Sprinkle coins every day

"If you want to really stabilize the hearts of outstanding talents and stimulate the subjective initiative of employees to take the initiative, you have to consider some necessary supporting measures in terms of equity incentives."

Zhang Shuo strongly opposed employee shareholding before, but now Jiang Yue raised it at the meeting.

Obviously, it was approved by Zhang Shuo in advance.

Zhang Shuo's business philosophy itself also develops with the development of the situation, and it is not static.

But one thing is certain, that is——

Zhang Shuo is still firmly opposed to Huawei-style employee stock ownership, and most of the profits created by the company, except for taxes, benefit only a small group of people.

The mission of Germination is to return the created wealth to the society.

This is why.

Since the establishment of Germination, Zhang Shuo has not taken even a dollar of shareholder dividends from Germination.

Therefore, the employee stock ownership plan proposed by Jiang Yue this time is still experimental.

It has a strong sense of testing the waters.

According to the plan, the headquarters of Sprout Group will first set up an employee stock ownership platform, namely Chunya Fund, which will exercise shareholder rights on behalf of all employees.

In other words.

Even if employees hold shares, employees only have income rights, but no voting rights.

Secondly, the shares used for equity incentives will not be the shares of the Sprout Group, but the shares of the subsidiaries of the group, which is similar to the operation before the listing of Automobile.com.

The selected target this time is the Green Orange Group.

The reason is also very simple. As a "work" to test the waters of employee stock ownership, first of all, it must be the non-core business of the budding department, and second, it must have a plan for future listing.

The only subsidiary that can meet these two requirements at the same time is Qingcheng Group.

After Green Orange Group has gone through three rounds of financing, within the next two to three years, it may be necessary to promote listing, and Germination Group does not seek absolute control over Green Orange Group.

Therefore, it is the most suitable equity incentive object.

In the future, companies like Pinxixi Group can also be used as equity incentive targets.

"According to the chairman's instructions, the first phase of the employee equity incentive plan is to take out 15% of the shares of Qingcheng Group, and open it to eligible employees to voluntarily subscribe at an internal price of [-] billion valuations."

The valuation of Qingcheng Group's C-round financing has reached as high as 1100 billion, and the valuation of [-] billion is definitely an internal price.

It's the kind of thing you buy and earn.

All the shares of Qingcheng Group will be set at 1000 million shares, and the internal subscription price of employees is 1 yuan per share. The upper limit of the number of shares that can be subscribed is comprehensively evaluated by working years, ranks, and performance.

The 15% stake in Qingcheng Group taken out this time is 150 million shares in total.

The total number of employees in the Budding Department has exceeded 20, and even if you leave out the employees who are not in the first batch of employee stock ownership plans, such as electronics factory workers and takeaway brothers, it has finally exceeded [-].

On average, each person can only subscribe for fifteen shares.

Of course, when it is actually implemented, it is definitely not an average shareholding, but the higher the rank, the more shares that can be subscribed. When it comes to the bottom employees, it is likely that they can only subscribe for one share.

"If you want to subscribe, what conditions do you need to meet?" Lu Kai asked with a smile.

"The basic requirement is to have worked in the Germination Department for three years, and at the same time, the rank of the management position is not lower than the m1 level, and the rank of the technical position is not lower than the p3 level."

In other words.

Germinal's equity incentive this time is not for all employees to hold shares, but only for core backbone talents.

This is also a common practice in the industry.

Just like electronics factory workers, takeaway boys, etc., people are not sure whether they can work in the bud department for three years. For them, compared with equity incentives, high wages and high benefits are the most affordable.

Equity incentive itself is also to retain outstanding talents.

"Uh, this..."

A group of executives looked at each other in blank dismay. Strictly speaking, this condition is not harsh, but Germination is too special, and it has only been established for three years.

Those who meet the conditions right now are probably the employees of the first Qingcheng Xiaozhu acquired by Germination Capital, and even the old employees of Jade Bird Interactive Entertainment will not be able to meet the standards until the end of the month.

And the subsequent executives like Lu Kai, Gu Mingzhang, and Cai Feijuan are even more useless.

Really want this.

Then the equity incentive plan this time will appear to be meaningless.

"For outstanding employees who have not reached the working years but meet the rank standards, the group will adopt the option incentive method." Jiang Yue quickly explained.

For example, Cai Feijuan, the financial director who has just joined the job, will set a KPI performance in human resources. After three years, as long as Cai Feijuan continues to work in Germination and passes the performance assessment.

Then, Cai Feijuan will still be able to obtain the corresponding equity incentives at the same price.

The so-called same price is the promised 1 yuan per share.

You know, the most conservative estimate is that after three years, the valuation of the Green Orange Group will soar to at least 2000 billion, which means that as long as Cai Feijuan meets the performance appraisal standards, she will immediately get twice the investment income.

The market value of the original space-time mold group was once close to 8000 billion.

With the huge potential of the Green Orange Group, as a combination of mold and ticking, after listing, it is predictable that the market value will exceed one trillion.

That is more than ten times the return on investment.

And because the objects of equity incentives this time are limited to key employees at the m1, p3 level and above, the actual objects that can receive equity incentives will be reduced to less than 1 people.

On average, each person can subscribe for 150 shares.

And with Cai Feijuan's m10 rank, it is estimated that she can get the subscription rights of [-] shares. If all subscriptions are made, then after seven or eight years, she will be a proper billionaire.

Absolutely cost-effective, but also absolutely attractive!

Through the implementation of this equity incentive plan, plus some other restrictions, such as not being allowed to transfer within three years after obtaining the equity incentive, it can basically ensure the internal stability of the bud system in the next five years.

After four or five years, the second equity incentive can be implemented.

In addition to retaining outstanding employees, the implementation of the employee equity incentive plan this time, because it is a subscription system, can also be regarded as an equity transfer. In the next three years, it will provide up to 150 billion working capital for the Germination Group. , to improve the budding capital chain.

"I'll add one more thing."

After Jiang Yue made an explanation, Zhang Shuo made a supplementary speech: "In view of the fact that at the beginning of 11, during the establishment of Qingcheng Group, Mr. Du Qing and Qing Du carried forward his style and accepted the transfer of 500% of the shares held by him at a price of 0.5 million. Qingcheng retail shares. The board of directors decided to give Du Qingqing an additional [-] shares in this equity incentive.”

The so-called decision of the board of directors is actually Zhang Shuo's personal decision.

If Qingcheng Retail's 0.5% stake has been held until now, even if it will be continuously diluted in the subsequent rounds of financing, the value will at least exceed [-] million.

Watch now.

Du Qingqing was definitely at a loss.

Because of this, taking advantage of the implementation of equity incentives this time, Zhang Shuo made the decision and gave Du Qingqing a compensation.

note.

It was directly given to Du Qingqing Qingcheng Group's [-] shares, and there was no need to spend money to subscribe.

It is worth 1000 million now alone.

Although it is not enough to completely make up for Du Qingqing's loss, it is enough for her to realize real financial freedom.

Besides Du Qingqing, Zhang Shuo also thought of another person, that is his former administrative secretary, Chen Xiaowan, who returned to his hometown to open a bar after resigning from Germination.

In the end, Zhang Shuo failed to fulfill his promise and did not attend the opening ceremony of the bar.

For Zhang Shuo's decision, Lu Kai and other executives have no objection. You must know that Du Qingqing is an employee number 002 in the Germination Department except Zhang Shuo, the big boss.

Belonging is the elder among the elders.

Du Qingqing was able to obtain such an extra reward, and Lu Kai and the others were only envious of it.Fortunately, with their rank and net worth, it will be very easy for their personal wealth to exceed [-] million in the future.

There is no need to be overly envious.

.........

The third topic of the meeting is related to the semiconductor business.

Proposed by Gu Mingzhang.

"It's good news. Under the lobbying of Liang Song, the executive vice president of Dao Sui Group, Tai Electromechanical has initially decided to invest in the construction of a 28-nanometer advanced wafer foundry production line in Jiangxia."

"Oh?"

In the past week, Zhang Shuo was either overseas or in Shanghai. He really didn't pay much attention to this matter. He asked curiously, "Liang Song, how did you convince Tai Electromechanical?"

"Specifically, I didn't ask in detail."

Gu Mingzhang explained with a smile: "However, there are two conditions for Taiji Electric's decision to build a factory in Jiangxia. One is that Inaosui Group and Taiji Electric should jointly invest, and the investment share must be more than 25%."

A 28-nanometer wafer foundry requires an investment of around 200 billion.

Thai Electromechanical's involvement with Inaosui Group is obviously to share the risk.

"no problem."

Zhang Shuo was eager to join the peace, he had other plans for Taiji Electric.

Just thinking about it, this is another 50 billion investment, and comparing the current funds in Germination's account, he felt a little bit of liver pain - why can't he save the money?

After finally saving enough billions, it seems that I can't keep it anymore.

"The other thing is that Tai Electromechanical requested to sign a long-term wafer foundry cooperation agreement with Changjiang Storage, requiring OEM storage chips for Yangtze Memory."

"Oh?"

Unexpectedly, Zhang Shuo had a big appetite. Not only did he want to win the foundry contract of Zhulong chip, but he also set his sights on the memory chip foundry of Changjiang Storage.In addition to the commercial interests of Tai Electromechanical, it is estimated that there is exclusion, or the meaning of restricting the development of Weijing Semiconductor.

even though.

Liang Song's employment has been forgiven by Thai Electromechanical, but the latter must still be jealous of Liang Song.

We don't want Weijing Semiconductor to become bigger and stronger.

"We can hand over part of the advanced manufacturing contract to TEC." In order to stabilize TEC and seduce TEC to Jiangxia, Mengya can only make a little sacrifice at the moment.

"it is good."

Gu Mingzhang nodded and wrote it down.

"By the way, where is the construction progress of the packaging and testing factory invested and built by Licheng Technology in Jiangxia?" Zhang Shuo was concerned about another matter.

The chip production can be handed over to Thai Electromechanical, and the packaging and testing must be done by Inao Group itself.

To know.

One-third of the manufacturing cost of a chip is spent on packaging and testing.

"It is expected to be completed in March next year, fully catching up with the 28nm wafer foundry of Tai Electromechanical, including Weijing Semiconductor's 40nm wafer foundry in Luzhou."

"Very well, we must coordinate each other's progress."

The next one or two years will be a crucial year for the development of Dao Sui Group.

.........

In the afternoon, the President's Office announced the main framework of the first phase of the employee stock ownership plan of the Germination Department in an internal open letter. Not surprisingly, it aroused heated discussions internally.

"The cute king is mighty!!!"

I don't know when it started, even the budding employees like to call Zhang Shuo nickname.

It seems that this is more kind.

"I am envious of the first batch of old employees. After the subscription, I am close to financial freedom."

obviously.

People with different incomes also have different definitions of the standard of financial freedom.

"Mengwang is still eccentric. He only gives equity incentives to employees above m1 and p3. As a low-level mover, I am very envious!!!!"

"It's not difficult to get a hammer if you want to get equity incentives and work hard."

This is true.

Anyone who has worked for three years and has not reached the m1 level in the management post, or the p3 level in the technical post, can explain the problem in itself, either because of poor ability or not hard enough.

As a big company, involution is normal.

There's no reason to be worse, isn't it?

Especially in the Internet industry, or in R&D positions, young people actually have a greater advantage. Those who are truly capable and motivated can emerge in the first few years of work.

The news spread to the Internet, ushering in the envy of more people.