從山東股權(quán)激勵(lì)的角度來(lái)分析，有幾個(gè)關(guān)鍵點(diǎn)是我們要著重考慮的，首先我們還是先定原則：人在股在，人走股滅。從虛到實(shí)，逐步考慮，考核指標(biāo)，激勵(lì)約束。

From the perspective of equity incentives in Shandong, there are several key points that we need to focus on. Firstly, let's set the principle: people in the stock, people in the stock perish. From virtual to real, gradually consider, assess indicators, and motivate and constrain.

1.方式

1. Method

可以先以虛擬股(干股)、分紅權(quán)來(lái)考慮，如果有些行業(yè)前期不盈利或者達(dá)不到分紅的預(yù)期，就不合適，需要重新根據(jù)項(xiàng)目來(lái)選擇合適的方式。后期根據(jù)雙方磨合和實(shí)際工作中職業(yè)經(jīng)理人能力的展現(xiàn)，可以在一定周期內(nèi)變成限制性股權(quán)，然后再變成實(shí)股，有周期，有限制，有考核，終才能實(shí)現(xiàn)人才變合伙人的路徑。

Virtual stocks (dry stocks) and dividend rights can be considered first. If some industries are not profitable in the early stage or cannot meet dividend expectations, it is not appropriate and appropriate methods need to be selected based on the project. In the later stage, based on the integration of both parties and the demonstration of professional managers' abilities in actual work, it can be converted into restricted equity within a certain period, and then into real equity. There are cycles, restrictions, and assessments, in order to ultimately achieve the path of talent becoming partners.

2.數(shù)量

2. Quantity

根據(jù)行業(yè)和項(xiàng)目本身的盈利情況來(lái)定，結(jié)合對(duì)方往年的年薪收入，匹配股權(quán)分紅的收入，做初步的測(cè)算，激勵(lì)不能過(guò)度，也不能過(guò)低，不然效果體現(xiàn)不出來(lái)。

Based on the profitability of the industry and the project itself, combined with the other party's annual salary income in previous years, match the income of equity dividends, and make preliminary calculations. Incentives should not be excessive or too low, otherwise the effect cannot be reflected.

3.是否出資

3. Whether to contribute

雖然只是虛擬分紅，但是為了避免短期風(fēng)險(xiǎn)，同時(shí)也要讓對(duì)方的責(zé)任心更重一些，建議要出一部分資金作為保證金。根據(jù)分紅對(duì)應(yīng)比例的多少來(lái)確定保證金的一個(gè)數(shù)量，如果中間出現(xiàn)短期行為，可以從保證金中扣除，后期不參與分紅或離職的時(shí)候，保證金可以退還。

Although it is only a virtual dividend, in order to avoid short-term risks and increase the other party's sense of responsibility, it is recommended to provide a portion of funds as a margin. The amount of the deposit is determined based on the corresponding proportion of the dividend. If there is short-term behavior in the middle, it can be deducted from the deposit. In the event of not participating in the dividend or resigning, the deposit can be refunded.

4.考核約束

4. Assessment constraints

建議從銷(xiāo)售額和利潤(rùn)兩個(gè)指標(biāo)和權(quán)重來(lái)進(jìn)行考核，行業(yè)不一樣，或者項(xiàng)目的發(fā)展周期不同，這個(gè)指標(biāo)可以結(jié)合自己實(shí)際的情況進(jìn)行調(diào)整?？己酥笜?biāo)設(shè)定低的完成率，完成才分紅，完不成沒(méi)有分紅。

It is recommended to evaluate based on sales and profit indicators and weight. If the industry is different or the development cycle of the project is different, this indicator can be adjusted according to one's own actual situation. Set a low completion rate for the assessment indicators, only dividends will be paid when completed, and no dividends will be paid if not completed.

5.分紅方式

5. Dividend distribution method

可以考慮固定和動(dòng)態(tài)化兩種方式，固定就是對(duì)應(yīng)分紅比例一成不變，動(dòng)態(tài)化是可以結(jié)合公司的目標(biāo)或者利潤(rùn)的完成，進(jìn)行階段式、動(dòng)態(tài)化的分紅，干得越多分得越多。

Two methods can be considered: fixed and dynamic. Fixed means that the corresponding dividend ratio remains unchanged, while dynamic means that dividends can be distributed in stages and dynamically based on the company's goals or profits. The more you do, the more you will receive.

6.退出約定

6. Withdrawal from the agreement

從正常和非正常兩個(gè)方面去考慮，紅線是不能碰的，原則無(wú)論是離職還是紅線觸碰，一定是一旦人離開(kāi)，股權(quán)自動(dòng)消失。

From both normal and abnormal perspectives, the red line cannot be touched. In principle, whether it is resignation or touching the red line, the equity will automatically disappear once the person leaves.

7.契約

7. Contract

任何不簽協(xié)議的約定都是有風(fēng)險(xiǎn)的，所以在前期規(guī)則制定的前提下，雙方形成方案或者協(xié)議，然后進(jìn)行簽字確定?？紤]到公司發(fā)展過(guò)程中的變化和其他不確定的因素，可以給這個(gè)方案或者協(xié)議設(shè)定一個(gè)期限，期限內(nèi)按約定，期限后可以按約定也可以另行約定。

Any agreement not to sign an agreement carries risks, so under the premise of formulating preliminary rules, both parties form a plan or agreement, and then sign it for confirmation. Considering the changes and other uncertain factors in the company's development process, a deadline can be set for this plan or agreement. Within the deadline, it can be agreed upon, and after the deadline, it can be agreed upon or separately agreed upon.

這些是從股權(quán)激勵(lì)的角度去分析，并進(jìn)行設(shè)定的方式方法。但實(shí)際上在公司運(yùn)營(yíng)過(guò)程中存在很多問(wèn)題，我們千萬(wàn)不要以為股權(quán)給了，分紅給了，就起到萬(wàn)能的作用了。其中的風(fēng)險(xiǎn)并不是一紙協(xié)議能約定的，對(duì)于老板來(lái)說(shuō)，還需要考慮其他非股權(quán)方面的問(wèn)題。還有什么事項(xiàng)就來(lái)我們網(wǎng)站http://zhenzhush.com咨詢(xún)！

These are the methods and methods of analyzing and setting from the perspective of equity incentives. But in fact, there are many problems in the company's operation process. We must not assume that giving equity and dividends will have a universal effect. The risks involved are not something that can be agreed upon in a single agreement, and for the boss, other non equity issues also need to be considered. If there are any other matters, please come to our website http://zhenzhush.com consulting service