實施股權(quán)激勵過程中，要注意股權(quán)激勵不能平均化，不能搞成種普惠性的股權(quán)福利。管理考核體系要完備，實施程序要透明，并具有“儀式感”，讓員工在整個過程中感受到平等和尊重，這些對于成功實施山東股權(quán)激勵是很重要的。

In the process of implementing equity incentives, it is important to note that equity incentives cannot be evenly distributed and should not result in inclusive equity benefits. The management assessment system should be complete, the implementation procedures should be transparent, and have a sense of ceremony, so that employees can feel equality and respect throughout the entire process. These are crucial for the successful implementation of Shandong equity incentives.

實際操作時應(yīng)注意避免兩個極端:

During actual operation, attention should be paid to avoiding two extremes:

（1）人人持限。股權(quán)激勵是稀缺性資源，如果人人都可以參與，那么平均分配到每個人可獲得的份額就會比較少，激勵度就小。另外，也無法體現(xiàn)獎優(yōu)罰劣的原則，這是種事實上的不公平，激勵效果較差。

(1) Everyone holds a limit. Equity incentive is a scarcity resource. If everyone can participate, then the average share allocated to each person will be less, and the incentive degree will be small. In addition, the principle of rewarding the good and punishing the bad cannot be reflected, which is a de facto unfairness and the incentive effect is poor.

(2)僅把股權(quán)激勵給少數(shù)人。這樣會讓員工覺得公司沒有分享精神，導(dǎo)致公司管理層和骨干員工不滿，甚至導(dǎo)致核心人才流失，達不到應(yīng)有的激勵效果。

(2) Only incentivize a few people with equity. This can make employees feel that the company lacks the spirit of sharing, leading to dissatisfaction among the company's management and key employees, and even leading to the loss of core talents, failing to achieve the expected incentive effect.

此外股權(quán)激勵作為一種長期激勵方式，應(yīng)當連續(xù)不斷地、分散地進行，不宜集中實施。主要考慮的原因是：防止高級管理人員、核心技術(shù)人員、核心技術(shù)骨干等激勵對象到期一次性套現(xiàn)獲利離開，還可以防止這些人員的集中變動給公司人才管理帶來挑戰(zhàn)。具體到技術(shù)層面的設(shè)計，可以選擇以下方式:

In addition, equity incentives, as a long-term incentive method, should be carried out continuously and dispersedly, and should not be implemented centrally. The main reason for consideration is to prevent senior managers, core technicians, core technical backbones and other incentive objects from cashing out at one time when they are due to leave, and to prevent the centralized change of these personnel from bringing challenges to the company's talent management. In terms of technical design, the following methods can be chosen:

(1)采用一次授予、分次到期行權(quán)或者分次授予、分次到期行權(quán)的做法，避免采用一次授予、一次到期行權(quán)或者分次授予、一次到期行權(quán)的方式；

(1) Adopting the practice of one-time grant, partial exercise or partial grant, partial exercise, and avoiding the use of one-time grant, partial exercise or partial grant, partial exercise;

(2)在等待期的設(shè)計上，可以考慮勻速到期、加速到期、減速到期等幾種方式。勻速到期的方式激勵力度比較均與，激勵效果平穩(wěn)；加速到期的方式中長期激勵效果好，有利于激勵對象的穩(wěn)定;減速到期的方式近期激勵效果好，且激勵力度大，但中長期激勵效果較弱。企業(yè)在設(shè)計股權(quán)激勵方案時，可以根據(jù)企業(yè)的具體需求進行選擇。

(2) In the design of the waiting period, several methods can be considered, such as uniform expiration, accelerated expiration, and deceleration expiration. The incentive intensity of the uniform maturity method is relatively consistent, and the incentive effect is stable; The method of accelerating expiration has good long-term incentive effects, which is conducive to the stability of incentive targets; The method of slowing down the expiration date has good short-term incentive effect and strong incentive intensity, but the medium to long-term incentive effect is weak. When designing equity incentive plans, enterprises can choose based on their specific needs.

通過股權(quán)進行激勵只是眾多激勵手段中的一種，如果通過其他激勵方式也可以達成這種效果，企業(yè)就不必拘泥于實施股權(quán)激勵這種形式。在選擇激勵手段時，應(yīng)充分評估員工的喜好，在不損害公司利益的情況下，無論通過何種激勵工具，只要能充分調(diào)動其積極性，實現(xiàn)各方共贏才是激勵的落腳點和核心。您有需求就來聯(lián)系我們http://zhenzhush.com吧！

Incentive through equity is just one of the many incentive methods, and if this effect can be achieved through other incentive methods, enterprises do not need to be limited to implementing equity incentives. When choosing incentive methods, employees' preferences should be fully evaluated. Regardless of the type of incentive tool used, as long as it can fully mobilize their enthusiasm and achieve a win-win situation for all parties, it is the foothold and core of motivation, without harming the company's interests. Please feel free to contact us if you have any needs http://zhenzhush.com Come on!