On February 6, Huawei announced its 2023 dividend plan, with a dividend of 1. per share5 yuan, so that all the staff excited. As a 100% employee-owned private enterprise, Huawei's dividend plan has been long-awaited by 142315 employees. Based on the current total share capital of 51.3 billion shares, the total dividend is as high as 7708.5 billion yuan. This means that each employee can receive an average dividend of nearly 550,000 yuan, and once the news came out, it attracted widespread attention and reports. However, the voice from Zhihu has brought some different opinions, according to suspected Huawei employees, the dividend data has not been unanimously recognized internally, but has caused a lot of doubts and dissatisfaction. With the launch of the new Mate60 series and Nova series, employees' expectations for dividends rose to the top, but in the end, 1The dividend of $5 per share is far lower than expected, not only the lowest level in the past three years, but even worse than in 2021, which experienced sanctions pressure. In addition, the huge disparity in internal pay makes the dividend data of 550,000 yuan meaningless for most employees. The number of shares held by employees is closely related to the level, and it can take several years for the average employee to receive the first allotment, and even up to ten years for the middle level employee to enjoy this average reward. All kinds of unfairness have also caused dissatisfaction and doubts among employees.
The implementation of Huawei's compensation system has not only sparked heated discussions in the outside world, but also aroused strong emotional fluctuations internally. Employees have very different attitudes towards the presentation of this dividend plan. External** believes that the per capita dividend of 550,000 yuan is really gratifying, but the feedback from internal employees is fully revealed on social platforms such as Zhihu. A Zhihu netizen who claims to be a Huawei employee pointed out that it is not uncommon for the company to have doubts and dissatisfaction with the dividend plan. Take 1. in 2023The $5 per share dividend, for example, is not as satisfactory as most employees would have liked. Especially for the staff who have been working in the front line of the company for a long time, there is a big gap between this dividend level and their efforts and expectations. The imbalance between the growth of short-term profits and the contribution of employees to the long-term development of the company has made some employees question the company's first-class dividend plan. The performance of divergent views led to a large disagreement within the company, which also triggered the company's management to rethink and adjust the employee incentive and distribution policy.
Huawei's equity distribution policy is strictly based on employee level and number of years of service, which leads to large differences in equity ownership among employees. The level of the employee determines the maximum number of shares they can receive, and there is a considerable waiting time for the first allotment of shares for new employees. For most employees, to get an average allotment of 360,000 shares, they need to reach level 18, and promotion at this level is not easy. For ordinary employees, it is possible to be promoted to level 17 after eight years of employment, and to reach level 18, it is necessary to go beyond the status of ordinary employees and hold certain positions. The distribution of new employees is more stringent, and only those who are excellent have the opportunity to be allocated, and ordinary employees often face the status quo of difficulty in allotment. Outsourced employees are even more denied equity distribution, which makes the company's internal equity distribution system questionable. The disparity between this level and the amount of equity distribution directly affects the recognition and trust of employees in the company's incentive system.
As the word-of-mouth crisis among Huawei's employees becomes increasingly prominent, the company's management should pay sufficient attention to employees' doubts and dissatisfaction with the dividend plan. Although the company has been committed to establishing a fair and equitable distribution system, the mood swings and complaints of internal employees are becoming more and more obvious, which requires the company to take timely action. First of all, the company should conduct a detailed investigation and communication on the issues that employees are concerned about, understand the real thoughts and demands of employees, so as to better adjust the internal incentive mechanism. Secondly, the company should solve the unfair phenomenon of salary and equity distribution in a timely manner, repair and adjust the loopholes and problems in the system in a timely manner, give employees more opportunities to express their opinions and participate in internal decision-making, and increase employees' trust and identity with the company. Finally, the company's management should strengthen the guidance and management of employees' emotions, and establish a more harmonious internal corporate culture, so that employees can participate more actively in the company's development and decision-making, and jointly create a better future.
Summary: Huawei's employees' dissatisfaction and doubts about the company's dividend plan have led to the shortcomings and problems of the company's internal incentive mechanism. The company should face up to the demands and opinions of employees, strengthen internal communication and coordination, adjust distribution policies and systems in a timely manner, establish a more fair and reasonable corporate incentive mechanism, enhance employees' sense of identity and loyalty to the company, and achieve the goal of common growth and development between the company and employees.