For this crown, Wang Ye has already conceived, he said without thinking: "The crown is all made of pink diamonds, try to choose more than one carat of diamonds, of course, if for the sake of beauty, you can also choose some broken diamonds." The pearls on the pedestal are also made of pink, as long as they are natural and not cultured. ”

The price of pink diamonds is much more expensive than ordinary white diamonds, and as for pink natural pearls, they are also quite difficult to find, not to mention, the pearls used must be the same size particles.

These materials are hard to find, but if they are easy, why would Chow Tai Fook take this business?

After negotiating the design of the crown, Wang Ye left the pink star and stored it in Chow Tai Fook's vault.

This thing is still safer to put here, and diamonds worth hundreds of millions of dollars may be in trouble when brought back to Pengcheng.

……

There are still a few days to go to the auction, but Wang Ye no longer has what he wants, so naturally he doesn't need to participate in it anymore.

It is said that the auction of the pink star for 75 million US dollars should be a big news. However, Wang Ye asked Christie's in advance not to reveal his identity.

As a result, Christie's press release reported that a mysterious rich man spent $7,500 and set a new record for Christie's jewelry auction prices!

However, before this news became popular, it was covered by another big news.

Lao Ma, a wealthy Internet man in the mainland, successfully bid for the mansion in the mid-levels, spending 250 million US dollars, nearly 2 billion Hong Kong dollars!

As soon as this news came out, it was a sensation. In contrast, the $75 million diamond is less conspicuous.

Wang Ye didn't care about this, he didn't want to be in such a limelight, and now he had more important things to think about.

Meigou is preparing to go public, so the management and employee stock ownership plan will be on the agenda.

How to distribute shares and how to incentivize equity is a question that several of their major shareholders have to discuss recently!

Recently, the news that Meigo.com is going to go public has also spread all over the company, and everyone is a little excited.

What does it mean for a company to go public?

For many employees, they may not encounter such an opportunity once in their lifetime!

In the course of his career, if he is fortunate enough to experience the listing of his company, it is of course very fortunate for every ordinary employee.

And this kind of luck is not only reflected in the material gain, but also has great benefits for the future career development of employees.

Generally, when a company goes public, employees will receive a red envelope or gift from the company. Of course, the size of this red envelope and the value of the gift depend on the personality of the company's major shareholders.

The bold major shareholders will send out big red envelopes, and the major shareholders who pick the door are naturally small red envelopes.

For many grassroots employees, if they can't get the company's equity incentive, then this listing red envelope or gift is their only material gain.

As for the impact of the company's listing on the future career development of employees, that is, after the company is listed, its popularity and influence have increased greatly, and the value of employees has also been virtually improved.

Later, when the employee left the job and applied for a job in a new company, he mentioned that he had worked in a NASDAQ-listed company, and this work experience would definitely add a lot of points to him.

All HR knows that of course elite companies are elites!

Treat such job seekers, naturally take a high look, whether it is the salary package or the position, will be prioritized.

In addition, after the company is listed, all rules and regulations must be formalized, and the corresponding remuneration will also be improved.

The simplest point is that when you are not listed, few companies will pay you overtime wages, but listed companies do not exist at all, and they will give overtime wages in strict accordance with the company's overtime system.

The reason is very simple, when it is not listed, the money sent out is from a few shareholders. After the listing, many of the money sent out was from small shareholders, so of course I didn't feel distressed.

……

When the company goes public, for some management, the big head is, of course, equity incentives.

Employee stock ownership means that employees can buy shares in their own company at a relatively low price.

Of course, some companies will launch a zero-cost equity incentive plan, and employees can get shares at a symbolic price of 1 yuan. For this case, it is equivalent to the employee receiving free shares, not in vain.

What employees are looking forward to most at the moment is this equity incentive plan!

For this reason, Xu Jing also tactfully reminded Wang Ye once that if this equity incentive plan is not introduced as soon as possible, it will affect the work efficiency of employees.

Wang Ye also came from the staff, of course, he understands everyone's thoughts.

In the final analysis, isn't it all about working to make ends meet, as for career ideals or something, it's a matter of bosses and executives, and it has a lot to do with ordinary employees?

Maybe it's a little related, but it's certainly not as real as a material reward.

Now that the company is about to go public, of course, everyone wants to be able to get a piece of the pie, even if it's a very small piece.

For Wang Ye, these major shareholders, a meager and inconspicuous share, but for employees, it may be able to change their lives.

Simply bring together a few major shareholders and start discussing the matter.

Meigou has a total share capital of 850 million yuan, and plans to list and issue an additional 350 million shares, so that the total share capital will reach 1.2 billion.

The number of employees in Meigou is now as high as 1,000, and the equity incentive may cover at least 600 people.

This time, Wang Ye did not implement a big pot of rice, unlike the last time Huashang International, everyone has a share.

At that time, the situation was relatively special, and the number of employees in Huashang International Headquarters was not large, so we tried to take into account everyone.

In fact, if you are serious, the last time Huashang International was listed, not all employees of the company could get equity incentives.

At that time, the Lihua factory and the following sales companies were also merged into Huashang International, but the workers of the Lihua factory and the employees of the sales company did not receive equity incentives.

This time, the company's management personnel can of course get a certain amount of shares more or less when they go public on the market.

Technicians can also get a smaller share, but most employees in the customer service department and warehouse are not eligible to get a share.

Because relatively speaking, the contribution of technical personnel is greater, and the irreplaceability of the position is stronger. As for customer service and warehouses, the requirements for the positions are relatively low, and the importance is much worse, so the shares may not be distributed to them.

Wang Ye and the others first discussed how many shares should be taken out to motivate employees, which is the most critical issue.

"I think 25 million shares will be enough!" said Zhou Da of Sequoia Capital first.

The stock market now has 850 million shares, and 25 million is a little short of 3%.

It doesn't seem like a big amount, but the shares of Meigou are worth it!

At that time, when Wang Ye transferred 100 million shares to Temasek, the price per share was as high as 300 yuan!

Regardless of the issue of promotion after listing, according to the current point of view, these 25 million shares are worth 7.5 billion yuan!

If calculated according to the allocation of 600 employees, each person can get an average of up to 12 million yuan of shares!

Of course, it can't be calculated in this way, this employee share incentive is not to be issued all at once.

You can set up an employee equity incentive pool, and set aside a portion of it for future rewards for employees, or to use when recruiting the talent that the company needs.

Therefore, when Zhou Da said 25 million shares, it was also recognized by other shareholders.

"25 million shares is too much! Of course, our company has always been generous to its employees, so it's good to take so much. However, I suggest that at least 15 million shares be left to establish an equity incentive pool, and when the U.S. shopping network expands in the future, it will need more talents, and it will also leave a thought for the employees who come later. ”

Li Youlun spoke.

After Wang Ye thought about it for a while, he also nodded in approval, 25 million shares is indeed a lot. With so much to come out, it is also worthy of those employees of Meigou.com.

After the number of shares is decided, it is time to consider the distribution ratio and method.

……

The last time Huashang International was listed, the employee incentive shares were purchased by the allocated employees according to the basic valuation, and were not sold to everyone at a symbolic price of 1 yuan.

At that time, it was also considered that the main person who took out these incentive shares was Liu Weiguo, the original major shareholder of the company, and Wang Ye was not embarrassed to take advantage of him.

As a result, in order to buy the allocated shares, Li Qinghuan and the others tossed for a long time.

But this time it's different, this time it's Wang Ye who wants to take the big head. Since it is to motivate employees, then simply be generous to the end, and now the shares worth 300 yuan a share will be sold to employees at a symbolic price of 1 yuan!

The non-shareholder executives of Meigou.com include general manager Xu Jing, CTO Liu An, and Li Qinghuan also did a lot of work in the early days of Meigo.com, which should also be taken into account.

There are only three high-level executives who really need to allocate shares, and the rest are middle and low-level managers and ordinary employees.

Of the 25 million incentive shares, only 10 million shares were really distributed this time.

When it came to the specific distribution, everyone else was silent, and everyone looked at Wang Ye, waiting for him to come up with a distribution plan.

"Let's talk about Xu Jing first, since she served as the general manager, the company has developed steadily and rapidly. She has made outstanding contributions both internally and on the website, so I think she should be given a 1 million share incentive!"

Wang Yexian focused on Xu Jing, which is also the proper meaning, after all, Xu Jing is the general manager of Meigou.com, the most important executive.

Everyone nodded, no one objected, Xu Jing's work was also seen by everyone, and it was indeed very good.

And then there's Ang Liu, who is also the real founder of Meigo.com!

Needless to say, the technical aspect is needless to say, since the website was launched, there have never been major technical problems, and the website is ahead of all competitors in terms of website optimization and experience.

In this regard, Liu An has made the greatest contribution, so I propose to give Liu An the same 1 million share incentive!"