股权激励方案落地执行
十年股权整理解决方案落地实施

在山东，无论是青岛的初创公司、济南的家族企业，还是临沂的商贸合伙，股权分配都是绕不开的 “核心命题”。这事儿就像一群人合伙开包子铺 —— 有人出资金买设备，有人出技术调馅料，有人天天守着店铺招呼客人，怎么分 “股权” 这块 “面团”，既关系到眼前的公平，更影响着未来的合作。山东人重情义、讲规矩，股权分配得讲究 “实在” 与 “长远”，让每个人的贡献都有分量，让合伙生意能稳稳当当走下去。

In Shandong, whether it is start-up companies in Qingdao, family businesses in Jinan, or business partnerships in Linyi, equity distribution is an unavoidable "core proposition". This is like a group of people partnering to open a baozi shop - some provide funds to buy equipment, some provide technical skills to adjust fillings, and some keep watch of the shop every day to greet customers. How to divide the "equity" of this "dough" not only affects the fairness in the present, but also affects future cooperation. Shandong people value loyalty and abide by rules, and pay attention to "practicality" and "long-term" equity distribution, so that everyone's contribution carries weight and the partnership business can proceed steadily.

股权分配的 “底层逻辑”：先分清楚 “出钱” 和 “出力”

The "underlying logic" of equity distribution: first distinguish between "giving money" and "giving effort"

很多山东企业刚开始创业时，几个合伙人凑一起，总觉得 “都是自己人，股权随便分”，结果后期容易闹别扭。关键是要先搞明白：股权分配不是按 “出资多少” 一刀切，而是要算清楚 “人力” 和 “资金” 的双重贡献。

When many Shandong companies start their businesses, a few partners gather together and feel that they are all their own people, and the equity can be divided arbitrarily, which can easily lead to conflicts in the later stages. The key is to first understand that equity distribution is not a one size fits all approach based on the amount of capital invested, but rather a clear calculation of the dual contributions of "manpower" and "funds".

资金股：钱该占多少？

Capital stocks: How much should money be allocated?

假设开一家济南的阿胶作坊，甲投了 50 万买设备，乙出了 30 万租厂房，丙没出钱但有祖传熬胶技术，还能拉来稳定客源。这时候如果按资金占股 80%，丙只拿 20%，看似公平，实则没算丙的 “隐性投入”。合理的做法是给资金股设个 “天花板”，比如不超过 60%，剩下的 40% 留给人力股，按技术、管理、资源的贡献分。就像山东人喝酒讲究 “论杯不论量”，股权分配也要看 “谁在事儿上真出力”。

Suppose we open a ass hide glue workshop in Jinan. Party A invests 500000 yuan to buy equipment, and Party B rents 300000 yuan to rent factory buildings. Party C does not pay but has ancestral glue boiling technology, which can also bring stable customers. At this point, if the capital holds 80% of the shares and C only takes 20%, it may seem fair, but in reality, it does not count as C's "implicit investment". A reasonable approach is to set a "ceiling" for capital stocks, such as not exceeding 60%, and leave the remaining 40% for human resources stocks, based on their contributions in technology, management, and resources. Just as Shandong people pay attention to drinking regardless of the quantity, the distribution of equity also depends on who really puts in the effort.

人力股：怎么算贡献？

Human Resources Stock: How to Calculate Contribution?

负责日常经营的合伙人，比如每天凌晨去菜市场选料的丁，或是跑遍山东各地谈经销商的戊，他们的人力投入相当于 “每天给包子铺揉面”，应该拿人力股。可以按岗位重要性和投入时间定比例，比如创始人兼 CEO 拿 20%，核心技术骨干拿 15%，但要约定 “分期兑现”—— 比如每年解锁 25%，干满四年才能拿满，避免 “半途离开还占着股份” 的情况，就像山东人签合同，先讲清楚 “丑话说在前头”。

Partners responsible for daily operations, such as Ding who goes to the vegetable market every morning to select ingredients, or Wu who travels to various parts of Shandong to talk about distributors, whose manpower investment is equivalent to "kneading dough for baozi shops every day", should receive manpower shares. The proportion can be determined based on the importance of the position and the amount of time invested, for example, the founder and CEO will receive 20%, and the core technical backbone will receive 15%. However, it is necessary to agree on "installment payment" - for example, unlocking 25% annually and completing four years of work before receiving the full amount, to avoid the situation of "leaving halfway and still holding shares", just like Shandong people signing contracts and stating clearly that "ugly words come first".

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