Zynga掌門人細(xì)說上市緣由
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談到其他非Facebook平臺(tái)，你能告訴我們何時(shí)會(huì)推出Project Z嗎？ ????我們還沒有公開披露過這個(gè)時(shí)間，但我可以說，我們的員工正在內(nèi)部繼續(xù)進(jìn)行不同元素的測(cè)試，就和我們推出游戲時(shí)的流程一樣。我們希望它不久能與大眾見面，但我們并不著急。這個(gè)時(shí)間更多地取決于我們什么時(shí)候能夠達(dá)到很出色的玩家體驗(yàn)。 有很多人猜測(cè)，一旦Zynga的員工持股禁售期結(jié)束，就會(huì)有很多員工離開公司。為什么？ ????我不知道為什么會(huì)有這樣的猜測(cè)，我們一直處于靜默期。Zynga的人員自然流失率歷來很低，大大低于硅谷其他的上市或非上市公司。我知道媒體從未報(bào)道過這一點(diǎn)，但這是真實(shí)情況。而且，我們也在不斷地收到很多出色的簡(jiǎn)歷，并持續(xù)有優(yōu)秀的人才加盟。 ????一家公司如何留住人才，歸根結(jié)底是三點(diǎn)： ????1. 員工們對(duì)公司的事業(yè)和方向有沒有信心？我相信我們的員工有，因?yàn)閆ynga提供了為最廣大玩家打造游戲產(chǎn)品的獨(dú)特機(jī)會(huì)。 ????2. 員工們有沒有感受到良性的職業(yè)流動(dòng)。我必須要指出的是升級(jí)文化是我們的價(jià)值觀之一。超過60%的員工每年都能獲得升級(jí)，即每年他們都會(huì)承擔(dān)起更高的領(lǐng)導(dǎo)職務(wù)、獲得更高的薪酬。我們結(jié)束靜默期后，你可以和我們一線的員工交談，我想他們會(huì)告訴你，他們?cè)赯ynga獲得的職業(yè)流動(dòng)機(jī)會(huì)高于其他任何公司。 ????3. 我們的團(tuán)隊(duì)自我管理，這意味著他們對(duì)工作環(huán)境有很大的控制權(quán)。 ????我們的文化不止于此，它相當(dāng)深厚。我們的員工熱愛公司，并引以為榮。我們一直要求他們不要出頭，不必在媒體或博客上替公司說話，因此我想公眾可能還不知道這一點(diǎn)。 今年3月你個(gè)人將約1.09億美元的股票賣回給公司，每股售價(jià)略低于14美元。你能聯(lián)系當(dāng)時(shí)的背景談?wù)勥@個(gè)決定嗎，畢竟你們今天的IPO價(jià)格是每股10美元？ ????我從未試圖踏準(zhǔn)市場(chǎng)節(jié)奏或成為什么估值專家。我希望能在這家公司度過余下職業(yè)生涯，因此從一開始我的做法就不同于其他企業(yè)家，他們售股可能是為了退出公司。 ????很早我就開始持續(xù)少量地賣出持股，希望不要感到有出售公司的壓力。媒體不能用其中某一筆交易來揣測(cè)當(dāng)時(shí)我對(duì)公司未來前景或公司估值的看法。 |
Speaking of other non-Facebook platforms, can you say when Project Z will be available? ????We haven't made any public announcements about the timing, but I'd say that we continue to test various elements of it with our employees internally, just as we do when launching a game. We hope it will be out to our audience soon, but I wouldn't say we're driven by dates. It's more about when we think we've achieved a compelling experience. There has been widespread speculation that a large number of Zynga employees will leave the company once they are allowed to sell shares. Why? ????I'm not sure why there's been all that speculation other than that we've been in a quiet period. Our company has historically had very low attrition, much lower than other public or private companies in Silicon Valley. I know that hasn't been reported on, but it's true. We also continue to have an amazing inflow of resumes and talent. ????When you think about what keeps talent at a company, it comes down to three points: ????1. Do employees believe in the mission and direction of the company. I believe they do, because Zynga offers a unique opportunity to build games for the broadest audience ever seen in games. ????2. Do employees feel they have great career mobility. And I'd point you to the fact that a culture of leveling up is one of our values. More than 60% have leveled up annually, which means they've taken on greater leadership roles and compensation each year. When we're past the acquire period and you can talk to actual employees, I think they'll tell you they have more opportunity for mobility here than if they worked at any other company. ??? 3. Our teams manage themselves, which means they have a great amount of control over their work environments. ????Beyond that, our culture runs deep. Our employees have a real love for Zynga and real pride. We've asked them not to go out and defend us in the press or blogs, so I don't think that's come through publicly yet. You personally sold around $109 million shares back to the company in March, at a price of just under $14 per share. Can you contextualize that decision, given that your IPO priced today at $10 per share? ????I've never been trying to time the market or be an expert on valuation of us or anybody else. My approach from the beginning, because I've wanted to stay at this company for the rest of my career, has been to take a different approach from other entrepreneurs who might look to sell their company as an exit. ????Since early on, I've sold small pieces of my ownership along the way, so as not to feel any pressure to sell the company. I don't think you can look at any single one of those transactions and use it to judge my beliefs at that time in the future prospects of the company or its value. |
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