从山东股权激励的角度来分析，有几个关键点是我们要着重考虑的，首先我们还是先定原则：人在股在，人走股灭。从虚到实，逐步考虑，考核指标，激励约束。

From the perspective of equity incentives in Shandong, there are several key points that we need to focus on. Firstly, let's set the principle: people in the stock, people in the stock perish. From virtual to real, gradually consider, assess indicators, and motivate and constrain.

1.方式

1. Method

可以先以虚拟股(干股)、分红权来考虑，如果有些行业前期不盈利或者达不到分红的预期，就不合适，需要重新根据项目来选择合适的方式。后期根据双方磨合和实际工作中职业经理人能力的展现，可以在一定周期内变成限制性股权，然后再变成实股，有周期，有限制，有考核，终才能实现人才变合伙人的路径。

Virtual stocks (dry stocks) and dividend rights can be considered first. If some industries are not profitable in the early stage or cannot meet dividend expectations, it is not appropriate and appropriate methods need to be selected based on the project. In the later stage, based on the integration of both parties and the demonstration of professional managers' abilities in actual work, it can be converted into restricted equity within a certain period, and then into real equity. There are cycles, restrictions, and assessments, in order to ultimately achieve the path of talent becoming partners.

2.数量

2. Quantity

根据行业和项目本身的盈利情况来定，结合对方往年的年薪收入，匹配股权分红的收入，做初步的测算，激励不能过度，也不能过低，不然效果体现不出来。

Based on the profitability of the industry and the project itself, combined with the other party's annual salary income in previous years, match the income of equity dividends, and make preliminary calculations. Incentives should not be excessive or too low, otherwise the effect cannot be reflected.

3.是否出资

3. Whether to contribute

虽然只是虚拟分红，但是为了避免短期风险，同时也要让对方的责任心更重一些，建议要出一部分资金作为保证金。根据分红对应比例的多少来确定保证金的一个数量，如果中间出现短期行为，可以从保证金中扣除，后期不参与分红或离职的时候，保证金可以退还。

Although it is only a virtual dividend, in order to avoid short-term risks and increase the other party's sense of responsibility, it is recommended to provide a portion of funds as a margin. The amount of the deposit is determined based on the corresponding proportion of the dividend. If there is short-term behavior in the middle, it can be deducted from the deposit. In the event of not participating in the dividend or resigning, the deposit can be refunded.

4.考核约束

4. Assessment constraints

建议从销售额和利润两个指标和权重来进行考核，行业不一样，或者项目的发展周期不同，这个指标可以结合自己实际的情况进行调整。考核指标设定低的完成率，完成才分红，完不成没有分红。

It is recommended to evaluate based on sales and profit indicators and weight. If the industry is different or the development cycle of the project is different, this indicator can be adjusted according to one's own actual situation. Set a low completion rate for the assessment indicators, only dividends will be paid when completed, and no dividends will be paid if not completed.

5.分红方式

5. Dividend distribution method

可以考虑固定和动态化两种方式，固定就是对应分红比例一成不变，动态化是可以结合公司的目标或者利润的完成，进行阶段式、动态化的分红，干得越多分得越多。

Two methods can be considered: fixed and dynamic. Fixed means that the corresponding dividend ratio remains unchanged, while dynamic means that dividends can be distributed in stages and dynamically based on the company's goals or profits. The more you do, the more you will receive.

6.退出约定

6. Withdrawal from the agreement

从正常和非正常两个方面去考虑，红线是不能碰的，原则无论是离职还是红线触碰，一定是一旦人离开，股权自动消失。

From both normal and abnormal perspectives, the red line cannot be touched. In principle, whether it is resignation or touching the red line, the equity will automatically disappear once the person leaves.

7.契约

7. Contract

任何不签协议的约定都是有风险的，所以在前期规则制定的前提下，双方形成方案或者协议，然后进行签字确定。考虑到公司发展过程中的变化和其他不确定的因素，可以给这个方案或者协议设定一个期限，期限内按约定，期限后可以按约定也可以另行约定。

Any agreement not to sign an agreement carries risks, so under the premise of formulating preliminary rules, both parties form a plan or agreement, and then sign it for confirmation. Considering the changes and other uncertain factors in the company's development process, a deadline can be set for this plan or agreement. Within the deadline, it can be agreed upon, and after the deadline, it can be agreed upon or separately agreed upon.

这些是从股权激励的角度去分析，并进行设定的方式方法。但实际上在公司运营过程中存在很多问题，我们千万不要以为股权给了，分红给了，就起到万能的作用了。其中的风险并不是一纸协议能约定的，对于老板来说，还需要考虑其他非股权方面的问题。还有什么事项就来我们网站http://www.daoshangbao.com咨询！

These are the methods and methods of analyzing and setting from the perspective of equity incentives. But in fact, there are many problems in the company's operation process. We must not assume that giving equity and dividends will have a universal effect. The risks involved are not something that can be agreed upon in a single agreement, and for the boss, other non equity issues also need to be considered. If there are any other matters, please come to our website http://www.daoshangbao.com consulting service