A week later, Bluestar Technology officially announced the equity incentive system and its first round of incentive plan, which is a major event that all employees are extremely concerned about, because it involves their own vital interests.

The incentive mechanism announced now is limited to middle and low-level managers and grass-roots employees, while the incentive system at the core level is different, it is not public, and it can only be known when you climb to the core layer.

When it's time to take a break, almost every employee opens a document in front of the computer and goes through 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, two words popped into his mind, and he immediately carefully skimmed through the content of the document.

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

This incentive system can be regarded as a variant of the virtual equity of the ploughshare, and Qin Weimu has made some appropriate fine-tuning in order to better adapt to Bluestar Technology.

One of the biggest differences is that Bluestar Technology is not profitable, but it wants dividends, so it has passed the vote when the shareholders' meeting was held some time ago, and 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 unprofitable period, and the second agreement stipulates that only employees with ordinary management and no more than x% of the dividend equity can enjoy the right to virtual dividends.

This special agreement can avoid the major shareholders from taking the opportunity to obtain dividends, but also to avoid the majority shareholders to disperse the equity in their hands to the individual employees to dividends, the management has the right to personnel, before the dividends will be uniformly audited, when it is found that there are major shareholders in this way to seek dividends will dismiss the employee, because the non-incumbent employees do not meet the second treaty rules do not meet the dividend qualifications, the potential loopholes are sealed.

For example, Bluestar Technology, which has not yet made a profit, assumes that the net profit is 5 million this year, multiplied by 5 is 25 million, and the virtual dividend stock is valued at 25 million.

Virtual dividend shares need to be bought by employees, but not everyone is qualified to buy them, and they must meet the requirements of the post level to be eligible for allotment, and they can only be purchased if they are qualified.

The positions of Bluestar Technology are divided into technical posts and management positions, from the bottom to the top are P1 to P10 levels, and then the core executives are the core layers, and the core level has another set of incentive systems.

To meet the qualifications for allotment, the minimum rank of employees is P6, the corresponding level of management post is department head, and the corresponding level of technical post is senior engineer.

If you want to convert into real shares, you must be qualified to P8 level or above, P8 level employees, the corresponding level of technical posts is senior experts, and the corresponding level of management posts is senior managers.

If a P6 employee buys 1% of the dividend right of Bluestar Technology for 250,000 yuan, which is split into two parts, of which 150,000 yuan is the employee's own cash, and the remaining 100,000 yuan is borrowed from the company, so the employee actually only paid 150,000 yuan to buy 250,000 yuan worth of virtual shares of dividend rights.

When the company's net profit in the second year did not change, or 5 million, he received a dividend of 50,000 yuan at a rate of 1%, and he invested 150,000 yuan, multiplied by 5, because the net profit of 5 million yuan multiplied by 5 is equal to 5 consecutive years of dividends, so the proportion of 1% is actually 5% dividend at the end of the year, and the rate of return is about 33.3%.

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

With such a large percentage of fixed rate of return, all employees who are browsing documents at the moment hardly have to think about it, they must be rushing to buy it, and buy as much as they want, until the upper limit.

Because the rate of return of 150,000 yuan deposited in the bank is generally a little more than three percentage points, no need to calculate, an absolute loss, because the currency is inflating, even if you buy related private wealth management funds, the rate of return is about 5%, at most no more than 8%, after this proportion of investment and wealth management projects will basically make people lose their money.

However, there is a 5-year lock-in period, during which the employee cannot leave the company, and the performance appraisal standards must be met every year, if you leave in the third year, sorry, the dividends received in the first three years must be returned to the company.

If the employee leaves the company early, the dividend money will be automatically recovered, and the virtual shares will also be recovered, and the money that the employee bought the virtual shares will be returned to him at the original price, but only after the end of the lock-up period.

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

This incentive system can also be said to be equity crowdfunding, but there is no such concept in China, all equity crowdfunding is only one step away from illegal fundraising, but it is precisely this step, the world is different, if it is not done well, it is called illegal fundraising, and if it is done well, it is called equity crowdfunding.

Qin Weimu naturally helped Bluestar Technology to prevent all legal risks in this regard, and the red line could not be crossed by half a step no matter what.

As a business, it is quite important to understand the law, otherwise you will put a detonator under the bed for yourself, which may explode at any time, and often explode at a critical moment and become a fatal blow.

Bluestar Technology's virtual guaranteed dividends are now officially implemented:

P6 employees receive a guaranteed rate of return of 8.8% for the virtual dividend rights allotment, which is based on the minimum annualized basis for debt financing or equity financing. The company is not profitable now, that is, no matter how much it loses, the minimum guarantee is 8%, if the employee buys 100,000 yuan, the minimum dividend at the end of this year can receive a dividend of 8,000 yuan, and the profit will be more than 8% in the future.

P7 employees enjoy a 5% guarantee, because the position is getting higher and higher, which means that the company's profits have a greater impact, and the greater the impact, the greater the responsibility, so the P7 level employees only give a 5% guarantee, but it is still higher than the rate of return of the bank, which is still guaranteed.

P8 level ~ P10 level employees are not guaranteed, P8 level is already a senior manager level, and then up to the P10 level employees are senior directors, is the company's executives, because the management level is engaged, the responsibility is bound to be greater, as an executive to breathe with the company, share the fate, no guarantee will not be lazy, will pay more attention to the development of the company rather than messing around.

Qin Weimu not only reflects the shrewd side of the equity incentive plan she designed, but also reflects the more delicate side of being a woman than a man, and in general the consideration is extremely perfect.

She also took into account the potential disputes that may exist after the company becomes profitable in the future.

Employees who purchase virtual shares only have the right to dividends, and are not serious shareholders, so he does not have the corresponding voting rights, the right to know, etc., and the company's net profit cannot be told to them, and they may not believe it, even if the net profit is 5 million this year, some people may 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 flow account, with 12% of the flow as net profit, this is not a random number she set, but a value based on the general data of the industry, then you don't care if the company makes or loses, just pay dividends according to this number.

The turnover is publicly known, and through this number, you can roughly predict what the company's net profit will be, 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 the company will not need it after it is listed, because listed companies need to announce their audited financial reports, and net profits must be released.

At this moment, hundreds of people in the company are talking about it, as for the 27 people in the start-up team, most of them don't have the heart to work hard today, Bai Lang, Feng Yi, Su Yali, Lu Siming and Erin have already allotted shares, 270 shares each, and the remaining 20 people are the most excited.

Because they did not meet the P6 level allotment standard, but because they were the absolute veteran employees who joined Bluestar Technology in the early stage, they joined the company at a difficult stage, so they enjoyed the treatment second only to the initial team as a start-up team, and they did not reach the P6 level but were also exceptionally qualified for the allotment, with a maximum purchase limit 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% of the loan for employees who purchase virtual equity, that is, 33,750 yuan can go through the company's borrowing procedure, and the rest of the money has to be figured out by the employees themselves.

After the allotment, it means that the dividend at the end of the year is guaranteed to be 6,600 yuan, even if the dividend return rate is guaranteed at 8.8%, this more than 6,000 yuan is the salary of an ordinary worker for a year, and some can't even get so much.

What makes employees even more excited is that once the company's profits go up, it will only be much more than this, and as for how much it will increase, there is theoretically no upper limit, no more.

At this moment, the employees who have obtained the qualifications for the allotment of virtual dividends are chatting and calculating how much money they can prepare, find parents, find relatives to borrow, etc., even if they have completed 45% of the company's borrowing procedures, they may not be able to get the remaining more than 40,000 yuan, you must know that most of the employees who have obtained the qualifications for the allotment are young fresh graduates, and they really do not have a few deposits.

And the employees who just came in were also stimulated and envious, but they were not only envious, because they had also read the incentive system document just announced by the company.

Luo Sheng's move, or Qin Weimu's trick for her, has basically eaten the company's team to death, and the old employees have already enjoyed tangible treatment, and those who have just entered have also seen tangible benefits.

That's how there is hope.

Everyone comes to work to earn more money, and only under the premise that their interests are protected and there are expectations can they further talk about their ideals.

……