服权激励的实施对企业而言是把“双刃剑”。在运用中，通过对要点事项的充分重视，进而规避相关风险，企业将能够顺利得到想要的结果。下面是企业实施股权设计与激励的要点。
The implementation of service design incentive is a "double-edged sword" for enterprises. In application, enterprises will be able to get the desired results smoothly by paying full attention to key issues and avoiding relevant risks. The following are the key points for enterprises to implement equity design and incentive.
1.保持激励的多维度性。
1. Keep the multi-dimensional nature of incentives.
从时间维度上看，企业处于不同阶段时，需要不同的激励模式。考虑时间维度，除了把握企业自身发展阶段之外，还要注意到企业外在环境的历史阶段。从模式上看，企业在实施股权激励时，一定要根据自身业务发展的需要，结合企|业的组织结构，进行多层次、多种类的激励。还要注意到企业外在环境的历史阶段。
From the perspective of time dimension, enterprises need different incentive modes when they are at different stages. Considering the time dimension, in addition to grasping the development stage of the enterprise itself, we should also pay attention to the historical stage of the external environment of the enterprise. From the perspective of mode, when implementing equity incentives, enterprises must carry out multi-level and multi-class incentives according to the needs of their own business development and the organizational structure of the enterprise. We should also pay attention to the historical stage of the external environment of the enterprise.
从模式上看，企业在实施股权激励时，一定要根据自身业务发展的需要，结合企业的组织结构，进行多层次、多种类的激励。从方式上看，当企业规模扩大后，设计和实施股权激励，还需要考虑到不同平台层次的影响。
From the perspective of mode, when implementing equity incentives, enterprises must carry out multi-level and multi-class incentives according to the needs of their own business development and the organizational structure of the enterprise. From the way of view, when the scale of the enterprise expands, the design and implementation of equity incentives also need to consider the impact of different platform levels.
2.短期激励与长期激励并重。
2. Both short-term incentives and long-term incentives are equally important.
一个好的企业，既能在员工业绩突出时给子其短期激励，也能结合企业发展现状和目标，设定长期激励制度。同时，在企业不同的发展阶段中，短期激励和长期激励的侧重也有所不同，当企业更看重短期利益时，长期激励就可以稍微延缓一些;相反，当企业短期利益较差甚至亏本时，就要通过长期激励来实现。
A good enterprise can not only give short-term incentives to its employees when their performance is outstanding, but also set long-term incentive system based on the current development situation and objectives of the enterprise. At the same time, in different development stages of enterprises, the focus of short-term incentives and long-term incentives is also different. When enterprises pay more attention to short-term benefits, long-term incentives can be slightly delayed; On the contrary, when enterprises have poor short-term benefits or even lose money, they need to achieve long-term incentives.
The key points of equity design and incentive for enterprises are explained from two aspects. We hope to give you good help. More equity matters will come to our website http://www.lushangyun.com Ask about it!
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