Startups Paying Bonuses…..an Oxymoron??

I am a huge believer is paying bonuses when a company can afford to pay them.  And there lies the issue.  How do you define “afford”.  I like to define it as having positive cash flow at year end to cover the payments.  Positive cash flow in this context = profit.

With that definition, here are some things that would not qualify:

  • “Hey, sweet, we just closed a $3mm Series A”
  • “We rock, we just signed an agreement with the largest distributor in the country!
  • “Sweet!!  We just got FDA approval for a new drug”
  • “Guess what – it is end of year holiday time!”

I hope you sensed a little bit of sarcasm in my text tone.  But yes, I have heard these and more.   Closing a Series A has nothing to do with profits; the investors want the $$ used to build a business.  Signing a large distributor has nothing to do with profits until you start selling lots of product (hopefully at a hefty profit) to the distributor.  Likewise for FDA approval – start selling the drug.  And holiday time, the biggest offender, has nothing to do with profits  and everything to do with emotion.

Motivating the team is obviously key.  Do bonuses motivate?  In general, it is hard to say that they don’t at least help to motivate.  So, at startups its is critical in my view for the CEO to set the tone from the beginning in terms of when bonuses can be paid.  If the team knows from the beginning that bonuses derive from profits that will serve to manage expectations well.  I think of the bonus mentality as an evolution that the CEO controls.

[just pushed “publish” instead of “save”…..sorry….here is the rest]

With respect to holiday time recognition the evolution might look something like this:  Year 1, holiday party.  Year 2, holiday party with $30 Starbucks gift cards.  Year 3, holiday party with $100 Apple Store gift cards.  Year 4, holiday party with $2000 cash bonuses (assuming profits exist to cover them).  Again, the expectation management is the critical component that must be managed from the top.

With all this said, I am 100% fine with paying a one-off bonus regardless of profits to a particular team member for an extraordinary effort.  For example, perhaps the head of bus dev did such an amazing job getting that big distributor signed up that the board decides to pay a “thank you” bonus to this person (despite the fact that the bus dev guy’s job is to get such big contracts signed up).

Look forward to your comments.

No Mess (Hanging Deferred Comp)

It is really easy to underpay yourself in a start up.  After all, there is typically not enough $$ to pay yourself well or at all.  It is easy to cut your salary during a cash flow crunch.  By using the word “easy”, I do not mean easy as in fun or simple.  Rather I mean easy as in you have no choice.  And having no choice is not too easy!

Prior to receiving outside funding, founders often work for very little salary.  Ideally, everyone is motivated by their equity stake and the hope of future reward.  A serious issue arises when the “salary not taken” shows up as deferred compensation on the company’s balance sheet or rears its head in discussions with potential funders.  This is not going to make for a pleasant talk.  It also makes for a messy balance sheet.  It is difficult or impossible to get deferred compensation paid once you have outside investors.  I think the most important point here is actually expectation management.

A similar situation arises when bonuses are granted even though they cannot be paid due to lack of cash.  Is employee moral boosted by paper bonuses that might get paid in the future if cash flow improves?  Doubtful.  I am guilty of falling into this trap as a board member.  The situation never ends well and, again, a messy balance sheet results.

I love to approve bonuses when cash flow exists to pay them (i.e., hey, we are selling product and making some profit).  I love paying market salary when cash flow exists to support.  I wish my VC fund were larger so that I could get paid more out of our management fee.   Reality is……it is not.  Reality is…..the payday hopefully comes later with exits.

Luckily, we don’t carry any deferred salaries on our books.

What is a Venture Partner?

One of my students just asked me what a “Venture Partner” is in the context of a venture capital firm.  I quickly typed in “venture partner” into the Wikipedia query box.  No results.  Kind of surprised me.  So, then I typed “venture partner definition” into the Google search box.  Lousy results.  So, I had to wing it.

Here is my take to this not so uncommon question.

First, to make sure we are on the same playing field……many VC firms have hierarchies (particularly the large ones).  Examples:

1.  Managing Partner/General Partner (I have seen some with Managing Directors too like an investment bank):  top dogs that run the shop and own most of the carried interest.

2.  Principals:  next in line to the top.  Typically folks that have been at the firm for a good chunk of years and are learning all about the business (fund raising, investing, managing investments, managing investors, harvesting).

3.  Vice Presidents:  below Principals.

4.  Associates (sometime there are senior associates too):  below the VPs; the new folks on the block, typically young in age.

5.  Other staff like a controller or CFO; marketing coordinator; investor relations manager; and general counsel.  Again, all these roles are dependent on the size of the firm and amount of capital under management.

Critically, it is completely common for someone to be hired in as a principal or managing partner depending on the experience level.

Also, critically, some firms only have the tops dogs and a few principals.  There is no one right way to cut the biscuit when it comes to VC titles.

Then there are the ambiguous titles of Executive in Residence and Entrepreneur in Residence.  These typically are people paid by the VC firm to spend time at the firm and perhaps create a company while being incubated by the VC or be available to join a new portfolio company that the VC invests in.  These roles typically do not have any carried interest.

So, now to Venture Partner (I have also seen Venture Advisers).  It has lots of flexibility and ambiguity.  It might be a former General Partner who wants to step back from the day to day running of the firm and thereby avoid doing things that are not particularly pleasant  all the time (like fund raising or sitting on way too many boards or managing limited partners).  It might be a real tech wizard that the VC firm wants to keep around to help vet deals and companies.  It might be a real ops wizard that can parachute in and fix things.   So, it is a nice catch-all category.  It carries cache.  And it often carries carried interest too (though a lower share).

Hope that answers some questions!

 

Being Part of a Team

I have been doing a lot of thinking lately about the desire to be part of a team.  Let’s call this “Team Desire”.   Some people have it.  Some people don’t.  Some VCs have it and some don’t.  Some have it more than others.   I would think that all CEOs have it, and if they don’t they should consider switching titles.

Being part of a team…….hmmmm.   Do those that have Team Desire have some need to feel included?  Maybe.  Do those that have Team Desire have some need to be recognized?  Maybe.  Do those that have Team Desire have a need to feel reassured?  Maybe.   On these 3 questions, my general thought is “who cares.”  These are not overly healthy aspects of Team Desire, but I am sure they exist often.

I have Team Desire.  This applies to my role as a VC and in many other aspects of my life (like my soccer team or my group of skiing buddies).  In my VC role, there are at times conflicts between being on the company team and, well, being a VC.  Some CEOs see those conflicts as apparent too often (in my view) and some don’t.  Some VCs might see those conflicts as apparent too often and others surely don’t.  When things at a company are not going so well, the conflicts are more apparent.

Personally, I get over the real conflicts and apparent conflicts by knowing that certain rules of the VC dynamic are not changeable and not worth arguing about too much.  VCs fund companies.  Investors have lots of “say”.  VCs need to be treated like important shareholders and spoon fed constant information by the CEOs of portfolio companies.  VCs have board reps and the board controls the company.  Plain and simple rules.  I take these rules for granted.  Once I do that and hope that others on the team do also, then becoming part of the functioning team is pretty easy.  Team Desire wins.  It becomes easier to help and have the help accepted.  While the CEO cannot fire the VC from the board, the CEO can and should fire the VC from the inside team if the VC is not playing like a team member.  I think that most VCs actually want to play on the team for the right reasons and advance the cause dramatically.

At the companies in which I am involved, it is always about the team.  Earning trust from management and visa versa.  Working hard towards achieving goals and helping out in any way I can.  If a CEO considers this intrusive, then the team is not functioning right – either it is intrusive (and that needs correcting) or the perception is misguided (and that needs correcting).

I am sure that I will continue to think about this topic more and write more about it.  Team  Desire is the way my mind works.  Interesting topic – not that easy to write about.

No Mess (Too Much Liquidation Preference)

Nothing better than sitting at LGA writing blog posts.  Instead of heading for my meeting (does not start for a few hours), I  decided to hang out in the food court for a bit and watch. I know……living on the edge.

Continuing with the “No Mess” theme of commenting on things that give VCs pause, I thought it would be good to touch on liquidation preference.  Specifically, “too much” liquidation preference (I will use “LP” for liquidation preference).

As most of you probably know, LP is one of the fundamental economic attributes of preferred stock that preferred shareholders enjoy.  Yes, it is possible to issue preferred stock without liquidation preference, but that is rarely done.  Rather, preferred stock has the right upon a liquidation event to get its money back (a 1X LP) or, sometimes, a multiple of its money back (for example a 2X LP).  Sometimes, after getting back the LP, the preferred holder then converts to common and gets its prorata share of proceeds left after all LP has been paid (this is called participating preferred).  And sometimes the preferred stock holder has to choose between getting its LP only or converting to common and taking its overall prorata (this is called non-participating preferred; the holder will pick what ever route gives more $).  Current “market” stats actually show about 50% of deals being done with participating preferred and 50% with non-participating preferred.   One final background point, a “liquidation event” is a sale of the company and typically NOT an IPO.  All the liquidation preference provisions and rights are contained in the company’s certificate of incorporation as opposed to some independent written agreement.

Ok, enough of the background.  The “no mess” LP issue relates to investors in later rounds of financing (typically Series C and beyond).  Let’s assume the following:

Series A round = $3mm and the Series A preferred stock is participating with a 1X LP
Series B round = $5mm and the Series B preferred stock is participating with a 2x LP

So, after the Series B round the company would have $13mm of aggregate liquidation preference ($3mm plus 2*$5mm).  Fast forward 18 months after the Series B round and the company now needs to raise more VC $.  The company has been preforming well, but not over the top.  Yet, it is able to attract more investment capital.  Is the $13mm of aggregate LP a problem?  It might be.

With respect to the Series C round, let’s assume that the pre-money valuation is $12 million and that the VC investing is going to put in $4mm (and to keep things simple, let’s have only 1 Series C investor).  Therefore, the new Series C investor would own 25% of the company post money ($4mm/($12mm + $4mm)).  Let’s also assume that the Series C has a 1X LP with participation.

If all goes well, the company does not need to raise more $ prior to a liquidation event.  If it is later sold for $40 million, the proceeds waterfall focused on the Series C investor would look something like this:

$40 million
($100,000) of transaction expenses
 ($800,000) of investment banker fees assuming a banker is used
$39.1 million balance
($3 million) to Series A LP
($10 million) to Series B LP
($4 million) to Series C LP
$22.1 million balance to distribute to all shareholders prorata
($5.525 million) to Series C investor, which is 25% of $22.1 million
$16.575 million to Series A, B and common holders

In the above waterfall, it is NOT possible to calculate the specific distribution to Series A and Series B or common holders because I have not made any valuation assumptions for the Series A and B rounds so we don’t know how much of the company the Series A and B own.

Is the Series C holder happy with investing $4mm and getting back $9.525mm?  Better than a kick in the head and better than a loss, but a 2.38X return multiple is a good hit but not a home run.   Depending on the stage of the company, this might be OK.  In fact, it might be expected.

Had the Series B had only a 1X LP, the balance to distribute prorata to all shareholders would be $27.1mm and the Series C 25% portion of that would be $6.775 mm.  Then the total return back to the Series C investor would be $4mm plus $6.775mm = $10.775mm or a 2.69X return.  Healthy, but again not a home run.

Critically, as you lower the aggregate LP and also strip away the participation rights of earlier investors, the better off the last dollars in will fare (in this case the Series C).  In our example, the Series C investor, prior to investment, likely would have modeled out its potential return and reached a conclusion that “this investment does not have the potential to return enough to make it worth it unless we alter the rights of the existing investors.”  It may require a pay to play round that forced non-participants to convert to common (thereby lowering the aggregate LP) as an example.

Bottom line:  we weary of building up too much aggregate LP.  Things can get very ugly quickly.  Later investors will be turned off and it will result in some interesting negotiations.

Off to my meeting!