股权激励是一种中长期激励工具，其终目的是调动员工积极性，大限度地挖掘员工潜能，实现员工和公司的“双赢”。企业中不同类型的人员有不同的激励偏好，如高级管理人员侧重于公司的长期成长，可以接受中长期激励;销售骨干偏重于公司业绩的快速增长，更希望能够及时兑现奖励，因而侧重于短期激励。
Equity incentive is a medium to long-term incentive tool, with the ultimate goal of mobilizing employee enthusiasm, maximizing employee potential, and achieving a "win-win" situation for both employees and the company. Different types of personnel in enterprises have different incentive preferences, such as senior managers who focus on the long-term growth of the company and can accept medium to long-term incentives; The sales backbone focuses on the rapid growth of the company's performance and hopes to receive rewards in a timely manner, thus focusing on short-term incentives.
股权激励实施后，如果公司成功上市或者被其他投资者溢价并购，那些已经行权的激励对象可能因此获得比较丰厚的回报。这本是激励对象应得的收益，但是如果激励对象实现收益后不思进取，积极性下降，则可能对公司和其他激励对象产生不好的效应。
After the implementation of equity incentives, if the company is successfully listed or acquired by other investors at a premium, those who have already exercised their rights may receive relatively generous returns as a result. This was originally the expected benefit for the incentive target, but if the incentive target does not make progress and their enthusiasm decreases after realizing the benefits, it may have a negative effect on the company and other incentive targets.
股权激励的意图是希望获得激励收益的人能够陪同公司继续长期发展，那些故步自封、不思进取的人给团队带来的是负能量，不利于公司形成积极向上的激励文化氛围。为了防止在激励过程中出现这种“懒人”，公司应当有事先的应对策略，做好相应的约束机制安排，如行权节奏、锁定期、回购机制等，使激励对象既对激励收益心怀期望，又不至于很容易地实现小富即安，而是始终保持种积极向上的斗志和激情，与公司共同发展。
The intention of equity incentives is to hope that those who receive incentive benefits can accompany the company to continue long-term development. Those who are complacent and unwilling to make progress bring negative energy to the team, which is not conducive to the formation of a positive incentive culture atmosphere in the company. In order to prevent the occurrence of such "lazy people" during the incentive process, the company should have a proactive response strategy and make corresponding constraint mechanism arrangements, such as exercise rhythm, lock-in period, repurchase mechanism, etc., so that the incentive objects not only have expectations for incentive benefits, but also not easily achieve prosperity, but always maintain a positive and upward fighting spirit and passion, and develop together with the company.
当然，这些策略机制安排也不可以标准过高、过难实现，否则激励对象认为公同在“忽悠”自己，也会损害积极性。如何在两者之间保持平衡，考验着创始股东的格局和智慧。
Of course, these strategic mechanisms and arrangements should not be set too high or too difficult to achieve, otherwise the incentive objects may think that the public is "deceiving" themselves, which will also harm their enthusiasm. How to maintain a balance between the two tests the pattern and wisdom of the founding shareholders.
One thing to note is that if the incentive form is mismatched, it may not only waste incentive resources and fail to achieve the original motivation, but also damage motivation. Therefore, the key factor in ensuring the successful implementation of equity incentives is to incentivize the incentive objects to the best of their abilities. For more related questions, come to our website http://www.lushangyun.com consulting service
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