文化：自由与责任课件.ppt

* Optional Options期权 Employees get top of market salary, and then can request to trade salary for stock options员工得到人力市场上的最高工资，然后他们可以要求把工资兑换成为期权 Some people take all cash, some people request half their comp in options有的人选择全拿现金，有的人要求拿一半工资兑换成期权 Both are OK两种都没问题 This is consistent with freedom and responsibility, and lets employees decide how much risk/reward is comfortable for them这是对自由与责任的坚持，它让员工决定自己能承受多大程度上的风险/回报 * Details on Stock Options期权细节 The options are fully vested and are 10-years-to-exercise options, independent of how long one stays at Netflix期权分10年行使，而且一经发放即为员工完全持有，随时可以转手，无论这个员工在Netflix工作了多长时间 These fully vested options are granted monthly at the then current stock price, so employees get price averaging on their exercise price这些员工完全持有的期权依照当时的市场股票价格按月发放，因此员工按照行使期权的平均价格获利 These options cost employees less than half of what such options would cost in the open market, and are from pre-tax salary, so are a great deal期权按照不到市场股价一半的价格买给员工，而且是用税前工资购买，因此是个对员工有利的交易 Employees can change their option request annually员工每年都可以要求改变期权数额 Options become valuable only if Netflix stock climbs唯有Netflix股价上扬，期权才具有价值 * No Vesting or Deferred Comp没有期权工资或者延期工资 We don’t want managers to “own” their people with vesting – all comp is fully vested我们不希望管理者通过扣发工资的方式控制员工，所有薪酬足额下发 We want managers to be responsible for creating a great place to work, and paying at the top of market我们要求管理者负责建立起最好的工作环境，支付市场最高工资 Employees are free to leave us anytime, without penalty, but nearly everyone stays员工可以在任何时候辞职，无需缴纳罚金，但这么做了之后几乎所有人都留了下来 Employees stay because they are passionate about their work, and well paid, not because of a deferred compensation system员工留下来的原因是他们对工作有热情，薪酬丰厚，而不是因为有一个延期发放工资的系统 * No Ranking Against Other Employees不要用等级刺激员工 We avoid “top 30%” and “bottom 10%” rankings amongst employees我们避免用“最好的30%”或者“最差的10%”这样的等级来刺激员工 We don’t want employees to feel competitive with each other我们不希望员工感觉到彼此之间是竞争关系 We want all of our employees to be “top 10%” relative to the pool of global candidate