Generally speaking, companies that do chain brands now generally have two types of equity, one is the parent company and the other is store equity.
Now the boss understands that the equity of the parent company is only 100%, there is no more, and it also involves the problem of decision-making, but the store equity is different, the store can continue to expand, so it can release the store equity and attract investors.
Some companies have adopted internal employee partnerships, that is, to let employees also participate in shares, but some chain projects start at 500,000 yuan, and internal employees cannot afford to pay such a large investment.
So if the store wants to raise funds, how should it design a plan to attract investors?
That is to say, to put it another way: investors want to invest in stores, only pay money, we will manage. How to talk about cooperation?
So in the face of this situation, how do you deal with it?
Well, do not sell Guanzi, there are generally 5 common investment schemes:
The first: classified dividends you are currently here
The second type: custodial investment
The third type: premium investment
Fourth: guaranteed investment
Fifth: dynamic dividends
No matter how the plan changes, the essence behind this is the game between human and capital, as well as the distribution of benefits, and how to balance risks and benefits.
The so-called classified dividend is: it is to use the equity method to confirm the management of manpower and management value, and to price it as capital, that is, human resource stocks. The money invested by the investor is used as a capital stock.
Both sides come to invest together, but the party that needs to consider contributing, that is, human resources stocks, is also an investment.
Dividends should be calculated according to the human resources stock and the capital stock.
In today's era, having money does not necessarily make things good, and a very important part of the success of the project lies in the people. In other words, the more successful the project operation, the more dividends the human resources stock should receive.
Then, suppose that the dividend is paid with excess and progressive human resources, that is, after setting the target, the excess performance is also distributed to the management team. (The following case will be discussed in detail)
In this way, the model of determining the proportion of equity is broken, so that the manager can obtain a flexible dividend return according to the business results, and the manager can have more morale, so that investors and managers can win-win.
Company A and investor Li Zong cooperated to invest in a store, a total of 2 million.
Company A invested 500,000 yuan, accounting for 25% of the shares
Li invested 1.5 million yuan, accounting for 75% of the shares
But the problem is that Mr. Li does not participate in the management, and the store is responsible for the whole process by Company A. So how to design to make managers (Company A) more fair and reasonable?
We now design two scenarios:
Option A: Fixed-scale human resources unit
Programme B: Excess Progressive Manpower Unit
------------------------------------------
Let's look at Plan A: Fixed Percentage Manpower Unit
Because this project is a very high success rate of opening a store, followed by the operation of the brand operator is very critical, so after data and further discussion, human resources accounted for 40%, then the algorithm is as follows:
Manpower shares: fixed manpower shares for Company A, accounting for 40% of dividend rights
Capital stocks: Company A accounts for 25% of the capital shares, investor Li Zong accounts for 75% of the capital shares, accounting for 60% of the dividend rights
Company A's shareholding ratio: management shares + capital shares = 40% + 60% * 25% = 55%, then the total proportion of investor Li shares: 60% * 75% = 45%
Assuming that this year's profit harvest is 3 million, then Company A has a dividend of 1.65 million, and investor Li always has 1.35 million.
Look again at Scenario B: Excess Progressive Manpower Unit
Design different profits, give people a higher dividend on human stocks, after discussion between the two sides, laddered human stock dividends, accounting for 20%-50% of the dividend rights.
Less than 500,000 manpower units take 30%
500,000,000,000,000,000 manpower shares take 40%
1-2 million manpower shares take 50%
More than 2 million manpower shares take 60%
This solution lies in the fact that if the store is not operating well, the human resources stock will give less; the better the store operation, the more the human resources stock will be divided;
Similarly, assuming a profit harvest of 3 million this year, then the dividends of Company A are:
Interval 1 (less than 500,000):
Management shares: 30% * 500,000 = 150,000
Capital stocks: 70% * 25% * 500,000 = 87,500
Range 2 (50-1 million):
Management shares: 40% * 500,000 = 200,000
Capital stocks: 60% * 25% * 500,000 = 87,500
Range 3 (1-2 million):
Management shares: 50% * 1 million = 500,000
Capital stocks: 50% * 25% * 1 million = 125,000
Interval four (more than 2 million):
Management shares: 60% * 1 million = 600,000
Capital stocks: 40% * 25% * 1 million = 100,000
Then the dividends of Company A (the sum of each profit): 1.8375 million, then the total dividend of investor Li: 300-183.75 = 116.25 million.
We compare the A and B schemes:
Option A: fixed manpower unit, the proportion is simple and easy to calculate;
Programme B: Over-progressive human resources units, allocated on the basis of results.
Plan B is actually relatively more scientific, because it can motivate the management to actively operate. The better the management, the greater the return, and the investment income of the investor also increases accordingly, and the two sides are win-win rather than game relationship.
At the same time, it can also achieve different interests in the same shares, and the proportion of equity in the store is displayed externally as the proportion of funds, but the internal agreement stipulates that when the benefits are distributed, the corresponding distribution of human shares will be given according to the agreement.
However, each company sets a ladder to consider the actual situation, so a good store investment partnership plan, not how much money to invest in how many shares, this is the past tense, because the capital is no longer as important as before, now it should be examined: the value of management and brand, balance the contribution of funds, distinguish between good management and capital contribution, more reasonable settings to allocate equity, is able to achieve long-term win-win.
Next time we share the second store investment solution: custody investment.
Stay tuned!