Stellantis - the parent company of Dodge, Jeep, Chrysler, and other brands - is planning to only sell EVs in Europe by 2030, while half of all sales in the U.S. It’s planning to introduce 23 new electrified models, including 15 new EVs, by the end of the decade. By fiscal year 2030, it wants 40% of its U.S. Nissan wants EVs to make up at least 75% of its sales in Europe, 55% in Japan, and 40% in China by fiscal year 2026. The company just rolled out its first EV and it has plans to launch three new EVs by 2025. Mazda pledged that 25% of its vehicles will be electrified in 2030, while the rest of its offerings will be hybrids. Meanwhile, Kia - which is owned by Hyundai - wants to boost annual sales of battery EVs to 1.2 million by the end of the decade. That would equal 7% of the global market. Hyundai plans to sell 1.9 million battery EVs annually by 2030, and will introduce 17 new EV models by then. Honda is working on three new EV platforms for its models, one of which is in partnership with GM. The company wants to offer 30 EV models by 2030, and crank out more than 2 million EVs a year. Honda aims to make its entire lineup zero-emissions in major markets by 2040. General Motors committed to selling only zero-emission cars and trucks by 2035. By 2024, it hopes to manufacture 270,000 Mach Es a year for North America, Europe, and China produce 150,000 Lightnings in North America and 150,000 electric Transit vans for North America and Europe and sell 30,000 units of a yet-to-be-made electric SUV in Europe. By the end of 2023, Ford wants to produce 600,000 EVs a year. Like BMW, the company has also set interim goals.
The German automaker set an interim target of selling 2 million EVs by 2025.įord is planning for half of all vehicles it sells to be electric by 2030.
The bonus was meant as a thank you to the employees, and in the end, the Zoom bonus was worth a lot more than the average home office stipend or days off most tech companies gave out.īMW wants 50% of global sales to be electric before 2030. What makes the Zoom award unique is that it wasn't just about convincing employees to stay, but to reward them for keeping the world connected at the start of the pandemic. (He lasted 4 and a half years before leaving in January 2021.) When Facebook executive Chris Cox rejoined as its chief product officer, the company awarded him an extra $4 million on top of his $69 million signing bonus to stick around for a year. For example, when Walmart bought Jet.com, Marc Lore reportedly received RSUs worth more than $250 million, but the five-year vesting schedule was backloaded so that it only vested 10% in the first year compared to 30% in five. Retention bonuses aren't uncommon in the tech industry, but they're typically targeted at specific executives or toward employees after an acquisition so they stick around at the new company. It's a unique form of "golden handcuffs" to incentivize that workforce to stick around, while also being a tremendous reward for those who did. employees at Zoom who had stuck around for a year received the first tranche of 225 shares from the award, valued on June 8 at around $76,000 - more than the entire award's initial target value. As part of the Zoom bonus terms, the stock vests over two years in two chunks, so employees had to have stayed through this past June to get the first half of the 450 shares, and will need to remain with Zoom until Jfor the second half. Unlike options, which give employees a right to buy stock for a lower stock price, RSUs convert to shares whenever certain conditions are met. In the U.S., Zoom gave out 450 RSUs, or restricted stock units, to employees. And with the ballooning stock price, the retention award bonus has swelled too. Its stock price reached a peak of around $568 in October 2020 before settling around $380 for the last few weeks. But Zoom's stock has been on a tear as the videoconferencing company saw tremendous growth in 2020 and became a household name during the pandemic.
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