1.起初不要给资源承诺者大量股权
1. At first, do not give resource pledgers a large amount of equity
创业时，企业迫切需要可以带来营业收入的直接资源。创业者可能不是很慎重地就拿公司的股权去交换对方的资源承诺，但是承诺的资源不一定能够兑现。创业公司的价值需要整个创业团队长期投入时间和精力去实现，因此对于那些非全职参与创业的承诺资源者，不要一开始就释放给他过多的股权，建议优先考虑项目提成，谈利益合作，一事一结，而不是通过股权长期深度绑定。
When starting a business, companies urgently need direct resources that can generate revenue. Entrepreneurs may not be very cautious in exchanging their company's equity for the other party's resource commitments, but the promised resources may not be able to be fulfilled. The value of a startup company requires the entire startup team to invest time and energy in the long term to achieve it. Therefore, for those who are committed to part-time participation in entrepreneurship, it is recommended not to release too much equity to them from the beginning. It is recommended to prioritize project commissions, discuss interest cooperation, and settle each matter, rather than through long-term deep equity binding.
2.创业初期，不要简单按照各自出资比例分配股权企业的利润主要是靠人才创造的，初始的启动资金在创业开始非常重要，但是企业发展到一定阶段，资金就不是问题了，而人才却非常重要。让有能力的合伙人给无能力的合伙人打工，是不能长久的。
2. In the early stages of entrepreneurship, do not simply distribute the profits of equity enterprises according to their respective investment ratios. The main source of profits is created by talent. The initial start-up capital is very important at the beginning of entrepreneurship, but when the enterprise reaches a certain stage of development, capital is not a problem, and talent is very important. Allowing capable partners to work for incompetent partners is not sustainable.
3.不宜给兼职人员过多的股权
3. It is not advisable to give too much equity to part-time employees
创业有风险，当创始人讲到他们的团队时，10个人的团队，目前4个人全职创业，还有6个人还在大公司打工，只是兼职创业，等时机成熟了再参与全职。建议公司不要一开始就给予这些兼职人员较高的股份，因为即使这类人水平再高、技术再好，他们还没有破釜沉舟地决定，给自己留有后路，能否终加入创业公司还有很大的不确定性。可能一开始，兼职合伙人还断断续续参与公司的经营，过一段时间可能参与会越来越少，半年后，热情消退，就可能基本停止参与了，公司得不偿失。
Entrepreneurship carries risks. When the founders talk about their team, there are currently 4 full-time entrepreneurs in a team of 10 people, and 6 others who are still working in large companies and are only part-time entrepreneurs. When the time is ripe, they can participate in full-time entrepreneurship. It is recommended that the company not give these part-time employees a higher stake from the beginning, because even if these individuals have higher levels of proficiency and better skills, they have not yet made a decision and left themselves with a way out. There is still great uncertainty whether they can eventually join the startup company. At the beginning, part-time partners may still participate in the company's operations intermittently, but after a period of time, their participation may become less and less. After six months, their enthusiasm may fade, and they may basically stop participating, causing the company to lose more than it gains.
4.不要过早用普通股权激励早期的普通员工
4. Do not use ordinary equity to motivate early ordinary employees too early
因为早期普通员工流动性大，他们更关注涨工资而不是
山东股权激励。对于既有创业能力又有创业心态，经过初步磨合的合伙人，可以考虑给一些限售普通股并设计股权成熟期。但是如果对早期普通员工发放普通股权，是很不明智的。一，股权激励成本很高;二，激励效果很有限。因为在公司创业早期，公司股权没有市场公允价格可以参考，你就算给单个员工发5%的普通股权，对员工也很可能起不到激励效果，甚至起到负面效果。员工很可能认为，公司是不想给他们发工资，通过股权来“忽悠”他们。
Due to the high mobility of ordinary employees in the early stages, they were more focused on salary increases rather than Shandong equity incentives. For partners who have both entrepreneurial ability and entrepreneurial mindset, and have undergone initial adjustment, they can consider giving some restricted common shares and designing a maturity period for equity. But it would be unwise to distribute ordinary equity to early ordinary employees. 1、 The cost of equity incentives is high; 2、 The incentive effect is very limited. Because in the early stages of a company's entrepreneurship, there was no market fair price for the company's equity to refer to. Even if you give a single employee 5% ordinary equity, it is likely that it will not have an incentive effect on the employees, or even have a negative effect. Employees are likely to believe that the company does not want to pay them wages and uses equity to "deceive" them.
但是，如果公司的股权有了一定的市场公允价格，或者风险投资投了钱并给了较高的估值后，再进行股权激励，很可能5%的股权就可以解决所有普通员工的股权激励问题，而且激励效果会很好。
However, if the company's equity has a certain fair market price, or if venture capital has invested money and given a high valuation, and then equity incentives are carried out, it is likely that a 5% equity can solve the equity incentive problem for all ordinary employees, and the incentive effect will be very good.
因为员工自己手里的股权已经经过投资人估值或按照市场公允价格，直接估算出来大概值多少钱了。
Because the equity held by employees themselves has been valued by investors or estimated at fair market prices to determine the approximate value.
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