股权激励方案落地执行
十年股权整理解决方案落地实施

　　股权给员工到底是买还是应该送？股权激励要不要出钱？明明是激励为什么要员工花钱？

　　Should equity be bought or given away to employees? Should equity incentives be funded? Why do employees have to spend money when it's clearly an incentive?

　　最近问了几个朋友，他们来自各行各业，包括房地产公司、供应链、快递公司，他们的公司实施股权激励，无疑都会让员工出资购买，为什么好多公司实施股权激励都会让员工出资购买呢？

　　Recently, I asked a few friends from various industries, including real estate companies, supply chain companies, and express delivery companies. Their companies implement equity incentives, which undoubtedly require employees to contribute to the purchase. Why do many companies require employees to contribute to the purchase when implementing equity incentives?

　　如果把一个企业比喻成一列车，那么老板就是这辆车的车头，如果只靠车头往前走，就算老板累死了，这辆车也走不远；如果这辆车想走的长久、走的长远，就必须依靠轮子的驱动；而公司的员工就像一辆车子的轮子，没有他们公司将寸步难行；公司长远健康的发展要靠这些员工，所以免不了要进行股权激励。

　　If a company is compared to a train, then the boss is the front of the train. If we only rely on the front of the train to move forward, even if the boss is exhausted, the train cannot go far; If this car wants to travel for a long time, it must rely on the drive of its wheels; And the employees of the company are like the wheels of a car, without them, the company would be difficult to move forward; The long-term healthy development of the company relies on these employees, so equity incentives are inevitable.

　　为什么要实施股权激励

　　Why implement equity incentives

　　中国企业最悲哀的是老板地位，老板没干老板的活、干的是业务员的活、采购员的活，而员工天天无所事事，如果你不想天天忙的跟牛一样，被日常事务所拖累，那你就要学会用股权激励来激发优秀员工，让他们成为合伙人，给他们经营权和归属感，再用科学股权分配模式解决所有权，经营权的分离，全面释放员工潜能。

　　The saddest thing about Chinese companies is the status of the boss. The boss doesn't do the job of the boss, but does the job of a salesperson or a purchaser, while the employees have nothing to do every day. If you don't want to be busy like a cow and dragged down by daily affairs, then you need to learn to use equity incentives to inspire excellent employees, make them partners, give them management rights and a sense of belonging, and use a scientific equity distribution model to solve the separation of ownership and management rights, and fully unleash the potential of employees.

　　股权给员工到底是买还是应该送？股权激励要不要出钱？明明是激励为什么要员工花钱？

　　Should equity be bought or given away to employees? Should equity incentives be funded? Why do employees have to spend money when it's clearly an incentive?

　　股份主要有两种形式，一种虚拟股份，另外一种是实股股份，如果是虚拟股份我们认为他本质上其实就是一种奖金制度，奖金制度是和业绩相挂钩的，业绩做的好就奖励，不好就没有，我们可以把虚拟股份看作是一种机会，如果有业绩，业绩达标，那么你就有这种机会可以实现，但是如果没有业绩，业绩没有达标，那么你就丧失了这种机会，

　　There are mainly two forms of shares, one is virtual shares, and the other is real shares. If it is virtual shares, we believe that it is essentially a bonus system. The bonus system is linked to performance. If the performance is good, rewards will be given, and if it is not good, there will be none. We can see virtual shares as an opportunity. If there is performance and the performance meets the standard, then you have this opportunity to achieve it. However, if there is no performance and the performance does not meet the standard, then you will lose this opportunity,

　　我们国鼎在做咨询案的时候，会根据企业给员工哪种股份做具体分析，大部分虚拟股份是不用出钱的，另外一种是实股，也就是在工商局注册的部分，我们今天在这里重点讨论一下，如何正确认识股权激励以及股权激励为什么要员工出资购买？

　　When our company Guoding is doing consulting cases, we will conduct specific analysis based on which type of shares the enterprise gives to employees. Most virtual shares do not require payment, while the other type is real shares, which are registered with the Industry and Commerce Bureau. Today, we will focus on how to confirm equity incentives and why employees need to contribute to purchase equity incentives?

　　如何正确认识股权激励

　　How to correctly understand equity incentives

　　1、股权激励是激励不是奖励，如果只是依据于员工他以往的贡献，那么我们可以给他发奖金的方式来解决，但是激励我们是着重于员工他未来的工作表现和工作成果，是需要企业和员工有共同的、同步的、长期相对一致的价值观和任务目标的，所以是需要员工和企业有利益绑定的。换一个角度说，如果说员工我愿意花钱，投到这个企业当中，那其实也代表着我愿意跟这个企业共同进退的一种表示。

　　1. Equity incentives are incentives, not rewards. If they are only based on an employee's past contributions, we can solve the problem by giving them bonuses. However, incentives focus on the employee's future work performance and results, and require the company and employees to have common, synchronized, and long-term relatively consistent values and task goals. Therefore, it is necessary for employees and the company to have a vested interest. To put it another way, if I am willing to spend money and invest in this company as an employee, it actually represents my willingness to work together with this company.

　　2、股权是稀缺资源，它不仅代表着我企业对员工的认可，也代表企业本身的价值，如果股权不需要钱，大家都想要，每个人都拿到一些但都不多，实际上这个激励效果是很难产生的，做了还不如不做。

　　2. Equity is a scarce resource, which not only represents the recognition of employees by our company, but also represents the value of the company itself. If equity does not require money, everyone wants it, and each person receives some but not much, in fact, this incentive effect is difficult to produce. It is better not to do it than to do it.

　　3、付出才会更加珍惜，如果你一样东西花了大代价，才能拥有他的话，那相对来说你会比较珍惜，如果这个东西是白送给你的，那你放弃他的成本实际上是很低的，这是不满足企业和员工共同利益绑定的效果。

　　3. Only by putting in effort can one cherish something even more. If you spend a lot of money to own something, then you will cherish it relatively more. If this thing is given to you for nothing, the cost of giving it up is actually very low, which does not meet the binding effect of the common interests of the enterprise and employees.

　　股权激励如果想得到长期的持续，就一定要对公司的业绩指标和员工表现尽可能量化进行考核。股权激励最大的魅力在于这种给予是有条件的，受益人需要达到一定的条件。

　　If equity incentives want to achieve long-term sustainability, it is necessary to quantify the company's performance indicators and employee performance as much as possible. The greatest charm of equity incentives lies in the fact that the giving is conditional, and beneficiaries need to meet certain conditions.

　　为什么需要员工出资购买

　　Why do employees need to invest in purchasing

　　我们打个比方，大多数企业家都是不喜欢听课的，假如有个课是免费的，企业家已经报了名，你觉得这个企业家去的可能性大还是不去的可能性大，基本上只要碰到点事情，他就不去了。

　　For example, most entrepreneurs don't like to attend classes. If a class is free and the entrepreneur has already registered, do you think the likelihood of the entrepreneur going or not going is high? Basically, as long as something happens, he won't go.

　　为什么免费的不值钱？因为付出的价钱已经初步代表了产品的价值，企业家花五万块钱买的课，你再想想看他的专注程度是什么样？他可能连上厕所都不去了，只要老师讲的不是太烂，他就尽量的全部记下来回去好好复习，因为成本比较高。

　　Why is free not worth it? Because the price paid already represents the initial value of the product, what is the level of focus of the entrepreneur who spent 50000 yuan on the course? He may not even go to the bathroom anymore, as long as the teacher's lectures are not too bad, he will try his best to take down everything and go back to study well, because the cost is relatively high.

　　你再想想看如果他花五十万去听个课，那可能就不是听课的概念了。他必须把这五十万赚回来，不仅要好好听课，而且要连同学关系都安排明明白白的，把同学当中对他有利的资源给挖掘出来，要不然怎么对得起这五十万。

　　Think about it again, if he spends 500000 yuan to attend a class, it may not be the concept of attending a class anymore. He must earn back this 500000, not only by paying close attention to class, but also by arranging his relationships with classmates clearly and identifying resources that are beneficial to him. Otherwise, how can he live up to this 500000.

　　所以这是什么意思呢？花的多少决定了他重视程度的多少。

　　So what does this mean? The amount of flowers determines how much he values them.

　　从人性的角度来看，人心是贪婪的，心永远得不到满足，当老板开始免费送股份的时候，员工开始会觉得很开心，感恩戴德，觉得应该更加努力去工作，才能够对得起老板这种信任，可是随着时间的推移，员工就会觉得这股份本来就应该是要免费送给我，甚至还会觉得你送的太少。

　　From a human perspective, the human heart is greedy and never satisfied. When the boss starts giving shares for free, employees will feel happy and grateful, thinking that they should work harder to live up to the boss's trust. However, as time goes by, employees will feel that the shares were supposed to be given to me for free, and even think that you gave them too little.

　　有这样一个故事，一个年轻人他会给一个乞丐十块钱，突然有一天他给了5元钱，乞丐就问他怎么回事，他说我要结婚了，乞丐就说你怎么把我的钱给你媳妇呢？故事告诉我们一个什么道理呢？

　　There is a story about a young man who would give a beggar ten yuan. One day, he gave five yuan, and the beggar asked him what was going on. He said he was getting married, and the beggar said, 'How can you give my money to your wife?'? What does the story tell us?

　　有很多时候，我们总是希望得到别人的好，一开始我们感恩不尽，习惯了一个人对你好，并认为是理所当然的，有一天突然他不对你好了，你便会怨恨。其实不是别人不好，而是我们的要求变多了，习惯了得到便忘记了感恩，当然我说的这个故事并不是说员工是乞丐，老板就是这个年轻人这样的一个道理，我们一定要记得感恩，而不是因为习惯得到了而忘记了感恩，

　　Many times, we always hope to receive kindness from others. At first, we are grateful and accustomed to someone treating us well, taking it for granted. One day, if someone suddenly doesn't treat us well, you will resent them. Actually, it's not that others are bad, but rather that our demands have increased and we have become accustomed to receiving them, forgetting to be grateful. Of course, the story I'm telling is not about employees being beggars or bosses being young people. We must remember to be grateful, rather than forgetting it just because we get used to receiving it,

　　“人”终究是生产力的根本，企业要想做大做久，除了时代战略外，更重要的是人才战略，那么问题来了，如何吸引人才、留住人才、激发人才为我所用，为企业创造更大的价值呢？

　　Human beings are ultimately the foundation of productivity. In order for enterprises to grow and thrive, in addition to the era strategy, the most important thing is the talent strategy. So, the question arises: how to attract, retain, and inspire talents to be used for our own benefit, and create greater value for the enterprise?

　　答案就是两个字：股权。通过企业股权顶层设计留住优秀人才，让企业不再缺人，这是每位企业家必修的一门课程。

　　The answer is two words: equity. Retaining outstanding talents through top-level design of corporate equity, so that the company no longer lacks personnel, is a compulsory course for every entrepreneur.

　　企业做股权激励的目的，无论是为了留人，激励人，还是为了吸引人，最终都是为了提升企业的组织能力、让企业在市场上更有竞争力。

　　The purpose of equity incentives for enterprises, whether it is to retain, motivate, or attract people, is ultimately to enhance the organizational capabilities of the enterprise and make it more competitive in the market.

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