When facing a venture, many SME owners fall into the “temptation” of not setting their own remuneration. However, this can have negative consequences. Not assigning financial compensation to the entrepreneur means not quantifying the opportunity cost of his or her time. Linked to this, it is also important to take into account the entrepreneur's skills as an SME leader. This implies, among other things, the ability to delegate and focus on what really generates value: abandoning operational tasks to spend as much time as strategists.
Frente a esta situación, muchos emprendedores se ven ante el dilema de determinar un sueldo o de retirar dividendos. Sin embargo, es importante entender que ambos son conceptos independientes. Por un lado, el empresario debería tener un sueldo en base al trabajo que desarrolla, que debe ser constante y conocido. Por otro lado los resultados de la pyme, que suelen ser variables, luego generan una proporción para reinvertir y otra como dividendos. El englobar todo junto podría producir demasiada reinversión sin resultados para el empresario, o por el contrario, un “vaciamiento” de la compañía.
It is essential to give an economic value to the employer's work through salary. Firstly, because it is what determines the value of their work and at the same time because not having their own salary “biases” the company's results, by including this remuneration within the company's results.
