Chapter 2485 RSU

This is not only to grab people, but also to express to the market that Ziweixing International is on the same level as Microsoft, Google, Amazon, Oracle and other giants. This is an image establishment in the recruitment market.

For the same employee, other companies offered an annual salary package of US$100,000, but Ziweixing offered only US$50,000, which was too damaging to the image.

Xu Liangjie is actually not too worried about the recruitment process. "It's not difficult to join the recruitment battle. Just add an RSU option."

"RSU?"

"They are restricted stocks. In the past, Ziweixing International used the same recruitment system as in China, which was an Option model. In recent years, in order to grab talents in Silicon Valley, major companies have been constantly improving their strategies, and RSU is The most popular strategy.”

This does not require too much explanation from Xu Liangjie. Zhou Buqi knows the difference.

In traditional industries, employees can get paid for their work. If there are incentive measures, employees can also receive some bonuses based on performance.

The makeup of a pay package is simple.

The biggest change made in the technology industry is to truly implement employee "ownership" from a slogan to a reality, turning employees into true owners of the company.

As long as an employee owns the company's stock, his work can be combined with the company's stock price to stimulate employees' work enthusiasm.

The strategy adopted is the Option model.

Just give employees options.

For example, when an employee joins the company, the company's stock price is 10 yuan, and the promised four-year options are 100,000.

If the company's stock price increases to 20 yuan after 4 years, the option can be exercised at this time.

That is, at the price of 10 yuan 4 years ago, we spent 1 million yuan to buy these 100,000 options and turned them into actual 100,000 shares of stock. The current stock price is 20 yuan, and 100,000 shares are worth 2 million yuan, which is equivalent to a profit of 1 million yuan.

The income from options is much more attractive than salary.

This is capital income!

However, if the stock price drops from 10 yuan to 5 yuan after 4 years, and the option worth 1 million yuan becomes 500,000 yuan after 4 years...then there is no need to exercise the option.

This option package is equivalent to being invalidated.

In order to ensure that employees can get the maximum option income after the contract expires, they will work together to promote the company's stock price to continue to grow, which is closely related to their own interests.

This motivation is reflected by associating the company's growth with everyone's self-interest.

The RSU model is a restricted stock model, which is an upgrade of the Option model.

In the option model, employees need to exercise their options and buy them out of their own pockets at a lower price, thereby earning the difference. The stock model does not require employees to spend money to exercise their rights. As long as the conditions are met, the company will directly give away the stock.

The attraction came out immediately.

This is for free.

Even if the stock price drops, if the stock price drops from 10 yuan to 5 yuan four years later, the 100,000 shares that the employees received for free will still be worth 500,000 yuan.

Xu Liangjie said: "The option model mainly depends on the timing of exercise, and you choose between making big money or not making money. The restricted stock model does not require exercise. If you do it well, you will make big money, and if you do it badly, you will make small money." ."

Zhou Buqi asked: "The shares of stocks are smaller, right?"

Xu Liangjie smiled and said: "Yes, generally large companies in Silicon Valley now adopt both models. Employees can choose whether they want options or stocks. If you want options, the risk is high, but the share will be higher; there must be restrictions For sex stocks, the risk is low, but the share may only be 50% of options.”

"Well, that works."

Zhou Buqi had also heard people talk about the RSU incentive model before. However, in the past few years, this model was not very mature, so it gave many employees the opportunity to take advantage of the situation.

Xu Liangjie said: "The RSU model is now quite mature. It is adopted not only by listed companies such as Google and Microsoft, but also by non-listed companies such as Uber and Dropbox. It can be seen that this model has been verified by the market. We only We need to find a human resources director with experience in this field, and we can quickly establish this system for Ziweixing International."

Zhou Buqi said thoughtfully: "A company should choose employees who are willing to advance and retreat with the company."

Xu Liangjie said: "This is indeed the truth. It is somewhat irresponsible to use such standards to require some young people who have not joined the job or have just joined the job. Emotions need to be accompanied for a long time to be established. You cannot let a new person become a new person in a short time. Generate a sense of identification with the company. From this perspective, the company should be more generous and give more young people some patience."

From the company's perspective, we liked to use employees who were willing to stick with the company through thick and thin.

If you choose the option model, the share is high and the risk is high.

If you succeed, you can earn more; if you fail, you will earn nothing.

In this way, it will be difficult for employees to work hard or not.

This will deeply tie personal interests and company interests.

The stock model is a bit less interesting.

Employees bear no risk.

I would rather take less shares than share risks with the company. In fact, I don't have enough confidence. If an employee has complete trust in the company's future and is convinced that the company's future potential is huge and the stock price will continue to rise, then why should there be any reason to want a small number of shares? They are all asking for options with higher shares and higher future income.

The option model can bring the company and employees closer together. If the company loses money, employees don't make money; if the company makes money, employees have the opportunity to make big money with the company.

The stock model has been weakened a lot.

The company is losing money, but the employees can still make a small amount of money.

But what Xu Liangjie said makes sense.

We really can’t be too harsh on all young people.

Especially here in the United States, there are few people and many jobs, so competition is very fierce. After finally finding an outstanding talent, don’t be too demanding. Lower the threshold first and recruit him first!

I want him to stay with the company through thick and thin and form a heart-to-heart with the company, and then slowly build an emotional bond after he joins the company.

Zhou Buqi said: "That's good. When promoting and employing people, we can let employees take the initiative to conduct a round of screening. This kind of real choice can't deceive people."

Xu Liangjie smiled and said: "Yes, that's what I mean. But again, new employees are not included in the calculation. I think... three years, three years is a watershed."

When a company hires people, it will definitely be more willing to use those who tie their destiny to the company's development, that is, those who choose option packages instead of stock packages.

The adoption of the stock model forms a screening process for employment in some positions.

Employees who recognize the company's future, are willing and trust the company's development and choose the option package will get priority. People who choose option packages are bold people; employees who choose stock packages have a cautious and steady attitude towards life.

Many times, courage is an important criterion for hiring people.

But the courage to use too obvious a subjective impression, how to judge based on objective standards?

This has a basis.

Let employees choose!

Do you want a riskier option package, or a stock package that is stable and promising?

Zhou Buqi said: "Behind the option package is the entrepreneurial spirit, which is a positive incentive for innovation. Do you have any statistics over there? The principles of option packages and stock packages will have an impact on an employee's future job-hopping and entrepreneurship. ?Now that there is big data, an employee can be analyzed and considered more comprehensively from the data level."

Xu Liangjie said: "I don't have one here, but I think... it should be about the same. For specific circumstances, you may have to go to LinkedIn for consultation. You are not a member of LinkedIn's board of directors. You have such resources."

"Okay, I'll go back and ask over there to confirm." Zhou Buqi smiled, "It seems that adding an RSU strategy is a good thing. The largest expenditure in decision-making costs is the employment cost. Once Choosing the wrong person may very well lead to the failure of a promising project. It can indeed provide the company with more employment references from this perspective.”

Xu Liangjie said with a smile: "There are also tax benefits. For salary income, the income tax can reach up to nearly 50%. If it is stock income, it only requires 20% capital gains tax. With the same after-tax income, you can save The tax can reduce our employment costs.”

"Well, I think it works!" Zhou Buqi agreed with this idea. "For some particularly outstanding employees, we can also give a signing fee. In short, in this round of competition for people, Ziweixing cannot show weakness. !”