Trillion Market Capitalization is Not a Dream

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"Before the company went public, we had a long period of time, because the collection was not smooth, and we were very short of money, and we were completely afraid.

You say this guy is weird too.

Nervous when you are short of money.

Why is there no shortage of money now? Too much money makes people nervous. "

The conference room naturally burst into laughter, as if to say, look, this is rich for money.

"I have developed a habit of many years, and I want to cover it up when I have a little money, and I don't dare to use it easily.

Now I don't know if the money raised should be used?

If so, how should it be used?

What are the adverse consequences of using it?

Are there any negative consequences if I don't use it?

Now the people in the securities department have not explained it to me.

Of course, it is also possible that I have no financial knowledge, which leads me to not understand it myself. "

"The first year after the company went public, which is 11 years ago, the whole company was immersed in excitement.

Didn't react, so didn't do much planning.

Let the company grow naturally.

Yesterday, the preliminary data of the company's financial statements came out,

The output value that has been completed this year is more than 1.8 billion.

The volume of this output value is equivalent to more than three times the output value of 500 million before listing.

This year, our market value has also risen a lot, and has roughly stabilized to around 35 billion. "

"Today's Western architecture can be said to have platforms, money, and people.

Why do people say they have it?

Before going public, I remember that there were only more than 50 people at the core of our company.

Today, there are 168 people in our core layer, an increase of more than 3 times.

The company's sloppy development this year has brought me a very strong self-confidence.

I believe that through the efforts of all of us, in 12 years, we will usher in a better tomorrow. "

Applause broke out, and the participants were in high spirits.

"So, I want to understand that the training of the core layer can actually not be called training.

It can be called unity of thought, a clear goal, and so on.

My original intention is to let our core layer understand what the company wants to do through the format of the meeting, to build a good bond between the company and its employees, and to implement the company's orders and policies in a timely and accurate manner. , can actually land. "

"12 years is the year we shed our arms.

The largest serial number of our current business unit is the fifth business unit.

But in fact, the serial number of some business units is empty.

I initially plan to split our current business unit into five real business units.

These five business divisions can go hand in hand and compete with each other in the future.

This solves the problem that one business unit is dominant and other business units are seriously weak.

It also leaves enough passages for the majority of core-level cadres to ascend. "

"The bonus system is still in the form of the original output value award, collection award, settlement award, and excess gross profit award for the time being."

"There's another bonus that I haven't fully thought about, mainly because it's so complicated.

It is a listed company, which can use the form of options to motivate excellent managers.

I also started this, and asked people in human administration to study this matter.

There was no applause here. "

There was sparse applause from the venue.

"Forget it, I don't understand the whole thing about option incentives, and it is estimated that most of you don't understand this.

But those who applaud may understand what this means for employee options.

Congrats to those who have gotten it. "

"I just talked about the good news that I have brought to everyone in the past 12 years.

So the company pays such high compensation and rewards for its employees, what does it need employees to do?

What everyone needs to do is simple.

That is, no matter what the completed output value in 2011 is, the output value target in 2012 is twice the output value in 2011.

According to this plan, assuming that the output value in 11 years is 2 billion, then the planned output value in 12 years is 4 billion.

The specific figures, a little later, the company will release the 12-year plan goals, at this training meeting, it is considered to give you some news in advance. "

"In this case, we have enough management personnel at the core level, but not enough grass-roots personnel in the project department. The executives of the production system should quickly study the staffing standards of the project department, and then promote it throughout the company.

I would like to remind you about the standard of equipment. You can refer to the size of the output value and the type of project, and put forward a list of recommended personnel.

For example, a garden landscape project with an annual output value of 200 million needs to be equipped with one project manager, one business manager, one production manager, two greening engineers, two garden construction engineers, one water and electricity engineer, two material buyers, two There are nursery stock buyers, two budget officers, and a financial cashier. In this case, the standard for this project is 15 people.

Of course, there are also chefs, cleaning, and security that must be required, which can be reflected in the form of project entry, or a standard can be formulated.

When it comes to standards, in addition to staffing standards, some standards can also be developed.

For example, formulate: standards for rental cars, standards for prefab house construction, standards for renting a house, standards for company VI publicity, etc.

We originally had some of these standardization problems, but they were not perfect and the implementation was not very good.

For example, in the company's VI promotion, it is often seen that the project department is full of various kinds.

Some doors are double-opened, some are single-opened, some have the company's logo on the door, and some have no logo on the door.

These things will be unified in the future.

We should let all people come to our project department and be able to judge from these propaganda, which is the standard project department of Western architecture.

We need to make everyone familiar with our project in a conditioned reflex manner~www.readwn.com~ I just talked about the bonus.

There is one more thing to add.

Some colleagues reported that they have not received bonuses for many years, saying that our bonuses are false and deceptive.

This shows that there is a problem with our bonus system, and we are starting to reform the bonus system.

Although the type of bonus has not been changed for the time being, we can try to shorten the collection period of the bonus.

For example, the original annual bonus.

In addition to the excess gross profit award, I think that the output value award, collection award, settlement award, these bonuses, because of his simple calculation method, it is easy to judge whether the target task assigned by the company has truly been completed, and can be adjusted to be received every six months. bonus.

If you allow the bonus to float in the air, it will make everyone feel unattainable, make everyone lose their expectations for the bonus, and lose their enthusiasm for work.

Then every one of us here is a serious dereliction of duty, and we have not given proper consideration to how to safeguard the economic interests of ordinary employees.

If we can't solve how to give employees more from the system, then we can't expect employees to be active and active in their work.

12 years of institutional reform is a must. "

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