作为企业留住人才、激励人才、吸引人才的重要手段，股权激励在现代企业中得到了越来越多的应用。但是很多企业对于股权激励还是半懂不懂的状态，那么，究竟该如何理解
济南股权激励呢？
As an important means for enterprises to retain, motivate, and attract talents, equity incentive has been increasingly applied in modern enterprises. However, many enterprises are still in a state of partial ignorance about equity incentive. So, how should we understand Jinan equity incentive?
1、管理层面：分配机制
1. Management level: allocation mechanism
股权激励的本质是激励，激励的标的是股权，是一种相对长期价值的分配行为。既然是分配，首要考虑的是公平性问题，即分给谁、分多少、多少钱的问题。所以，在做股权激励时，必须首先建立统一的、相对科学客观的价值衡量标准，根据标准来选择激励对象，根据标准来确定分配数量，同样根据标准来设计进入和退出的价格。
The essence of equity incentive is incentive, and the object of incentive is equity, which is a relatively long-term value distribution behavior. Since it is distribution, the primary consideration is the issue of fairness, namely, who, how much, and how much to allocate. Therefore, when making equity incentives, it is necessary to first establish a unified, relatively scientific and objective value measurement standard, select incentive targets based on the standard, determine the allocation amount based on the standard, and also design the entry and exit prices based on the standard.
2、金融层面：投资行为
2. Financial level: investment behavior
做股权激励，要让员工觉得资金是安全的，这就需要企业老板有较好的口碑、企业有良好的文化，不能让员工有“是不是要上贼船”的感觉。如果员工普遍对老板不信任，股权激励是起不到效果的。其次对风险要客观揭示，不能承诺收益。对收益要合理预测，通过对企业价值的塑造激发员工信心。在流动性上，保障员工入股自愿、退出通畅，设计好不同情况下员工退出的通道。
In equity incentive, to make employees feel that the funds are safe, it requires the boss of the company to have a good reputation, the company has a good culture, and employees should not feel "whether they want to go on the boat of thieves". If employees generally distrust their bosses, equity incentives are ineffective. Secondly, risks should be objectively disclosed, and returns cannot be promised. It is necessary to reasonably predict earnings and stimulate employee confidence through shaping enterprise value. In terms of liquidity, ensure that employees participate voluntarily and exit smoothly, and design exit channels for employees in different situations.
3、心理层面：博弈结果
3. Psychological level: game results
基于理性人假设，在实施股权激励时，在对具体要素的确定上，作为股权授予方的股东和作为股权受让方的员工必然会存在一定分歧，比如股份数量、价格、锁定期等等，这就需要双方拿出共赢的智慧，做出有利的选择。选择的结果可以称作是是一种双方博弈的结果。如果做股权激励时，有一方没有共赢的意识，坚持不让步、不妥协，多数情况下也是起不到效果的。
Based on the rational person hypothesis, when implementing equity incentives, there must be some differences between the shareholders as the equity grantor and the employees as the equity transferee in determining the specific factors, such as the number of shares, price, lock in period, etc. This requires both parties to come up with win-win wisdom and make favorable choices. The result of selection can be described as the result of a game between two parties. If one party does not have a sense of win-win situation and insists on not making concessions or compromises when conducting equity incentives, it will not be effective in most cases.
4、实施层面：游戏规则
4. Implementation level: game rules
规则是不可能做到非常公平的，但规则导向是可以做到完全正确的。设计方案时，希望非常的公平是不现实的，但是所有规则的导向一定要正确——就是股权激励的目的——促进企业健康、持续、的发展。既然是游戏规则，强调的是你可以不参与游戏，但是一旦参与，必须接受游戏规则的约束，这就给众多非公众公司在设计股权激励方案时提供了很大的灵活性，当然前提是方案有正确的导向。
Rules cannot be very fair, but rule orientation can be completely correct. When designing a plan, it is unrealistic to expect extreme fairness, but the guidance of all rules must be correct - that is, the purpose of equity incentives - to promote the healthy, sustained, and rapid development of the enterprise. Since it is the game rules, it is emphasized that you may not participate in the game, but once you participate, you must accept the constraints of the game rules, which provides many non-public companies with great flexibility in designing equity incentive plans, provided that the plan has the correct orientation.
5、监管层面：合规文件
5. Regulatory level: compliance documents
对上市公司而言，还需遵守证监会的相关规定；对国资而言，还需遵守国资委的相关规定。同时，股权变更涉及很多会计、税务、工商上的处理，还需遵守财务部、税务总局、工商总局等相关政策规定。实践中，我们也遇见很多因为股权激励不规范导致扯皮，甚至是影响企业资本运营规划的案例。总之，股权激励激励是本质，但是合规是底线！
For listed companies, they also need to comply with the relevant regulations of the CSRC; For state-owned assets, it is also necessary to comply with relevant regulations of the SASAC. At the same time, equity changes involve many accounting, tax, and industrial and commercial processes, and they also need to comply with relevant policies and regulations of the Ministry of Finance, the State Administration of Taxation, and the State Administration for Industry and Commerce. In practice, we have also encountered many cases where equity incentives are not standardized, leading to disputes, even affecting corporate capital operation planning. In short, equity incentive is the essence, but compliance is the bottom line!
6、法律层面：合同约定
6. Legal level: contract agreement
股权激励的具体实施需按照双方约定的权利义务执行，任何一方违反约定，均要承担相应的违约责任。简单来说，股权激励一旦生效，不管你是老板还是员工，都“不得乱来”。
The specific implementation of equity incentive shall be carried out in accordance with the rights and obligations agreed upon by both parties. Any party who violates the agreement shall bear corresponding liability for breach of contract. In short, once equity incentives take effect, whether you are a boss or an employee, you are "not allowed to mess around.".
It is recommended that you understand equity incentive from these six aspects. The above is the specific and detailed content. We hope to provide you with good help. For more matters, please come to our website http://www.daoshangbao.com Consult and understand!
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