In order to further establish and improve the long-term incentive mechanism of the company, fully mobilize the enthusiasm of cadres and core personnel, align personal goals with company goals, tilt rewards towards those who strive, and fully reflect the people-oriented approach, Azure has formulated and announced the 2024 stock option incentive plan, and 65 key personnel from Aucksun have been included in the list of incentive targets.
Only through hard work can we create value for the enterprise and customers
The purpose of the company's existence is to assist innovators (outstanding customers) and enable users to enjoy beautiful technological achievements. Market competition is always fierce. In order for enterprises to live longer, they must continuously meet customer needs, create value for customers, and achieve sustained profits. Value can only rely on the hard work of all employees.
What is struggle? To directly or indirectly serve customers and make contributions to them is to strive. Exhausting oneself wholeheartedly, actively using one's brain, and finding ways to work is a struggle. Guided by results, "planting trees and increasing soil fertility" is also a struggle.
Only a strong culture can cultivate strong individuals (fighters)
The company always adheres to a strong culture of respecting human nature and following the laws of development. A weak culture that does not advocate the morality of relying on the strong, but expects to be obtained through unconventional means and a savior. We believe that there has never been a savior, nor does it rely on immortals or gods. Happiness is not something that can be easily achieved by beating drums and gongs, but can only be created through hardworking.
Only by tilting the rewards towards the fighters can we respect the fruits of labor
Not being able to objectively evaluate the efforts of employees is disrespectful to labor. Not daring to pay differentiated returns is unfair to excellence. The company will be results oriented, continuously improving the core value guidance and value evaluation system for each position, and making relatively objective and fair evaluations of employee contributions. Employees who have made contributions and achieved results should receive reasonable rewards.
Drucker said that the greatest corruption of cadres is laziness. So we cannot tolerate people who lack responsibility and initiative, especially cadres. The company should fully respect the personality of all employees, but should widen the gap between outstanding fighters and other employees in terms of salary, bonuses, options, positions, etc., so that outstanding fighters can stay ahead and let other employees know that doing well can lead to promotion and wealth, gradually forming a culture of continuous struggle.
Dealing with the uncertainty of motivation with the certainty of value distribution
One of the main tasks of company human resource management is to establish a mechanism that enables contributors to receive reasonable returns, and to address the uncertainty of motivation with the certainty of value allocation. This mechanism can also be said to be a hypothesis, a commitment. If employees accept this assumption, and after working hard, they do indeed receive the expected rewards, and the certainty of this assumption is repeatedly verified, this assumption will be transformed into a belief, a natural choice, and form the company's cultural values.
