger.

As long as you think about how long it has been since Aurora Culture was founded to today, what is the valuation given by the outside world now?

"The main topics we need to discuss now are, first, what is the principle of the distribution of the three option packages? Not only this time, but also in the future, and second, what is the principle of the distribution of the option packages of the company's middle management cadres?"

Chu Luo kicked the ball to Liu Yang and Li Zihe.

Although Chen Xin will participate in the top-level distribution as the company's leader, after all, it is a level of subsidiaries, and neither Liu Ruoyi nor Zhao Shaodong considered Chen Xin's right to participate in the equity distribution.

When doing things, of course, there are many people, but when dividing the cake, there must not be too many people, and one more is a bad thing, and everyone is likely to be unable to reach a unified opinion at all.

If you don't do it well, it will turn a good thing into a bad thing.

"Sister Annie, Zhao Dashao, Chu Dashao, Zhao Dashao has given me some hints before this matter, and he has also made a commitment to the middle level of the company, so I have initially considered it here."

At this critical moment, Li Zihe did not give in, but stood up, because he knew that Liu Yang had been responsible for professional and technical work and coordination work when he worked in mainland TV stations, and the company's operation was actually to catch ducks on the shelves, so he did not have much experience in this area.

And he was born in a class of Xiangjiang University, although he has never been in a high position before, but after all, he can be regarded as well-informed, the reason why Zhao Shaodong did not propose this distribution plan, but let the two general managers put it forward, Li Zihe understood that this was to let him and Liu Yang coordinate the distribution of interests.

For the trust and value of the boss, Li Zihe is of course very grateful, to be honest, now he and Liu Yang's annual salary has long exceeded the one million mark in the case of the company's performance getting better and better, in this world where the economic crisis has just improved, this is already quite a good job.

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