Some bosses want to offer equity incentives, but employees don't buy it??. There are generally two reasons:

1、有些高管甚至對公司未來的發(fā)展不了解或是不看好。

1. Some executives even have little understanding or optimism about the company's future development.

入股意味著要投入資金，但是對公司未來的發(fā)展不明確或是不信任，員工對入股便不會感興趣，甚至會覺得老板是在把公司的風險轉移到他們的身上。

Investing in stocks means investing capital, but if there is uncertainty or lack of trust in the company's future development, employees will not be interested in investing and may even feel that the boss is transferring the company's risks to them.

2、對老板沒有信心，對自己在未來能否做得更好也不確定。

2. I don't have confidence in my boss and I'm not sure if I can do better in the future.

投資更多的是投人?。如果員工真的看好公司、認可老板，他會積極主動的想要入股，沒資金甚至可以借，貸款。

Is investing more in people?. If an employee truly values the company and recognizes the boss, they will actively want to invest in the company and even borrow or borrow money if they have no funds.

員工入股本來是件好事，但是很多老板在操作過程中往往因操作不當，導致結果不盡如人意。

Employee equity participation is originally a good thing, but many bosses often have unsatisfactory results due to improper operations during the operation process.

所以老板在做股權激勵時一定要避免以下三個坑：

So when doing equity incentives, bosses must avoid the following three pitfalls:

1沒有給入股的高管設定考核機制。

1. There is no assessment mechanism set for executives who have invested.

這很容易導致一些高管在入股后出現(xiàn)小富即安心理，躺在股權上睡大覺。

This can easily lead to some executives experiencing a sense of complacency and falling asleep on equity after investing.

2沒有給入股的高管設定退出機制。

2. There is no exit mechanism set for executives who have invested.

這會導致一些高管拿了股份及分紅的2-3年后，跳槽到其他公司，人走了分紅也帶走了，徒留老板一個人空悲傷。

This will lead to some executives taking shares and dividends for 2-3 years before switching to other companies, leaving the boss with nothing to mourn.

3沒有設定高管入股的管控機制。

There is no control mechanism established for executives to invest in the company.

這會導致一小部分高管拿著雞毛當令箭??，以股東權利為要求，查看公司財務報表等，以此來影響公司的決策。

This will result in a small number of executives holding chicken feathers as the arrow??, Based on shareholder rights, review the company's financial statements, etc., in order to influence the company's decisions.

敲黑板??老板如果要做股權激勵，讓員工入股，要做到以下幾點，才能讓與員工短期有賺，長期有發(fā)展。

Knock on the blackboard?? If a boss wants to provide equity incentives and encourage employees to invest, they must achieve the following points in order to make short-term profits and long-term development for employees.

1員工一定要出資

Employees must make contributions

俗話說：在哪里，心就在哪里。

As the saying goes: Wherever you are, your heart is there.

2給員工的股權方案要簡單完整且清晰明了

The equity plan for employees should be simple, complete, and clear

方案里尤其要明確約定好成為股東后的責任、權利和義務。

In particular, the plan should clearly stipulate the responsibilities, rights, and obligations after becoming a shareholder.

3分紅時間：

3. Dividend distribution time:

約定好鎖定期，多久內不能離職退股

Agree on a lock-in period, within which time you cannot resign or withdraw your shares

4約定好退出機制：

4. Agree on an exit mechanism:

就算要退出，要提前說清楚以什么價格退，離職時公司要收回股份。這樣員工心里清楚，老板也會放心，公司的股份才能給的安全且放心。

Even if you want to exit, you need to clearly state in advance the price at which you want to exit. When you leave, the company will need to reclaim your shares. This way, employees will have a clear understanding and the boss will rest assured, so that the company's shares can be given safely and with peace of mind.

5在方案里體現(xiàn)老板的誠意

Reflect the sincerity of the boss in the plan

入股會涉及到公司的估值，針對公司的核心骨干或技術人員，一般我們會采用溢價的形式。例如：給你10%的股份，但是你只要出5％股份的錢就可以了，省下的5%作為在職股/技術股直接給到你。

Investing in the company will involve the valuation of the company, and for the core members or technical personnel of the company, we usually adopt a premium form. For example, give you 10% of the shares, but you only need to pay 5% of the shares, and the 5% saved will be directly given to you as working/technical shares.

注意??更重要的是務必要簽訂以下兩份協(xié)議

Attention?? More importantly, it is important to sign the following two agreements

《員工入股協(xié)議》

Employee Equity Agreement

《保密協(xié)議》

Confidentiality Agreement

《同業(yè)競爭禁止協(xié)議》

Agreement on Prohibition of Horizontal Competition