股权激励方案落地执行
十年股权整理解决方案落地实施

股权结构设计主要是针对企业的投资人而言的，这自然也是他们应有的权利。在公司步入正轨，并一天天发展壮大的时候，人才是迫切需要的资源。如何稳定员工、吸引优秀人才？导入股权激励方案是常用方法。

The design of equity structure is mainly aimed at the investors of the enterprise, which is naturally their rightful right. As the company steps onto the right track and grows day by day, talent is an urgently needed resource. How to stabilize employees and attract outstanding talents? Introducing equity incentive plans is a common method.

成功的股权激励方案首先考虑企业的发展周期，选择适合企业的方法，然后才开始设计方案，而方案的设计主要着眼于六个关键因素。

A successful equity incentive plan first considers the development cycle of the enterprise, selects the appropriate method, and then starts designing the plan, which mainly focuses on six key factors.

激励对象

Motivation targets

激励对象也就是股权的受益者，一般有三种方式。

There are generally three ways to incentivize the beneficiaries of equity.

第一种是全员参与，这主要在初创期；

The first type is full participation, which is mainly in the initial stage;

第二种是大多数员工持有股份，这主要适用于高速成长期，留住更多的人才支持企业的发展。

The second type is that the majority of employees hold shares, which is mainly suitable for high-speed growth periods, retaining more talents to support the development of the enterprise.

第三种是关键员工持有股份，受益者主要是管理人员和关键技能人员。对于激励对象的选择要有一定的原则，对于不符合条件的宁缺毋滥，不要把股权激励变成股权福利、股权奖励。

The third type is that key employees hold shares, with the main beneficiaries being management personnel and key skilled personnel. There should be certain principles in selecting incentive targets, and it is better to choose those who do not meet the conditions than to abuse them. Do not turn equity incentives into equity benefits or equity rewards.

激励方式

Incentive methods

常用的中长期激励方式有三类：股权类、期权类和利益分享类。每一种方法都有优缺点，以及具体适用的前提条件。无论采取哪一种方法，都要考虑到激励机制和约束机制的有机结合起来，真正发挥员工的积极性。

There are three common types of medium - and long-term incentive methods: equity, options, and benefit sharing. Each method has its advantages and disadvantages, as well as specific applicable prerequisites. Regardless of which method is adopted, it is necessary to consider the organic combination of incentive and constraint mechanisms, and truly unleash the enthusiasm of employees.

员工持股总额及分配

Total employee shareholding and distribution

这主要解决的是股权激励的总量、每位收益人的股权激励数量、用于后期激励的预留股票数量。如何确定，可以根据公司的实际情况来确定，大体上每位收益人的股权数量基本上是按照职位以及个人的价值能力来确定的。

This mainly addresses the total amount of equity incentives, the number of equity incentives per beneficiary, and the number of reserved stocks for later incentives. How to determine can be determined based on the actual situation of the company. Generally, the number of equity interests of each beneficiary is determined based on their position and personal value and ability.

股票来源

Stock source

股票的分配上，上市公司的股票来源比较麻烦，要证监会审核，股东大会审批。股票来源一般为定向发行、股市回购、大股东出让、库存股票等。其中库存股票是指一个公司将自己发行的股票从市场购回的部分，根据股票期权或其它长期激励机制的需要，留存股票将在未来某时再次出售。

In terms of stock allocation, the source of stocks for listed companies is quite complicated and requires review by the China Securities Regulatory Commission and approval by the shareholders' meeting. The sources of stocks are generally targeted issuances, stock market repurchases, major shareholder transfers, and treasury stocks. Inventory stocks refer to the portion of stocks issued by a company that are repurchased from the market. Depending on the needs of stock options or other long-term incentive mechanisms, the retained stocks will be resold at some point in the future.

资金来源

Funding source

购股方式也就是购买股票的资金来源，一般有员工现金出资、公司历年累计公益金、福利基金、公司或大股东提供融资、员工用股权向银行抵押贷款。

The stock purchase method refers to the source of funds for purchasing stocks, which generally includes employee cash contributions, accumulated public welfare funds over the years, welfare funds, financing provided by the company or major shareholders, and employees using their equity to mortgage loans from banks.

这几种方式都好操作，有些方式会产生财务支出，要重复交税。公司更多会采用员工出资购买的方式，直接从工资中按比例扣钱，有利于对员工的控制。

These methods are all easy to operate, some of which may generate financial expenses and require repeated tax payments. Companies tend to adopt the method of employee funded purchases, directly deducting money proportionally from their salaries, which is beneficial for controlling employees.

退出机制

Exit mechanism

退出机制对员工退出激励方案的一些约定，包括以下三种情况下：

The exit mechanism stipulates some provisions for employee exit incentive plans, including the following three situations:

第一种是正常离职，企业往往会按照合同继续让这些员工享受股权或者期权；

The first type is normal resignation, and companies often continue to allow these employees to enjoy equity or options according to the contract;

第二种是非正常离职，如果员工的离职没有给公司造成损失，不违反保密协议等，大部分公司还是能允许已经被授予的股权收益；

The second type is abnormal resignation. If an employee's resignation does not cause any losses to the company, does not violate confidentiality agreements, etc., most companies can still allow the equity benefits that have already been granted;

第三种是开除，这种情况都是按照相关规定取消享受股权收益的权力的。

The third type is dismissal, in which the right to enjoy equity benefits is revoked in accordance with relevant regulations.

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This article provides assistance for the implementation of equity incentives in Shandong. For more related content, please click http://www.lushangyun.com I hope this article can be helpful to you. Thank you for reading!