Xijiade’s 721 partnership model

The three most feared problems for store expansion are:

1. Shortage of funds and no money for expansion

2. Old employees are unwilling to lead new employees and the talent echelon 3. The employee turnover rate is high, excellent talents cannot be retained, and mediocre employees cannot be activated

The 721 partnership model perfectly solves these problems. How does it do it specifically?

1. ***Same investment:

The company and the store manager jointly opened the store, with the company investing 70% and the store manager investing 30%, solving the problem of capital shortage and achieving rapid expansion< /p>

2. Equity dividends:

Before the cost is recovered, the company and the store will share dividends in proportion to the investment. After the cost is recovered, the company will receive 30% dividends and the store manager will receive 70% dividends. In this way, the store manager Be more motivated and retain outstanding talents

3. Mentoring system:

If an old store manager trains a new store manager, he can enjoy 10% dividends in the new store, breaking the "church The situation where the apprentice starves to death of the master" can continuously supply talents.

4. Loss occurs

If a store suffers a loss, the company will bear 70% and the store manager will bear 30%. If there is a loss for three consecutive years, the company will evaluate it to see if it needs to change the store. Open or close stores

5. New store reserves

You can use 10% of the profit every month as new store reserves, so that even if the new store loses money, the loss is only the reserve fund

6. Exit mechanism

In a loss-making state, if the store manager wants to exit, he will assess the situation and decide how much to refund, or not;

In a profitable state If the store manager wants to quit, the company can buy back the store manager's shares at a one-time price of 3 times the earnings.

Convert from the traditional employment system to a partnership system, realize employees’ dream of being a boss, and transform working for others into doing it yourself

For example, a small noodle shop in Shanxi, "Jiu Mao Jiu", Just use this "721" model to put a bowl of noodles for 10 yuan on the market! With an annual income of 2 billion, 10 billionaires and 50 multi-millionaires were born! The market value is as high as HK$13.7 billion! How exactly?

1. The headquarters invests in establishing branches, and the headquarters holds 70% of the shares and does not participate in management.

2. Store managers who meet the assessment standards can get 20% of the store's profits without investing any capital. Dividends, if the store manager has served for three years, 20% of the dividend shares can become registered shares.

Because whether a store is profitable or not is 99% related to the ability of the store manager, store profits are tied to the store manager. The more profits the store has, the more the store manager will earn, which completely inspires Store manager potential.

3. When the old store manager trains a new store manager, the master can share 10% of the profits in the apprentice's store. In this way, the more the apprentice shop earns, the more the master will get, and the company can quickly copy outstanding talents and steadily expand and fission.

Some bosses may say: "Our company does not do chain stores, so it is not suitable for internal franchises like Jiumaojiu." However, the partnership model can help the company gather a group of people who are really doing business. Rather than someone who fishes in troubled waters to get paid. So how do bosses use the maker partnership model in their companies?

Let’s take the marketing team as an example:

In the past, the salespeople we recruited often disliked the low base salary, low wages, and uneven abilities. Now we can try the maker partnership system :

When recruiting, give a relatively high base salary, such as 4,000 base salary + 5% commission to recruit sales, so that the newcomers who come in will be of higher quality, and then the company will provide systematic training to help some outstanding employees achieve performance , providing confidence to the entire team

Two mechanisms will be provided for them to choose after three months:

1. Original base salary of 4,000 + 5% commission

2 .Change the 4,000 base salary to 1,000 base salary, or even 0 base salary, and change the commission from 5% to 25% (can be adjusted according to the product profit margin)

If the salesperson made 50,000 yuan in performance in a month, before You can only get 40050,000×5%=6500, but now you can get 50,000×25%=12500

Those truly capable leaders will definitely choose the second mechanism. One mechanism is just a transitional period, allowing employees to slowly accept the second mechanism.

This not only improves the motivation of your employees, but also greatly reduces your company's costs, allowing salespeople to perform unlimited fission with low risk