为什么要了解股权激励的基本逻辑，其实就是依据性原理，你要知道对于企业来说根本的是什么，找到这个点，再和企业股权激励相结合，才能将股权激励落到实处，否则只是做样子。而这背后也正是你的企业想通过
山东股权激励达到什么样的结果。
Why do you need to understand the basic logic of equity incentives? In fact, based on the first principle, you need to know what is fundamental to the enterprise, find this point, and then combine it with enterprise equity incentives to implement equity incentives, otherwise it is just a show. And behind this is exactly what your company wants to achieve through Shandong equity incentives.
什么是股权激励的逻辑?
What is the logic of equity incentives?
(1)先明确企业的价值梦想，与人一样，企业也要明确:你是谁，你要到哪里去，你想成为什么样的企业，做到什么样子。
(1) First, clarify the value dream of the enterprise. Like people, the enterprise also needs to be clear: who you are, where you want to go, what kind of enterprise you want to become, and what kind of achievement you want to achieve.
(2)基于这个价值梦想，你如何制定企业的发展战略，无论是从业务角度、财务角度还是资本角度。
(2) Based on this value dream, how do you formulate the development strategy of the enterprise, whether from a business perspective, financial perspective, or capital perspective.
(3)基于企业未来的发展战略，怎么去设置组织架构，是基于现在，还是基于未来。组织架构决定了人员的匹配和选择，同时也涉及人员业绩目标的制定与岗位责权的匹配。这些也决定着如何选择你的激励对象，怎么确定每个人持有的股权数量。
(3) Based on the future development strategy of the enterprise, how to set the organizational structure? Is it based on the present or the future. The organizational structure determines the matching and selection of personnel, as well as the formulation of personnel performance goals and the matching of job responsibilities and rights. These also determine how to choose your incentive target and how to determine the amount of equity each person holds.
(4)业绩考核。与公司的目标相结合，股权激励无论何种目的，企业总是要回到上面一层，我们要做什么样的企业。但是背后-定是靠结果说话，那就是达到什么样的目标。无论是业绩指标、利润指标还是市值，都是以数字来说话的。
(4) Performance evaluation. In combination with the company's goals, regardless of the purpose of equity incentives, the enterprise always needs to go back to the upper level, what kind of enterprise we want to be. But behind the scenes, it must depend on the outcome, which is what kind of goal to achieve. Whether it's performance indicators, profit indicators, or market value, they all speak in numbers.
(4)实股。通过出资，得对应的股权，直接成为公司的实股东，享受公司股东对应的所有权利。一旦给了员工实股，涉及工商变更会比较麻烦，所以实股在实际运用中需谨慎。
(4) Real shares. By making capital contributions, one obtains corresponding equity and directly becomes a substantial shareholder of the company, enjoying all the corresponding rights of the company's shareholders. Once employees are given real shares, it can be quite troublesome to involve industrial and commercial changes, so it is necessary to be cautious in the practical application of real shares.
此外要清楚给予股权激励对象的股权从哪里来，一般来说是来自三个方面:
In addition, it is important to clarify where the equity incentives given to equity incentive targets come from, generally from three aspects:
(1)预留股份。企业有预留的股权用于股权激励，一般是期权池。
(1) Reserved shares. Enterprises have reserved equity for equity incentives, usually through option pools.
(2)原股东转让。由公司原来的创始股东进行股权的转让，一是可以由大股东单独转让;二是由公司全体股东或多个股东同比例或以约定的比例转让。
(2) Transfer by the original shareholder. The transfer of equity by the original founding shareholder of the company can be carried out separately by the major shareholder; The second is to be transferred by all shareholders or multiple shareholders of the company in the same proportion or at an agreed proportion.
(3)增发股份。由公司设定增发定的股权给激励对象，或者通过增资扩股的方式。
(3) Additional shares issued. The company sets additional shares to be issued to incentive targets, or through capital and share expansion.
When the equity incentive object obtains equity, it will involve the shareholding method of equity. One is direct ownership by individuals, which means direct ownership by the incentive target themselves; Second, shell companies refer to limited companies, joint-stock companies or limited partnership. Wait, the detailed content will come to our website http://www.lushangyun.com Consult!
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