Some bosses want to offer equity incentives, but employees don't buy it??. There are generally two reasons:

1、有些高管甚至对公司未来的发展不了解或是不看好。

1. Some executives even have little understanding or optimism about the company's future development.

入股意味着要投入资金，但是对公司未来的发展不明确或是不信任，员工对入股便不会感兴趣，甚至会觉得老板是在把公司的风险转移到他们的身上。

Investing in stocks means investing capital, but if there is uncertainty or lack of trust in the company's future development, employees will not be interested in investing and may even feel that the boss is transferring the company's risks to them.

2、对老板没有信心，对自己在未来能否做得更好也不确定。

2. I don't have confidence in my boss and I'm not sure if I can do better in the future.

投资更多的是投人?。如果员工真的看好公司、认可老板，他会积极主动的想要入股，没资金甚至可以借，贷款。

Is investing more in people?. If an employee truly values the company and recognizes the boss, they will actively want to invest in the company and even borrow or borrow money if they have no funds.

员工入股本来是件好事，但是很多老板在操作过程中往往因操作不当，导致结果不尽如人意。

Employee equity participation is originally a good thing, but many bosses often have unsatisfactory results due to improper operations during the operation process.

所以老板在做股权激励时一定要避免以下三个坑：

So when doing equity incentives, bosses must avoid the following three pitfalls:

1没有给入股的高管设定考核机制。

1. There is no assessment mechanism set for executives who have invested.

这很容易导致一些高管在入股后出现小富即安心理，躺在股权上睡大觉。

This can easily lead to some executives experiencing a sense of complacency and falling asleep on equity after investing.

2没有给入股的高管设定退出机制。

2. There is no exit mechanism set for executives who have invested.

这会导致一些高管拿了股份及分红的2-3年后，跳槽到其他公司，人走了分红也带走了，徒留老板一个人空悲伤。

This will lead to some executives taking shares and dividends for 2-3 years before switching to other companies, leaving the boss with nothing to mourn.

3没有设定高管入股的管控机制。

There is no control mechanism established for executives to invest in the company.

这会导致一小部分高管拿着鸡毛当令箭??，以股东权利为要求，查看公司财务报表等，以此来影响公司的决策。

This will result in a small number of executives holding chicken feathers as the arrow??, Based on shareholder rights, review the company's financial statements, etc., in order to influence the company's decisions.

敲黑板??老板如果要做股权激励，让员工入股，要做到以下几点，才能让与员工短期有赚，长期有发展。

Knock on the blackboard?? If a boss wants to provide equity incentives and encourage employees to invest, they must achieve the following points in order to make short-term profits and long-term development for employees.

1员工一定要出资

Employees must make contributions

俗话说：在哪里，心就在哪里。

As the saying goes: Wherever you are, your heart is there.

2给员工的股权方案要简单完整且清晰明了

The equity plan for employees should be simple, complete, and clear

方案里尤其要明确约定好成为股东后的责任、权利和义务。

In particular, the plan should clearly stipulate the responsibilities, rights, and obligations after becoming a shareholder.

3分红时间：

3. Dividend distribution time:

约定好锁定期，多久内不能离职退股

Agree on a lock-in period, within which time you cannot resign or withdraw your shares

4约定好退出机制：

4. Agree on an exit mechanism:

就算要退出，要提前说清楚以什么价格退，离职时公司要收回股份。这样员工心里清楚，老板也会放心，公司的股份才能给的安全且放心。

Even if you want to exit, you need to clearly state in advance the price at which you want to exit. When you leave, the company will need to reclaim your shares. This way, employees will have a clear understanding and the boss will rest assured, so that the company's shares can be given safely and with peace of mind.

5在方案里体现老板的诚意

Reflect the sincerity of the boss in the plan

入股会涉及到公司的估值，针对公司的核心骨干或技术人员，一般我们会采用溢价的形式。例如：给你10%的股份，但是你只要出5％股份的钱就可以了，省下的5%作为在职股/技术股直接给到你。

Investing in the company will involve the valuation of the company, and for the core members or technical personnel of the company, we usually adopt a premium form. For example, give you 10% of the shares, but you only need to pay 5% of the shares, and the 5% saved will be directly given to you as working/technical shares.

注意??更重要的是务必要签订以下两份协议

Attention?? More importantly, it is important to sign the following two agreements

《员工入股协议》

Employee Equity Agreement

《保密协议》

Confidentiality Agreement

《同业竞争禁止协议》

Agreement on Prohibition of Horizontal Competition