1, do a good job in the future planning of your company, for example, how big can you achieve in the next three years? What is the profit? Whether it can be listed after 5 years;
2. Divide the opportunities that your company can realize in the future into several years. For example, your annual turnover is 6,543,800+0,000 (profit of 200,000), 2 million (350,000) next year, 5 million (800,000) the year after next, 20 million in the fifth year and 2.5 million in profit. After 654.38+00 years, the turnover is 65.44.
3. Evaluate the value of the company in different years (estimate it yourself first), such as 800,000 this year, 5 million after three years, 20 million after five years, and 65.438+05 billion after 654.38+00 years;
4. Divide shares according to the valuation of the company in different years, for example, according to the calculation of 20 million after five years, each share is 1, and the shares are 2000;
5. You take out 20% of the company as employee option after 5 years, that is, 4 million shares, each of which accounts for 200,000 shares, and 20 people are 4 million shares. Of course, the specific value of your company depends on how you plan the future;
6. Options can be implemented annually and completed in 5 years;
7. For everyone, you can get 200,000 shares, and how many benefits will there be every year, so that employees can have a head start. This option is meaningful.
Let's not talk about the exclusive rights and obligations of options here. You can check it yourself, or I'll tell you more later.
Several companies I have worked for all use options, and the method is very effective. The key depends on whether your company has a future.
My company's options: CEO can achieve a value of 50 million, vice president 6.5438+0.8 million, middle-level 8 million, and basic management 3 million. Within four years, our choice should be attractive.
The premise is that the company wants to realize IPO.
Wish you success!