起初不要给资源承诺者大量股权
Don't give a large amount of equity to resource commitment at first
创业时，企业迫切需要可以带来营业收入的直接资源。创业者可能不是很慎重地就拿公司的股权去交换对方的资源承诺，但是承诺的资源不一定能够兑现。创业公司的价值需要整个创业团队长期投入时间和精力去实现，因此对于那些非全职参与创业的承诺资源者，不要一开始就释放给他过多的股权，建议优先考虑项目提成，谈利益合作，一事一结，而不是通过股权长期深度绑定。
When starting a business, enterprises urgently need direct resources that can bring business income. Entrepreneurs may not be very careful to exchange the company's equity for the other party's resource commitments, but the promised resources may not be fulfilled. The value of a startup company needs the entire startup team to invest time and energy in a long time to realize it. Therefore, for those committed resources who participate in the startup part-time, do not release too much equity to them at the beginning. It is suggested to give priority to the project commission, talk about interest cooperation, and settle each matter, rather than through long-term deep equity binding.
创业初期，不要简单按照各自出资比例分配股权
At the initial stage of entrepreneurship, do not simply distribute equity according to their respective contribution ratio
企业的利润主要是靠人才创造的，初始的启动资金在创业一开始非常重要，但是企业发展到一定阶段，资金就不是问题了，而人才却非常重要。让有能力的合伙人给无能力的合伙人打工，是不能长久的。而且公司这样的股权架构，想引进PE、VC等财务投资人也是很难的，因为人家会觉得你的团队有不稳定因素。
The profits of enterprises are mainly created by talents. The initial start-up capital is very important at the beginning of entrepreneurship, but when the enterprise develops to a certain stage, the capital is not a problem, while talents are very important. It is not sustainable to let capable partners work for incompetent partners. In addition, it is difficult to introduce financial investors such as PE and VC in the company's equity structure, because people will think that your team has unstable factors.
不宜给兼职人员过多的股权
Do not give too much equity to part-time employees
创业有风险，当创始人讲到他们的团队时，10个人的团队，目前4个人全职创业，还有6个人还在大公司打工，只是兼职创业，等时机成熟了再参与全职。建议公司不要一开始就给予这些兼职人员较高的股份，因为即使这类人水平再高、技术再好，他们还没有破釜沉舟地决定，给自己留有后路，能否终加入创业公司还有很大的不确定性。可能一开始，兼职合伙人还断断续续参与公司的经营，过一段时间可能参与会越来越少，半年后，热情消退，就可能基本停止参与了，公司得不偿失。建议对于那些对公司很重要高端兼职技术人员，可以发放期权，等到兼职人员全职参与公司经营后可以让其行权。
Entrepreneurship is risky. When the founders talk about their team, there are 10 people in the team. At present, 4 people are full-time entrepreneurs, and 6 people are still working in large companies. They are only part-time entrepreneurs. When the time is ripe, they can participate in full-time entrepreneurship. It is suggested that the company should not give these part-time workers a higher share at the beginning, because even if they are of high level and good technology, they have not yet decided to break the boat and leave a way for themselves. There is still great uncertainty whether they can eventually join the startup company. At the beginning, the part-time partners may also participate in the company's operation intermittently. After a period of time, they may become less and less involved. After half a year, the enthusiasm fades, and they may basically stop participating. The company will lose more than it gains. It is suggested that for high-end part-time technicians who are important to the company, options can be issued, and they can exercise their rights after they participate in the company's operation full-time.
不要过早用普通股权激励
Don't use common equity incentives too early
早期的普通员工因为早期普通员工流动性大，他们更关注涨工资而不是股权激励。对于既有创业能力又有创业心态，经过初步磨合的合伙人，可以考虑给一些限售普通股并设计股权成熟期。但是如果对早期普通员工发放普通股权，是很不明智的。一，股权激励成本很高；二，激励效果很有限。因为在公司创业早期，公司股权没有市场公允价格可以参考，你就算给单个员工发5%的普通股权，对员工也很可能起不到激励效果，甚至起到负面效果。
Because of the high mobility of early ordinary employees, they paid more attention to wage increase than equity incentive. For partners who have both entrepreneurial ability and entrepreneurial mentality, and have undergone initial run-in, they can consider giving some restricted common shares and designing the equity maturity period. However, it is unwise to issue common equity to early ordinary employees. 1、 The cost of equity incentive is very high; 2、 The incentive effect is very limited. Because in the early stage of the company's entrepreneurship, there is no market fair price for the company's equity to refer to. Even if you give 5% common equity to a single employee, it is likely to have no incentive effect on employees, or even have a negative effect.
员工很可能认为，公司是不想给他们发工资，通过股权来“忽悠”他们。但是，如果公司的股权有了一定的市场公允价格，或者风险投资投了钱并给了较高的估值后，再进行股权激励，很可能5%的股权就可以解决所有普通员工的股权激励问题，而且激励效果会很好。因为员工自己手里的股权已经经过投资人估值或按照市场公允价格，直接估算出来大概值多少钱了。
Employees are likely to think that the company does not want to pay them wages and "fool" them through equity. However, if the equity of the company has a certain fair market price, or the venture capital has invested money and given a high valuation, then equity incentive is carried out, it is likely that 5% equity will solve the equity incentive problem of all ordinary employees, and the incentive effect will be very good. Because the equity in the employees' own hands has been estimated by investors or directly according to the fair market price.
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