Faced with Lu Heng's invitation, the two of them did not refuse and stayed without any hesitation.

In their hearts, they were looking forward to it, vaguely feeling that this conversation would be an opportunity to change the rest of their lives.

Lu Heng looked at the two of them and said nothing for a long time.

After a long time, he slowly said: "I am going to create an equity incentive plan. At present, the scope of incentives is only for those who can influence the company's strategic decision-making level."

After the words were spoken, Lu Heng no longer had so many worries and continued in an orderly manner:

"Obviously, you are the only two in this range at the moment. Of course, as Hengcheng grows bigger and bigger, the incentive plan will gradually spread to the management level above the department manager, and to the backbone level with outstanding professional skills and abilities. But later

Both of them may be delayed a lot in time."

After hearing what Lu Heng said, Zhao Jing and Zhao Gen both looked excited.

Compared with Lu Heng's considerations, they care more about the benefits they are about to receive.

Zhao Jing's excitement was a bit muted. After all, the work contract he signed with Lu Heng had already decided that as long as he could make the company enter the top 500 companies in China, he could obtain a certain number of shares.

Zhao Gen was even more excited. Although Lu Heng had revealed the relevant information to him, who knew when that day would come.

But now, it has been realized.

Looking at the expressions of the two of them, Lu Heng nodded secretly.

He actually had the idea for this equity incentive plan two years ago. Zhao Jing did not mention it, but Zhao Gen himself had deliberately revealed it in order to appease him.

It wasn't until he went to the United States this time and talked with some business leaders and executives, especially after investing in Uber and using equity incentive plans to differentiate their internal operations, that he made up his mind.

What is most important these days?

There is no doubt that it is talent!

Both Zhao Jing and Zhao Gen are talents that are difficult to find in the market.

Outstanding ability and rich experience!

But their age often makes business owners face embarrassment.

The reason is very simple. Zhao Jing is now thirty-five years old, and Zhao Gen is about the same age.

From the age of 3 to 45, men’s financial resources and abilities reach their relative peak, and they are also quite energetic.

The vast majority of corporate executives will choose to start independent businesses at this time.

There is such an example around Lu Heng, Li Huabing! He has never felt at ease staying in Xiaoshuidi for the rest of his life.

At this age, they have accumulated a certain amount of money, their connections have spread, and their ambitions will make them unwilling to be inferior to others.

Lu Heng, who is well versed in human nature, understands this truth very well, so in order to retain, or in other words, to avoid the situation where his right-hand man will leave one day, he must do something.

Equity incentives are the simplest and most effective method!

The biggest benefit of equity incentives is that it can retain talents and attract outstanding talents to join.

In addition, there are several benefits.

For example, we can restrain the short-sighted behavior of managers and mobilize the enthusiasm, creativity and initiative of talents.

In addition, the more important point is that it can still form a common interest body for the enterprise!

Some people may not understand why a simple equity incentive can have so many benefits.

But as long as he thinks about it from the perspective of the boss and the worker, he will understand.

Traditional incentive methods, such as high salaries, annual bonuses, etc., mainly focus on short-term financial data when evaluating workers, and short-term financial data cannot reflect the company's long-term benefits.

Therefore, the use of these incentive methods will undoubtedly affect the bosses who value long-term profits, and objectively stimulate the short-term behavior of workers, which is not conducive to the long-term and stable development of the company.

People who work part-time get paid as long as they work. The more you get in the short term, the better.

But what the boss wants is long-term profits. You can't let workers do some tricks that seek instant success and quick success!

It would be very interesting if something goes wrong in the company and the workers quit and leave, but the boss ends up bankrupt.

But after the introduction of equity incentives, the effect is completely different.

In a sense, workers who own shares are actually one of the bosses of the company.

At this time, the workers and the boss form a common interest body of the enterprise.

The bigger the company gets, the more money the workers can get. In order to gain more benefits, they will naturally not harm the overall interests of the company for their own personal gain.

He even said that he would do his best to proactively and proactively help the entire company.

Lu Heng understood these principles a long time ago.

It is brought up now because the time is just right.

"The first batch of equity incentive targets are only the two of you. My idea is that I will allocate 5% from the 100% shares I own in Hengcheng Group."

Lu Heng paused and looked at Zhao Jing, "You get 3% of Hengcheng's shares."

Then he looked at Zhao Gen again, "You get two percent."

After finishing speaking, without waiting for the two people to express their opinions, he immediately said: "Of course, these are just dry shares. They only have dividend rights and do not have voting rights. In addition, your job salary will not change, and there will be no additional year-end bonuses."

Distributed.”

This is an additional constraint.

Lu Heng was willing to lose part of his own interests in exchange for their loyalty, just for the sake of more interests in the future.

But in this case, he must maintain absolute say over the entire group and not allow anyone to provoke him.

After hearing this, Zhao Gen said excitedly: "Thank you, I swear, I will devote myself to the company and devote all my efforts!"

This is powerful enough to say.

But for Zhao Gen, he is indeed worthy of being so excited.

After all, he was the one who took care of Hengcheng all the way and devoted his best years to this company.

Now that he can become one of the masters, he feels extremely satisfied.

Zhao Jing was relatively calm. He first expressed his gratitude to Lu Heng and also said words similar to showing loyalty.

But after that, he asked tentatively: "Director Lu, if the company can be listed in the future, then we"

Lu Heng raised his eyebrows. Zhao Jing was indeed different from Zhao Gen. His appetite was not small.

"If one day comes, you can also acquire individual shares in the stock market on your own, as long as you have the financial strength. But I have to remind you that the shares I give you only have dividend rights, not voting rights, and cannot be transferred.

Sell ​​it to anyone except me. Moreover, once you leave Hengcheng or do anything detrimental to the company, I will directly take back these shares. Understand?"

Zhao Jing looked solemn and said, "I understand."

Zhao Gen glanced at Zhao Jing, then nodded heavily to Lu Heng!

"I will ask Ouyang to draft the corresponding new contract and try to sign it before the Spring Festival. In this case, when you go back to celebrate the New Year, you will be returning home in glory as the boss."

Lu Heng smiled slightly and said: "I will tell everyone about this news at the next year-end summary meeting. You can also express your thoughts at that time!"

It is said that buying horse bones with a thousand gold and hiring talents with heavy rewards is nothing more than that.

Once the equity incentive plan is released, as long as Hengcheng's key management personnel and above are even remotely motivated, they will surely put more energy into the next work.
Chapter completed!