Probably in 2016, I saw in my circle of friends had Zongyi speech at the "one seat" of talking about the "fission business." Impressive are two, one is fission Entrepreneurship is how it is, followed by the story of Zong Yi people get through with Tesla Road from Beijing to Guangzhou (north-south line) in charge of the pile. Has in the past several years, recently found that Zong Yi before the process is summarized, wrote a book, that is to say the article "fission business - out of control practice borderless organizations"
A, fission business
Traditional manufacturing industry transition to the Internet for survival when faced with the biggest problem is the management problem. Emotional support to the traditional management-based, supplemented by small favors, the company's internal hierarchy obvious, and some even have the older generation of state-owned bureaucracy, low-level employees do not see a promotion space. This time there are some employees to go out and go it alone, because the boss and they are actually a simple employment relationship, anyway, the old saying to them, work Well, do not fight club West home to play, do not stay here Lord God of their own to stay at . When some of the core technology of the employee leaves the enterprise is a serious threat, the book said, for example: core technical staff not only just a person leaves the company, he also carried away the company's business is very familiar with the marketing staff , then this situation is a huge threat to the company, because your customers of the new company's most clear. So, executives and core technical staff turnover business, especially to do the same type of company is the most dangerous and terrible than a formidable opponent is.
Second, what is the fission venture
"Disruptive business" is actually a unity based on the above proposed employee this case another way, the staff would like to start business successfully go it alone and not become the company's rivals, but as partners, while traditional enterprise management mode and different. Its core idea is:
(1) Holdings, the parent company of the founder of the new company, while fully encourage entrepreneurial team on usufruct.
(2) members must pay equity venture to bet the future of his life, so that their decisions and actions just like real entrepreneurs.
The interests and the interests of the company's employees were clever bundling, employees feel their company is the same, will be working like mad to get there. While allowing old and new employees can help each other, to create a community of interests, make full use of their respective advantages to achieve development.
Third, the fission process of entrepreneurship
Parent company executives have to put money for the new company, while only one among executives involved in the company's experience, others continue to work in the parent company, just to throw money (accounting for shares, dividends, cross-shareholdings ). While other executives here do not participate in the new company's management, but because the new company is still in the development process will use the resources of the parent company, so this time because they voted money for the new company, there is also interest in the above dividend on some matters it has facilitated the operation of the new company, in a sense, this approach allows the new company to better hatched under the parent company's resources.
Executives participate in an entrepreneurial and other colleagues company fission entrepreneurship competition, may run for general manager of the new company. While the entrepreneurship competition, access to venture employees (as entrepreneurial employees must vote the money, carried out by the selection of leaders), and finally, to get the most investor as general manager of the new company, employees corresponding investments on the formation of a new company team. With the author's words, "RMB elected leaders is the ability and political integrity!" On the moral level is through our discernment, the business must have been optimistic about the ability and identity, because the money is not invested in a small number ( at least 50,000)
As long as the employees own money into the new company among the entrepreneurial process to go, shop and go mad before, we will have a vicious business.
Early stage venture investment above fission is the backbone of the company managers with more money tied together, is equity incentive , it belongs to the highest level, the largest gains, of course, the risk is greatest. For risk, equity in the distribution to take this into account, the book describes, the general manager and management 25% (10% of the general manager), owners and investors accounted for 50% of older employees (including management did not want to participate now the company's executives and ordinary employees) accounted for 25%. 50% of which is set for two reasons, one is a manifestation of corporate distress at the time was responsible for, if not distinguished, and finally a single problem that no one pick the first treatment; the second is the need for large shareholders on the financial perspective to face the future mergers and acquisitions and public financing issues. In the course of bonus shares is in accordance with the proportion to be honored. If the new company is in profit per year it is mandatory dividend, tax profit sharing 20%, 30%, 50% three parts.
By way of dividend and proportion
| proportion |
By way of dividend |
| 20% |
Special bonus (management costs) |
| 30% |
Enterprise development funds, investment reproduction |
| 50% |
In accordance with ownership structure Dividend |
General Manager of income calculation methods:
A Source: dividend shares 50% * 10% = 5%
Source II: Special dividend (general manager of the special dividend of 50%) 20% * 50% = 10%
That last 5% of revenue, general manager of after-tax profit + 10% = 15% of the company
Investors benefit calculation method:
Only one source: Equity Dividend
Assuming that investors invest 25% of its revenue is 25% * 50% = 12.5%
Because investors do not participate in company management, we can see, the biggest beneficiary is the general manager. Such enthusiasm for the general manager there, at least not feel hard work they led the point salary.
Fourth, the fission business benefits
Fissile core business lies in "election" to elect a real wolf, aggressive entrepreneurs. This approach avoids the drawbacks of traditional favoritism and cronyism, more equitable.
Self-monitoring . Fission business can achieve self-supervision and management personnel. Pain points of traditional partner companies is the game of trust. The largest shareholder in the end is no regulation or supervision, then the general manager if regulators must think large shareholders do not trust yourself, if you do not worry about the regulatory largest shareholder, general manager of mischief in their daily operations. So how fission way to achieve self-monitoring it? First, the general manager can set ourselves low wages, because the main source of income is 20% of the general manager of the management of part of the dividend, which decided that the general manager would reduce costs and maintain profits. As long as the treatment of low boss, other people's treatment would not be too high, so I do not regulatory in terms of treatment, the demands of shareholders and managers of the target profit is uniform. In the above structure, dividends, general manager of income every 10 yuan, general manager of income is 1.5 yuan, while the boss earnings 1.25 yuan, so there was no corruption and kickbacks problem.
Low turnover rate . When employees of the money is not just money, but when the chips themselves stable, employees will not quit thinking about, more than three years of work can become a shareholder of fissile company (new company), and binding on all the nodes of interest, keep the heart group with interest groups.
Dynamic management. In order to maintain the vitality of management, set up by the company's internal legal threshold to limit the general manager of the implementation period, which is a bit like the US presidential election. Because there is a possibility that this election on the general manager is very good, a few years behind the times people how to do, the company will also live. This time we should re-elections. If you can win the election re-election, but serve a maximum term. The company's Basic Law may provide that number one position in the enterprise, any person can not be a general manager with the company for more than a decade tenure, the outgoing group can participate in other election platform companies.
So how do you find a good general manager does not become it? The establishment of regulatory authorities, the book is called "impeachment committee" for the performance of the situation, issued a warning, if not finish the index for two consecutive years, the impeachment committee will notify the board of directors, general manager of the impeachment process starts. So on the wrong things, the impeachment committee also break down the conflict founder and management team.
Then the general manager of the impeachment down, where's successors? This time is necessary to set up a "generational classes" to train potential employees as management, this model with Alibaba like.
Five other incentives
In addition to equity incentives, as well as two other incentives, they are "virtual shares", "love fund."
"Virtual shares" within the company is to make ordinary older workers (entry three years and above) to maximize the benefits, with several times higher than bank deposit returns give employees a return on investment, return and risk is centered, to achieve "equity" and " right of return "of separation, because the employees are not coming in equity, but by" the concept of virtual shares "also can improve employee yearning for dividends, enthusiasm for work.
"Love fund" There is no threshold for all employees, so that new recruits have entry-level investment return rate is not lower than the bank interest, and a little more protection. The main purpose is to help the poor employees, taking into account the financial, linked to public welfare undertakings, the formation of collective values. Charity Fund has also become a strong backing for the workers in difficulties, is in addition to the social insurance and commercial insurance of a guarantee.
Sixth, I understand
Fission business is actually how to retain talent, how to make people play together existing, adapt to the times, and create huge benefits. Let talented people to give full play to their abilities and passion, so that people have the resources to make full use of resources to support entrepreneurship fission, forming a community of interests, we become tied to a rope on the grasshopper.
Fission business members must be at their own expense, only their own money, and will care about the quality of the company's business, because if they, as employees, the company's earnings and your pay is positively related, you do not work hard, naturally, did not what return. In this way, the "someone else's work" in the traditional sense becomes "for their work," nature is not the same.
Fission several incentives business is very flexible, equity allocation applies to encourage the early establishment of the company when the case will be bundled with the core interests of personnel. By "right of return" and "equity" isolated dividend, to achieve the interests of start-up staff motivation. By "virtual shares", tied the late entry of employee benefits, an internal investment, dividends directly to the combination of money and in one piece. In addition, "love fund" is the company's welfare, solve problems staff encounter difficulties when money is a clever means to "buy public support". The results of these methods is that employees feel that the company is to own, do not work hard will not work.
Of course, there are some issues which still need to study how to implement the actual management process. After that we get the investment, how fissile company's management, how to motivate and so on in the entrepreneurial process, requires careful study.
July 2019, Beijing