The per capita dividend is 550,000 yuan? Suspected Huawei employee**: Only 10-year-old employees can enjoy it.
The annual dividend plan sparked heated discussions.
On February 6, Huawei released its 2023 annual dividend plan, which attracted widespread attention. According to ESOP 1. per shareWith a dividend plan of 5 yuan, all employees who hold Huawei** will share in this huge profit. According to reports, based on the company's total share capital and the number of employees, each employee is expected to receive a dividend of about 550,000 yuan, a figure that amazes the outside world. However, a Zhihu netizen who claimed to be a Huawei employee posted angrily online, exposing the company's internal dissatisfaction with the benefits package. He said expectations for the dividend package within the company were too high, especially for new products and revenue growth. On the contrary, the final dividend per share is only 150 yuan, which is the lowest in the past three years, which disappointed many taskers. In addition, he pointed out that there are big loopholes in the company's internal share distribution mechanism, and it is difficult for most employees to obtain an average of 360,000 shares, etc., resulting in a relative reduction in the amount of dividends.
Deepening: The dissatisfaction of internal employees has more or less exposed the deep-seated problems of the enterprise. Although the amount of dividends seems to be not small in terms of numbers, in terms of actual equity distribution and dividend mechanism, it has caused a mismatch and injustice with the interests of internal employees. This also reflects that Huawei still needs to optimize and improve its employee incentives and benefit distribution in order to truly achieve the goal of internal and external harmony and win-win results.
The mechanism for granting shares to workers has sparked controversy.
The Zhihu user revealed in the post that Huawei has a strict share distribution mechanism. He points out that new hires usually have to wait at least three years for their first job, and the number is influenced by performance reviews. Typically, the number of shares granted at a time is between 20,000 and 60,000 shares, with higher seniors receiving more shares. Based on internal feedback, most employees don't have the opportunity to earn ** in their first few years with the company. To reach the quota of 360 000 shares per capita, it is almost necessary to reach the 18th tier of the company, which usually requires employees to have extensive work experience and high skills. However, once an employee enters the top level, although there are more opportunities to obtain shares, there are certain restrictions and requirements that are difficult to take advantage of in actual operation. Therefore, the insider believes that there is a clear gap between the company's employees in terms of share distribution and dividend rights, which has caused some contradictions and dissatisfaction within the company.
Depth: The company's share distribution mechanism is not transparent and unfair, which will lead to a decline in employee morale and internal friction in the team. Employees want to get more benefits, in addition to outstanding professional performance, but also consider how to stand out from the competition within the company and get more shares and dividend opportunities. This also brings new challenges and opportunities to improve the company's internal incentive mechanism.
Unsatisfactory dividend system.
In the insider's feedback, he also mentioned that Huawei's internal income gap is quite large, and it is difficult for ordinary employees to enjoy the ideal share quota and dividend rights. According to him, the company has a different share allocation cap for employees at each level, and new employees who have been in the company for less than three years have almost no chance of receiving shares. On the other hand, some veteran employees have a hard time getting a quota of 300,000 shares. To qualify for the 360,000 shares, one must reach the company's level 18, which typically requires workers in positions such as specialists, project managers, or leaders. Therefore, for the vast majority of workers, it will take at least 10 years or so to achieve this goal. Even if there is an opportunity to buy**, workers will have to pay out of pocket, and each share** will sell for $7$85 plus waiver of part of annual leave. This situation exacerbates inequality within the company and increases divisions and conflicts among workers.
Depth: Huawei's internal income gap is huge, the equity distribution system is not perfect, and it is difficult for employees to obtain fair dividend rights, highlighting Huawei's many shortcomings in talent training and fair treatment. For employees, while achieving excellent results in their work, they must always maintain a sense of competition and strive for more development opportunities and rights. For enterprises, it is also necessary to re-examine the internal welfare mechanism and incentive policies to improve employees' sense of belonging and loyalty, so as to enhance the ability of enterprises to achieve sustainable development.
Summary. The above comments show that there are some problems and contradictions in Huawei's dividend system and equity distribution mechanism. Although the company pays generous dividends every year, there are still disparities and unfairness among internal employees, which will affect employees' motivation and team cohesion. If employees want to get more development opportunities, they must strive to improve their skills and adapt to the competitive system within the company. For the company, it is necessary to strengthen internal communication, optimize the dividend policy, establish a more fair and transparent incentive mechanism, and achieve the goal of common development between employees and the company.