Cutting-edge technology: Starting with individual stealth equipment

Chapter 94 Year-End Bonus Plan

Half an hour later, Lin Chuan returned to the company's office area from the laboratory.

I had only been inside for a short while when I heard a knock on the door.

Lin Chuan immediately responded, "Come in."

Shen Yuxin pushed open the office door and walked in. Lin Chuan was sitting behind his desk looking at the latest test report of the "Aurora Project".

The efficiency of flexible components has stabilized at over 71%, bringing us one step closer to mass production.

Shen Yuxin, dressed in a professional OL outfit, with her hair tied in a high ponytail, walked towards him holding a newly compiled contract summary in her hand.

"Senior, the contract with SK Group has been signed."

Lin Chuan didn't look up; he was circling a number in red pen on the test report.

"How much was it again?"

Shen Yuxin opened the summary and replied: "A five-year contract was signed, with a total processing capacity of 3.3 million tons and a total amount of US$7.26 million, approximately RMB 45 billion."

Lin Chuan nodded: "Understood, go ahead and issue the announcement."

"OK."

Two o'clock in the afternoon.

DeepBlue Technology issued a public announcement titled "Announcement Regarding the Signing of a Major Contract with South Korea's SK Group."

The announcement listed key terms such as contract amount, processing volume, cooperation period, and payment method.

At this point, the A-share market had one hour left before closing.

As soon as DeepBlue Technology released this announcement, its stock price, which had been fluctuating around 30 yuan, immediately surged.

At around 14:13 PM, the stock price surged to 33.19 yuan, a 10.01% increase, hitting the daily limit and breaking through the previous high of 31.73 yuan to create a new record.

The South Korean delegation's visit to DeepBlue Technology to discuss business has led market analysts to generally predict a potential processing capacity of around 200 million tons.

As soon as the announcement was released, it revealed that a processing capacity of 330 million tons had been signed, exceeding expectations, and the stock price immediately surged to the daily limit, reaching a new high.

Meanwhile, at Zichen Bay Villas.

Song Wanqing, Zhong Chuliu, and the other two women sat around in the first-floor lounge area, looking at stock trading software on their phones or tablets.

"Limit up! Limit up! DeepBlue's stock price has hit the limit up again!"

"Yay!!"

"I've already made more than ten percent."

"Buy too little, buy less spicy food."

"I almost lost a lot of money during the previous crash, thank goodness I didn't sell, otherwise I would have been furious to see the huge gains now after selling at a loss."

The women cheered and jumped for joy, all beaming with happiness; they were naturally happy to have made money.

Jiang Caiwei's beautiful eyes sparkled: "Brother Lin is back to being the richest man!"

The company's market value hit a new high of 2100 billion, and Lin Chuan's nominal net worth rose to 766 billion.

The following day, DeepBlue Technology's stock price surged again.

At its peak, the stock price rose by more than 9% and approached the daily limit, reaching a new high of 36.28 yuan, pushing the market value to 2296.16 billion yuan.

As time went by, a week later, 2012 officially came to a close.

Lin Chuan was generally satisfied with his business development plans for 2012, and accomplished a great deal throughout the year.

The company's bio-peptidase business has been commercialized and has opened up global business opportunities.

They signed a 165 billion yuan deal with three Middle Eastern countries, and in the last month of the year, they signed a 45 billion yuan deal with South Korea's SK Group.

This also signifies that DeepBlue Technology will no longer rely on capital market financing, and can achieve a virtuous cycle of self-sustaining growth through its own business revenue.

At the same time, it also marks DeepBlue Technology's entry into a period of rapid development and high-speed growth.

In the military industry sector, the Shadow Individual Combat System project has also secured small-batch production.

In the second half of the year, the company launched new businesses in the photovoltaic new energy sector, initiated the "Aurora Project," and achieved breakthroughs in two phases within the year.

Then, they invested 80 billion yuan to launch the new headquarters construction plan.

The new headquarters is currently under construction and is expected to be completed and ready for acceptance by the end of next year.

DeepBlue Technology also completed a multi-billion dollar financing round that caused a sensation in the investment and startup circles this year, raising $19 billion (approximately 119 billion RMB) from seven institutions including Sequoia Capital, IDG Capital, and Golden Capital.

At the same time, it completed a backdoor listing on the A-share market.

The company's stock price experienced dramatic fluctuations throughout the year, which also indicates that the year's development was not smooth sailing.

However, the overall trend is still upward, and the company's stock price keeps hitting new highs, which is also a reflection of this.

As of December 31, 2012, the stock price was locked at 33.35 yuan, with a total market value of 211 billion yuan, making Lin Chuan the richest person in China.

In addition, DeepBlue Technology's employee size also exceeded 1,000 within the year.

The company has been continuously recruiting externally, and the latest data shows that DeepBlue Technology now has more than 1380 employees.

To outsiders, DeepBlue Technology's development is undoubtedly astonishing, and its growth rate is unprecedented.

The company was founded in May 2010, and it has only been two and a half years since then, but it has now reached a market value of 200 billion.

Lin Chuan's career plans and goals for 2013.

The first step is to promote the application and implementation of the "Aurora Project," which is currently in the patent layout and small-scale trial production stage.

Once the patent portfolio is complete, it can be made public, and then the next step is to promote its commercialization.

The phagocytic microbial community business can simply develop steadily. DeepBlue Technology doesn't even need to actively seek out clients; they will come to them on their own.

This is a unique technology; it has no competitors worldwide.

The country announced a ban on importing foreign waste five years in advance, which officially came into effect on January 1, 2013.

Perhaps Europeans and Americans will visit DeepBlue Technology again in the second half of 2013 to seek the introduction of a plasminoid bacteria solution.

It should come by 2014 at the latest.

For the company's first project, "Shadow," Lin Chuan didn't have any big plans at the beginning of the year; his main focus was on process optimization and some technology iterations.

Military industry business cannot be rushed; it mainly depends on how the military is progressing and when it will be deployed and put into service.

So far, only a few dozen sets have been purchased in small batches.

As for the development of the second-generation Shadow Combat Suit, Lin Chuan did have specific goals and directions.

The main purpose was to address the weakness of the first-generation combat uniforms, which had almost no bulletproof capability.

Bulletproof vests can only be worn as inner garments; wearing them as outer garments is definitely not an option. If you can't see the person but only see a bulletproof vest walking around, it's as if they're invisible and pointless.

The fit of the stealth combat suit is so tight that even wearing a bulletproof vest underneath won't work.

Soldiers can only choose one of two options: if they wear the stealth combat suit, they cannot wear the bulletproof vest.

The best solution to address the issue of weak defense is to make the stealth combat suit itself possess strong bulletproof capabilities.

DeepBlue Technology.

Shen Yuxin pushed open the door to Lin Chuan's office and walked in, handing a document to his desk.

"Senior, this is the HR department's year-end bonus arrangement for all employees in 2012. Please take a look and see if there are any adjustments needed."

Lin Chuan picked up the document, opened it, and after reading it, he said in a deep voice, "The absolute amount is not small, but it is not commensurate with the company's growth benefits. The more the company earns, the more surplus value it should share should increase accordingly."

Upon hearing this, Shen Yuxin said, "But the HR department believes that the salaries and benefits offered to employees are too high, to the point that employees can easily achieve financial freedom and leave the company to enjoy life after a few years, which is not conducive to the company's development."

Lin Chuan immediately said, "Heroes are as numerous as carp crossing a river, why would I worry about staff leaving? Don't you see how many people outside want to get in? Why? High salaries and benefits are one of the core factors."

It is no exaggeration to say that DeepBlue Technology can operate just fine without Lin Chuan.

.

"The HR department's logic is that if they give a high salary and then leave after a few years, they feel like they've lost out. They want to work for the company for life. This logic is unacceptable. There are plenty of people eager to join the company, and people who want to leave can leave at any time."

In reality, very few new employees are willing to resign voluntarily.

With such good benefits from the company, and the boss being willing to pay well without making empty promises, this kind of job is really hard to find.

Lin Chuan looked at the document and thought for a moment: "Call Miao Lan over."

Shen Yuxin nodded, then turned and left the office.

A short while later, she and Jiang Miaolan came in together.

Lin Chuan looked up at Jiang Miaolan and said, "We'll make some adjustments to the year-end bonus plan, increasing the total bonus pool."

He picked up the original document again and flipped through a few pages.

The company currently has a total of 1427 employees, of whom 1386 are participating in this bonus sharing program, and the remaining 41...

The person joined at the beginning of the year, less than a month ago, and is not eligible to participate in this bonus sharing.

Of the 1386 people who participated in the bonus sharing, there were 86 management team members, 303 technical backbones, and 997 grassroots employees.

林川说道：「这86个管理者分1.72个亿，技术骨干这303人分2.8亿，基层员工这997

The total amount distributed among the people was 3.49 million.

Upon hearing this, Jiang Miaolan asked, "How exactly will the profits be distributed to individuals?"

Lin Chuan replied, "We'll increase it proportionally according to the original plan. The original proportion is still reasonable; it's just that the total amount is smaller."

The original total bonus pool was 3.2 million yuan, but it has now been increased to 8.01 million yuan, an increase of 150% compared to the original plan. Each member of the management team can receive 200 million yuan, each member of the technical backbone can receive about 92.4 yuan, and each member of the grassroots employees can receive 35 yuan.

The management team received approximately 21.47% of the total bonuses, technical backbone staff received approximately 34.95%, and frontline employees received approximately 43.58%.

Jiang Miaolan nodded and said, "Okay, I understand."

At this moment, Shen Yuxin looked at Lin Chuan and said, "By the way, senior brother, the HR department has been discussing recently that they feel the company has too few managers and is already overwhelmed. Should we recruit more management personnel?"

DeepBlue Technology currently has 1427 employees, but its management team consists of fewer than 90 people.

They account for only about 6% of the company's total employees, less than 10%.

Upon hearing this, Lin Chuan immediately shook his head and refuted, "No, there can't be too many managers. I'd rather pay them more than let them have it too easy. Besides, the company isn't just increasing workload without increasing pay. If the pay is right and they can't do the job, we'll replace them."

He added, "It's not that I'm heartless, but rather it's determined by the nature of the ecological niche of the managerial position."

If managers are allowed to relax, the company will suffer greatly.

Lin Chuan was all too aware of the psychological motivations of managers. If the work was too easy, he would become anxious and feel a sense of crisis. He would feel that the company would continue to operate normally whether he was there or not, and then worry that the company would fire him.

Because most business owners do the same thing; they can't stand seeing their subordinates being lazy and idle.

Therefore, in order to avoid being laid off, he cannot appear fat and leisurely. He will try to demonstrate his value in the company, and then he will find things to do to make others, especially the boss, see that he is very busy and has so many things to deal with every day, and that the company cannot do without him.

The result was obvious: it made life miserable for the people under its command.

He nitpicks and finds fault everywhere, saying this won't work and that plan needs to be changed. A matter that could be discussed in a few minutes and resolved in one go is instead dragged out and tortured back and forth. This is a typical example of ineffective involution and formalism.

Undoubtedly, he knew he was stirring up trouble, but he did it to secure his position.

Even Gan felt at ease because, in his view, if he didn't do it this way, he might be laid off by the company.

But for the company, it's an efficiency disaster. More people not only increase expenses and costs, but also reduce efficiency and cause resentment among the lower-level employees.

Lin Chuan's strategy was to control the number of managers in the company, so that he would never be idle. He couldn't finish his work in a normal 8-hour workday; he would have to work at least 2 to 3 hours of overtime to finish.

However, they won't let him work for nothing; the salary and benefits offered are extremely high, and he will also be given stock options, ensuring that he receives all the benefits he deserves.

A mountain of work lay before him, and he couldn't even finish the important tasks.

Why would they have the energy to create unnecessary trouble? Why would they hold meetings that would take hours to finish a few minutes, making it six times?

Not only will they not, but they will also try to improve efficiency.

Lin Chuan's corporate management logic can be summarized in one sentence: managers cannot be overweight and relaxed, and frontline employees cannot be overweight and overworked.

Overweight managers who are too relaxed may become ineffective and engage in internal competition, while overworked frontline employees are prone to extremes.

The majority of employees are frontline staff, and they are given salaries comparable to those of managers.

As long as the frontline employee can complete his job duties, and if he can really finish a day's workload in an hour, then he can slack off whenever he wants during the rest of the time, whether he wants to watch movies, play on his phone, or play games.

In this way, frontline employees will find ways to improve efficiency and make themselves more relaxed, thereby improving the overall efficiency of the company.

Even if we assume that lower-level employees have an easier time and might cause trouble, the damage would be minimal, and it would basically be limited to their specific positions.

However, if a manager creates trouble out of nothing, it can have far-reaching consequences, and the higher the level, the wider the impact.

If a junior employee is so capable that they can finish a day's work in an hour or two and then spend the rest of the day playing, and there's a concern that this might negatively impact or upset other colleagues, this problem is actually quite easy to solve.

Promote this employee, give him a raise and a good salary, transfer him to another position, and assign him even more and higher performance targets.

As a result, he was happy to be promoted and no longer had time to slack off.

This will bring greater benefits to the company without affecting or stimulating other frontline employees.

three days later.

The final year-end bonus plan was released in the company's internal system under the title "Notice on the 2012 Year-End Bonus Distribution Plan".

There was also an internal email signed by Lin Chuan, with only three concise sentences in the body:

[After company deliberation, it has been decided that the total year-end bonus pool for 2012 will be increased to 8.01 million yuan. See the attachment for the detailed distribution plan. Thank you all for your hard work throughout the year.]

The attachment is a detailed allocation table.

The total amount of bonuses and the specific amount allocated to each employee are listed separately for three levels: management, technical backbone, and grassroots employees.

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Many companies have internal salary confidentiality policies to prevent employees from discussing salary and benefits with each other privately.

However, DeepBlue's training program didn't go that far, directly making everyone's salaries transparent and open.

Company employees can not only freely inquire about each other's salaries, but they don't even need to ask others. They can simply look up the employee's employee number in the company's internal system to find out the employee's compensation and benefits.

The salaries of the management team can all be searched and viewed directly in the internal system.

"I have 30? Holy crap!"

In the company's office area, a junior employee was checking his employee number on a computer. Staring at the bonus figure on the screen, he was suddenly overwhelmed with a state of ecstatic joy.

Right now, everyone is checking their bonuses, and exclamations and joyful sounds can be heard from every corner of the office area.

"The boss is so generous!"

How much do you have?

"I earned 26, which is a drag on the average, below the average of 35. But that still far exceeded my expectations. Compared to my former employer, DeepBlue is treated like royalty."

"Really only 26? No way?"

"You're capable of finding out, why would I lie to you?"

"I heard that our department head received a year-end bonus of over 470 million yuan."

"That's normal. He was one of the 36 people who made outstanding contributions last year. When someone came to the company to cause trouble, General Manager Zhang led everyone to fight the other party. Everyone present except the female colleagues joined in."

"It's a pity I hadn't joined the company yet, otherwise I would definitely have joined the team. This resume would definitely be a stepping stone for promotion."

"With such a generous boss, I would have taken the job without hesitation."

The employees of DeepBlue Technology were all beaming with joy, their happiness written all over their faces.

This bonus is incredibly generous, basically exceeding a year's salary, and the salary itself is already high.

For example, one entry-level employee received a year-end bonus of 37 yuan, while his monthly salary was 2 yuan, based on a 15-month salary system, which is 12...

Zhe's monthly salary plus three months' performance bonus adds up to 300,000.

The year-end bonus was 7 yuan more than 15 months' salary, which is equivalent to a pre-tax income of 67 yuan in a year.

The 41 employees who joined at the beginning of the year were unable to participate in this bonus sharing, which is understandable, but more than that, they are looking forward to this year and the future.