Source: visual China

Since March, China concept shares have plummeted, and the share prices of major manufacturers such as Alibaba, Tencent and meituan have halved from last year’s highs.

On the social platform, a post from a former Tencent employee triggered a heated discussion: in his 30s, he announced his high-profile retirement last year, but after the value of his shares shrank from 10 million yuan to 5 million yuan this year, he was ready to “find work” again.

In the current market, options are no longer as attractive as before. Song Wei, a former employee, gave up the “original shares” of the Internet giant, chose real cash and finally invested in the arms of the new company. The option failed to keep him.

Many employees of large factories told times finance that they hoped that the equity and options they held could bring wealth growth, but they did not dare to expect financial freedom. Considering the risks of dilution of shares and delay in listing of the company, they had lost confidence.

Once mass wealth, now only symbolic significance

Once upon a time, the listing of Alibaba, Tencent and Xiaomi created a group of multimillionaires and billionaires. Taking Xiaomi as an example, about 5500 employees became multimillionaires through options when they went public in 2018.

Tencent was listed as early as 2004, with an issue price of HK $3.7 per share, and its share price has risen a hundred times in more than ten years. He Chao is a 7-year-old employee of Tencent. He told times finance that employees who entered Tencent before 2005 have basically been financially free. For example, his leader joined Tencent in 2004 and bought the company’s shares in the early stage. If he didn’t sell them halfway, he now has about 200 million yuan of stock assets.

Another colleague of he Chao, who is in his early 40s, retired at home two years ago because his company shares are worth at least 30 million yuan. “Compared with before, today’s equity and options are less attractive and more a symbol of the identity of key employees.”

Tencent has always had an equity incentive plan. According to he Chao’s observation, in recent years, the company will select a group of business backbone every year, grant equity incentive, distribute it to their securities account in four years, and unlock it one year after it arrives. At this time, employees can buy and sell. In his department, the business backbone accounts for about 20%.

He Chao admitted that there are too many employees in Tencent. Sometimes, the equity incentive plan only gives each business backbone 500 or 600 shares, with a market value of more than 100000 yuan. It has to be distributed in four years, which is not attractive enough.

Not everyone can be rated as the backbone of the business. He Chao revealed that the working years should be three years or more, a competition agreement should be signed, the selection has requirements for rank and performance, and the relationship with the boss in charge of the selection should not be poor. “Some people have been here for seven or eight years and may not be rewarded.”.

During major festivals, ordinary employees have the opportunity to get shares. He Chao recalled that on the 18th anniversary of the company in 2016, 300 shares were issued to each employee, equivalent to a red envelope of about 60000 yuan per person. For executives, companies sometimes pay year-end bonuses in the form of shares.

He Chao’s salary consists of basic salary, year-end bonus and stock option, of which stock and option account for 20%. He revealed that the salary composition of many colleagues is the same. Only Tencent shares are in his securities account.

On April 14, Tencent’s share price closed at HK $374.4 per share, almost halving from the high of HK $751.138 per share in 2021, which directly affected he Chao’s house purchase and entrepreneurship plans.

However, he Chao is optimistic about the long-term development of Tencent. Now its share price is at a trough. He is ready to increase his position and buy at the bottom. Some of his colleagues also have this plan.

Full salary bought glory option, and the highest expectation is to double

Compared with listed companies, the stock and option appreciation imagination space of large companies to be listed is larger, among which byte beating and glory are the most representative.

Last September, when asked about the rumors of glory listing, Zhao Ming, CEO of glory, responded that glory would be more open and transparent, and there might be a listing plan in the future. Glory programmer Hongsheng told times finance that every employee of the company can buy options to be listed.

At the beginning of 2021, after Hongsheng left the small company, he got the offer of Ali and glory at the same time. Because of the option, he chose glory. However, his expectations are not high, and he does not have the hope of financial freedom. “Senior management can, but grass-roots employees are unlikely”.

According to Hongsheng, glory will allocate options every year according to comprehensive indicators such as employees’ positions and qualifications. The longer their qualifications and better performance, the more shares they can buy, and all employees buy at the same price. If it is purchased according to the maximum amount, employees need to pay annual income, that is, salary plus year-end bonus.

Like many colleagues, Hongsheng purchases options according to the maximum amount and needs to pay the price in a lump sum. He has little savings on weekdays and mainly depends on his parents. Many of his colleagues are still taking loans to buy options, and the loan channels come from the cooperation projects between glory and the bank.

“After listing, the share price can be doubled at most. If the money from the option can buy a suite in full, it will be very satisfied.” Hongsheng works in the glory branch of the second tier city. He said that if it was in Beijing or Shenzhen, he would definitely not be able to afford it.

After marrying his girlfriend, Hongsheng decided to work for a few years to save money, then sell his old house and his girlfriend’s second-hand house, sell most of glory’s shares and buy a big house with all the money.

He Chao said that if employees leave, glory will buy back options at a 20% discount. However, he currently has no intention to leave. After all, he can’t find a better job in the second tier cities. “Glory probably won’t go bankrupt. Should it be mine or mine?”.

The option price has only risen by 3.8% a year. I don’t want to “do the work of three people” this year

As the option purchase limit is linked to performance, Hongsheng worked hard in 2021, “I worked for two or three people alone in order to get a performance rating”.

On the working day last year, Hongsheng clocked in at 9:30 every morning. He often came home at 11:00 p.m. and many colleagues left work at 8 or 9 o’clock. Not only that, Hongsheng works six days a week.

This year, Hongsheng doesn’t work so much overtime. He gets off work at 8:30 p.m. on weekdays. He will continue to work on Saturday because of the high overtime pay, but he usually leaves the office at 6 p.m.

“I don’t want to work overtime this year. I want to improve my professional skills.” On the one hand, Hongsheng wants to learn more professional skills and computer thinking to recharge himself. On the other hand, his desire to buy glory options is not so strong.

Last year, although he was in the performance rating

Source: visual China

Since March, China concept shares have plummeted, and the share prices of major manufacturers such as Alibaba, Tencent and meituan have halved from last year’s highs.

On the social platform, a post from a former Tencent employee triggered a heated discussion: in his 30s, he announced his high-profile retirement last year, but after the value of his shares shrank from 10 million yuan to 5 million yuan this year, he was ready to “find work” again.

In the current market, options are no longer as attractive as before. Song Wei, a former employee, gave up the “original shares” of the Internet giant, chose real cash and finally invested in the arms of the new company. The option failed to keep him.

Many employees of large factories told times finance that they hoped that the equity and options they held could bring wealth growth, but they did not dare to expect financial freedom. Considering the risks of dilution of shares and delay in listing of the company, they had lost confidence.

Once mass wealth, now only symbolic significance

Once upon a time, the listing of Alibaba, Tencent and Xiaomi created a group of multimillionaires and billionaires. Taking Xiaomi as an example, about 5500 employees became multimillionaires through options when they went public in 2018.

Tencent was listed as early as 2004, with an issue price of HK $3.7 per share, and its share price has risen a hundred times in more than ten years. He Chao is a 7-year-old employee of Tencent. He told times finance that employees who entered Tencent before 2005 have basically been financially free. For example, his leader joined Tencent in 2004 and bought the company’s shares in the early stage. If he didn’t sell them halfway, he now has about 200 million yuan of stock assets.

Another colleague of he Chao, who is in his early 40s, retired at home two years ago because his company shares are worth at least 30 million yuan. “Compared with before, today’s equity and options are less attractive and more a symbol of the identity of key employees.”

Tencent has always had an equity incentive plan. According to he Chao’s observation, in recent years, the company will select a group of business backbone every year, grant equity incentive, distribute it to their securities account in four years, and unlock it one year after it arrives. At this time, employees can buy and sell. In his department, the business backbone accounts for about 20%.

He Chao admitted that there are too many employees in Tencent. Sometimes, the equity incentive plan only gives each business backbone 500 or 600 shares, with a market value of more than 100000 yuan. It has to be distributed in four years, which is not attractive enough.

Not everyone can be rated as the backbone of the business. He Chao revealed that the working years should be three years or more, a competition agreement should be signed, the selection has requirements for rank and performance, and the relationship with the boss in charge of the selection should not be poor. “Some people have been here for seven or eight years and may not be rewarded.”.

During major festivals, ordinary employees have the opportunity to get shares. He Chao recalled that on the 18th anniversary of the company in 2016, 300 shares were issued to each employee, equivalent to a red envelope of about 60000 yuan per person. For executives, companies sometimes pay year-end bonuses in the form of shares.

He Chao’s salary consists of basic salary, year-end bonus and stock option, of which stock and option account for 20%. He revealed that the salary composition of many colleagues is the same. Only Tencent shares are in his securities account.

On April 14, Tencent’s share price closed at HK $374.4 per share, almost halving from the high of HK $751.138 per share in 2021, which directly affected he Chao’s house purchase and entrepreneurship plans.

However, he Chao is optimistic about the long-term development of Tencent. Now its share price is at a trough. He is ready to increase his position and buy at the bottom. Some of his colleagues also have this plan.

Full salary bought glory option, and the highest expectation is to double

Compared with listed companies, the stock and option appreciation imagination space of large companies to be listed is larger, among which byte beating and glory are the most representative.

Last September, when asked about the rumors of glory listing, Zhao Ming, CEO of glory, responded that glory would be more open and transparent, and there might be a listing plan in the future. Glory programmer Hongsheng told times finance that every employee of the company can buy options to be listed.

At the beginning of 2021, after Hongsheng left the small company, he got the offer of Ali and glory at the same time. Because of the option, he chose glory. However, his expectations are not high, and he does not have the hope of financial freedom. “Senior management can, but grass-roots employees are unlikely”.

According to Hongsheng, glory will allocate options every year according to comprehensive indicators such as employees’ positions and qualifications. The longer their qualifications and better performance, the more shares they can buy, and all employees buy at the same price. If it is purchased according to the maximum amount, employees need to pay annual income, that is, salary plus year-end bonus.

Like many colleagues, Hongsheng purchases options according to the maximum amount and needs to pay the price in a lump sum. He has little savings on weekdays and mainly depends on his parents. Many of his colleagues are still taking loans to buy options, and the loan channels come from the cooperation projects between glory and the bank.

“After listing, the share price can be doubled at most. If the money from the option can buy a suite in full, it will be very satisfied.” Hongsheng works in the glory branch of the second tier city. He said that if it was in Beijing or Shenzhen, he would definitely not be able to afford it.

After marrying his girlfriend, Hongsheng decided to work for a few years to save money, then sell his old house and his girlfriend’s second-hand house, sell most of glory’s shares and buy a big house with all the money.

He Chao said that if employees leave, glory will buy back options at a 20% discount. However, he currently has no intention to leave. After all, he can’t find a better job in the second tier cities. “Glory probably won’t go bankrupt. Should it be mine or mine?”.

The option price has only risen by 3.8% a year. I don’t want to “do the work of three people” this year

As the option purchase limit is linked to performance, Hongsheng worked hard in 2021, “I worked for two or three people alone in order to get a performance rating”.

On the working day last year, Hongsheng clocked in at 9:30 every morning. He often came home at 11:00 p.m. and many colleagues left work at 8 or 9 o’clock. Not only that, Hongsheng works six days a week.

This year, Hongsheng doesn’t work so much overtime. He gets off work at 8:30 p.m. on weekdays. He will continue to work on Saturday because of the high overtime pay, but he usually leaves the office at 6 p.m.

“I don’t want to work overtime this year. I want to improve my professional skills.” On the one hand, Hongsheng wants to learn more professional skills and computer thinking to recharge himself. On the other hand, his desire to buy glory options is not so strong.

Last year, although he was in the performance rating