On February 6, Huawei's internal news of the 2023 annual dividend plan has attracted widespread attention. Dividends per share are based on ESOP of 15 yuan plan, all employees who hold Huawei** will share this huge profit. According to the news, according to the company's total share capital and the estimation of the number of employees, each employee is expected to receive nearly 550,000 yuan in dividends, which makes the outside world amazed. However, a Zhihu netizen who claimed to be a Huawei employee posted a complaint online, revealing internal dissatisfaction with the welfare arrangement. He mentioned that the company's internal expectations for the dividend plan are too high, especially for the upcoming new product launches and revenue growth expectations. The final dividend per share is only 1$5, the lowest in the past three years, disappointed many employees. In addition, he also pointed out that there is a large gap in the company's internal allotment mechanism, which makes it difficult for most employees to obtain a quota of 360,000 shares on average, resulting in a relative reduction in the amount of dividends.
In-depth excavation: The dissatisfaction within employees has somewhat exposed the deep problems within the company. Although the amount of dividends seems to be quite impressive in terms of numbers, the actual allotment situation and dividend mechanism have caused a mismatch and unfairness of interests among internal employees. This also reflects that Huawei still needs to further optimize and improve its employee incentives and benefits distribution in order to truly achieve the goal of internal and external harmony and win-win results.
The Zhihu netizen disclosed in the post that there is a strict share allotment mechanism within Huawei. He points out that new hires often have to wait at least three years to get their first** quota when they start the job, and the number of quotas is affected by performance reviews. Generally, a one-time allotment is between 20,000 and 60,000 shares, and senior employees are able to obtain more allotments. According to internal feedback, most employees did not get the best opportunities in the first few years of their tenure in the company. To reach the quota of 360,000 shares per capita, it is almost necessary to reach the company's level 18, which usually requires employees to have a lot of work experience and high skills. However, after employees enter the senior level, although there are more opportunities for allotment of shares, there are certain thresholds and requirements, which is not easy in actual operation. Therefore, the netizen believes that there is an obvious gap between the company's internal employees in terms of allotment and dividend rights, which has brought certain contradictions and dissatisfaction to the company.
Dig deeper: The opacity and unfairness of the company's internal share allotment mechanism may lead to a decline in employee morale and internal friction in the team. For employees who want to obtain more benefits, in addition to excellent work performance, they also need to consider how to stand out from the competition within the company and obtain more opportunities for dividends. This also poses new challenges and opportunities for the improvement of the company's internal incentive mechanism.
In the feedback of the Zhihu netizen, he also mentioned that the income gap within Huawei is quite large, which makes it difficult for ordinary employees to enjoy the ideal quota and dividend rights. According to him, the maximum allotment of shares for employees at all levels of the company is different, and new employees who have been in the company for less than three years have little chance of receiving **. In contrast, some senior employees struggle to obtain even a quota of 300,000 shares. In order to obtain the ** quota of 360,000 shares, you basically need to reach the company's level 18, which usually requires employees to hold positions such as experts, project managers or leaders. As a result, it will take at least nearly 10 years for the vast majority of employees to achieve this goal. Even if they have the opportunity to get **, employees will need to buy it at their own expense, and the price per share is 7$85 plus the cost of waiving part of the annual leave. This situation exacerbates the unfairness within the company and further exacerbates the divisions and conflicts between employees.
In-depth excavation: The huge income gap within the company and the imperfection of the allotment system make it difficult for employees to obtain fair dividends, and also highlight Huawei's shortcomings in talent training and fair treatment. For employees, in addition to achieving outstanding performance at work, they also need to maintain a sense of competition at all times and strive for more development opportunities and rights. For companies, it is also necessary to re-examine internal welfare mechanisms and incentive policies to improve employees' sense of belonging and loyalty, so as to enhance the sustainable development of enterprises.
The above feedback shows that there are certain problems and contradictions in Huawei's dividend system and share allotment mechanism. Despite the large amount of annual dividends, there are still disparities and unfairness among internal employees, which will affect employee motivation and team cohesion. As an employee, you need to constantly strive to improve your ability at work, and adapt to the company's internal competition mechanism to strive for more development opportunities. For the company, it should strengthen internal communication, optimize the dividend policy, and establish a more fair and transparent incentive mechanism to achieve the goal of common development between employees and the company.