股权激励方案落地执行
十年股权整理解决方案落地实施

　　很多企业家一提到给员工股权,就以为自己的控制权会受影响,其实不是的啊,股权激励呢，不是单纯的给员工分股权,而是一整套的激励系统,那么，对于我们非上市公司来说,市面上常用的股权激励工具,就是我身后的这五种,今天我用一个视频来带大家一次性讲解清楚,它们之间的区别点到底是什么,公司如果要做股权激励的话,到底选哪一种最合适：

　　Many entrepreneurs think that giving employees equity will affect their control, but in fact, equity incentives are not just about distributing equity to employees, but a complete set of incentive systems. For our non listed companies, the five commonly used equity incentive tools on the market are the ones behind me. Today, I will use a video to explain the differences between them in one go. If a company wants to do equity incentives, which one is the most suitable

　　第一种是超额利润激励,假设你们公司今年的利润目标是1000万,你的项目团队呢,给你干到了1500万,那么这个中间多出来的500万,乘以一个激励系数,比如说乘以一个10%,其中的50万就是分给项目团队的,就分给给我们公司产生收益的核心方法,所以，超额利润激励分的是什么呀,分的是超出目标净利润的那一部分分配,不会涉及到公司的股权啊,也不会影响到老板控制权,这是最简单的一种激励方式。

　　The first type is the excess profit incentive. Assuming your company's profit target for this year is 10 million and your project team has reached 15 million, the additional 5 million will be multiplied by an incentive coefficient, such as 10%. Among them, 500000 will be distributed to the project team, which is the core method of generating profits for our company. Therefore, what is the excess profit incentive divided into? It will distribute the part of the net profit that exceeds the target, without involving the company's equity or affecting the boss's control. This is the simplest incentive method.

　　但是这种激励方式存在一个弊端是什么,它只能解决干活积极的问题,但是它解决不了长期绑定的问题,如果你要长期绑定一个员工,还得是后面这些激励措施,我们来看一下分红权激励,如果你们企业是第一次给员工做激励,不知道用什么样的激励措施,那么我建议你采用分红权激励,分红权经理特别适合于第一次做经理的,非上市中小企业,他的激励对象呢,可以是内部的员工,核心的团队，没有特别的限制,分红权嘛,顾名思义，它不会涉及到公司的股权,只是老板拿出来一部分的分红收益,给到高管去分配,比如说企业家持有一家公司,90%的股权,拿出来10%放进一个分红实里,享有分红权激励的员工来进行分配,那么这个10%对应的分红,就是员工的分红收益,不会涉及到公司的股权,是按照约定的比例分取公司的利润分红,也不会影响到老板控制权,对于老板释放出来的这个10%分红值,它可以设置期限的啊,比如说我约定3年后分红权激励终止,5年后分红权激励终止,员工的本金还给你,这个制度结束了,那么对应的10%的分红权,又回到了老板名下,所以你的股权和老板的控制权是不受影响的,这个是分股权激励。

　　But what is the downside of this incentive method? It can only solve the problem of active work, but it cannot solve the problem of long-term binding. If you want to bind an employee for a long time, you still need these incentive measures. Let's take a look at dividend incentive. If your company is giving incentives to employees for the first time and doesn't know what kind of incentive measures to use, then I suggest you adopt dividend incentive. Dividend incentive managers are particularly suitable for first-time managers in non listed small and medium-sized enterprises. Their incentive targets can be internal employees, core teams, without special restrictions. As the name suggests, dividend incentive does not involve the company's equity, but only the boss takes out a part of the dividend income and distributes it to executives. For example, Entrepreneurs hold 90% equity in a company and allocate 10% to a dividend fund, Employees who enjoy the incentive of dividend rights are distributed, and the 10% corresponding dividend is the employee's dividend income, which does not involve the company's equity. The company's profit dividends are distributed according to the agreed proportion, and it will not affect the boss's control. For the 10% dividend value released by the boss, it can be set for a period of time. For example, if I agree that the incentive of dividend rights will terminate after 3 years, and the incentive of dividend rights will terminate after 5 years, the employee's principal will be returned to you. This system ends, and the corresponding 10% dividend rights will return to the boss's name. Therefore, your equity and the boss's control rights will not be affected. This is the incentive of dividend rights.

　　那么下一种激励方式是什么,是期权激励,期权激励特别适用于暂时还没有收益的企业,给员工画大饼用的,但是这个大饼啊,一定要是可实现的,大饼还适用于准备引进的一个高管人才,比如说上市公司的一个核心高管,跳槽到你们公司了,那么你也不确定这个高管,他能不能够适配给你们公司,但是你又要绑定,你要给他期权,那期权的激励方式是什么呢,你们公司今年的股价是一块钱一股,预备期3年后股价变成了十块钱一股,我们给到一个员工期权就给到了他,未来3年后,即使公司股价涨到了十块钱一股,他也有权以一块钱一股来出资认购公司的股权,他赚取的收益是什么呀,是行权价差。

　　So what is the next incentive method, which is option incentive? Option incentive is particularly suitable for companies that have not yet made any profits, and it is used to draw a big cake for employees. However, this big cake must be achievable. The big cake is also suitable for a high-level talent that is about to be introduced, such as a core executive of a listed company who has switched jobs to your company. So you are not sure if this executive can be assigned to your company, but you have to bind it. If you want to give him options, what is the incentive method for options? Your company's stock price this year is one yuan per share, and after a three-year probationary period, the stock price will become ten yuan per share. We give an employee an option to him. In the next three years, even if the company's stock price rises to ten yuan per share, he has the right to subscribe for the company's equity with one yuan per share. What is the profit he earns, It's the exercise price difference.

　　如果员工行权后属于间接持股的情况下,他就变成了间接持股的持股激励,间接持股不会影响到公司的控制权,然后我们再来看一下啊,简而言之,适用于老板特别信任、跟随老板特别久,准备一辈子干事业下去的高管和合伙人,享有公司的直接授予的股权,可以做工商登记股东,那么他享有的权益有哪些,有股权的分红权,还有增值收益,什么叫增值收益啊,员工买的时候是一块钱一股,未来卖的时候是140块钱一股,那么中间的99块钱就属于增值收益,因为股权增值了嘛。

　　If an employee exercises their rights and becomes an indirect shareholder, they become an indirect shareholder incentive. Indirect shareholding does not affect the company's control. Let's take a look at it again. In short, it is suitable for executives and partners who are highly trusted by the boss, have been following the boss for a long time, and are ready to continue their career. They enjoy the company's directly granted equity and can be registered as a business owner. So, what are their rights and interests, including the right to dividends and value-added income? What is value-added income? When an employee buys a share, it is one yuan per share, and when they sell it in the future, it is 140 yuan per share. So the middle 99 yuan belongs to value-added income because the equity has increased in value.

　　还有一个叫资产分配权,你比如说有一些公司注销,注销的时候公司是有一些剩余资产的,那个持股吉利的股东,是有权享有剩余资产分配权的,如果他是在一个持股平台里,间接持有公司的股权,比如有限合伙持股,控制权是不受影响的,你分出去的只是股权,这是持股级别,然后我们再来看一下城市合伙人激励,城市合伙人激励是区别于前面所有激励,不同的一种激励方式,也就是说前面所有的都是用于员工的,但是成色博物而是适用于外部人员的,比如说加盟连锁企业,区域公司想要去拓展全国业务的时候,会做城市合伙人激励,大概的模式是,你们公司跟当地的一个资源方,共同去在当地成立一家公司,约定你们公司只有51%,当地资源方,当地的这个城市口本只有49%,然后呢,你们让渡出来的是部分的区域股权,分红权和经营权,但是同时你们又拓展了当地的业务,这个叫城市合伙人集,它的收益来源是什么,是区域子公司的利润分红,股权增值和资产分配,对控制权有没有影响啊,有影响,但是影响到的是区域子公司的控制权,而不是说你本身公司的控制权。

　　There is another option called asset distribution right. For example, if a company is deregistered, the company has some remaining assets. The shareholder who holds shares in Geely has the right to enjoy the remaining asset distribution right. If he indirectly holds the company's shares on a shareholding platform, such as a limited partnership, the control right is not affected. What you distribute is only equity, which is the shareholding level. Then let's take a look at the city partner incentive. The city partner incentive is different from all the previous incentives and is a different incentive method. That is to say, all the previous incentives are for employees, but for external personnel, such as franchise chain enterprises and regional companies that want to expand their national business. When it comes to incentivizing city partners, the general model is for your company to collaborate with a local resource provider, Let's jointly establish a company in the local area, agreeing that your company will only have 51% and the local resource provider will only have 49% of the local population. Then, what you are transferring is part of the regional equity, dividend rights, and management rights, but at the same time, you are expanding your local business. This is called the City Partner Collection. What is its source of income? It is the profit dividends, equity appreciation, and asset distribution of the regional subsidiary. Does it affect the control rights? Yes, it does, but it affects the control rights of the regional subsidiary, not your own company.

　　通过这五种激励工具的对比,大家可以发现哈,股权激励没有最好的工具,只有最适合你当前阶段的工具,如果你第一次做激励,不想动公司的初权,你就去找更权激励,如果你要去引进一个人才,你就去做期权激励,如果你是针对公司的核心长期稳定高管,你就去做实股级别,如果你要拓展市场,你去做城市合伙人,经营我们屏幕前的企业家,如果你也正在考虑要给员工释放一些股权,但不知道怎么设计的话,可以找周老师,周老师来帮你一起设计。

　　Through the comparison of these five incentive tools, it can be found that there is no best tool for equity incentives, only the one that is most suitable for your current stage. If you are doing incentives for the first time and do not want to change the initial power of the company, you can look for more power incentives. If you want to introduce a talent, you can do option incentives. If you are targeting the core long-term stable executives of the company, you can do real stock level. If you want to expand the market, you can become a city partner and run an entrepreneur in front of our screen. If you are also considering releasing some stock rights to employees but don't know how to design it, you can find Teacher Zhou to help you design it together.

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