股權激勵一直是公司尤其是初創公司管理高階人才的常用手段。分股權不難，但要真正讓股權起到激勵效果，還有許多要點和難點。那么怎么避免出現激勵不當的問題呢？下面來講講怎么回事。

Equity incentives have always been a common means for companies, especially startups, to manage high-level talents. It is not difficult to divide equity, but there are still many key points and difficulties to truly make equity have an incentive effect. So how to avoid the problem of improper incentives? Let's talk about what happened next.

(1)山東股權激勵應當先結合公司的實際情況選擇適合的方式，是用干股、期股還是實股，不同的階段、不同的人員，用的方式肯定不同。

(1) Equity incentives should first be based on the actual situation of the company and choose the appropriate method, whether to use dry stocks, futures stocks, or real stocks. The methods used will definitely vary depending on the stage and personnel involved.

(2)結合公司的整體激勵體系，分層分級地考慮，人在哪股在哪，而不是將總公司的股權給分公司的部]經理，也不能給單店的廚師長公司層面的股權。同時，應當結合公司內部的晉升體系，匹配股權進行設置。

(2) Considering the overall incentive system of the company in a hierarchical and hierarchical manner, rather than giving equity from the head office to department managers of branch companies or individual chefs at the company level. At the same time, it should be set up in conjunction with the internal promotion system of the company and matched with equity.

(3)股權激勵實施過程做好充分的溝通，使員工真正認識到股權激勵的意義及背后的責任，而不是獲得到股權后，就可以一勞永逸了。

(3) Adequate communication should be maintained during the implementation of equity incentives to enable employees to truly understand the significance and responsibilities behind equity incentives, rather than obtaining equity once and for all.

(4)形成系統的方案，從人員的選擇、時間節點、股權的模式、價格、數量、考核條件、進退機制等全面考慮和設計，而不是老板拍腦袋決定，然后隨便簽個協議就可以了。

(4) A systematic plan should be formed by comprehensively considering and designing personnel selection, time nodes, equity models, prices, quantities, assessment conditions, advance and retreat mechanisms, rather than being decided by the boss and signing an agreement casually.

(5)股權激勵給的是股份，給的也是股東的身份或者合伙人的資格，但這不僅僅是一紙文書，內容要大于形式，這個形式就是定期可以召開合伙人會議，制定哪些內容必須由合伙人會議進行研討商定，形成議事規則。

(5) Equity incentives provide shares, as well as the identity of shareholders or the qualifications of partners. However, this is not just a document, the content should be greater than the form. This form is that regular partner meetings can be held, and what content must be discussed and agreed upon by the partner meeting to form rules of procedure.

參與才是被認可、被重視的關鍵，而不是拿到股權后，仍然是老板自己說了算，跟以前沒什么兩樣，頂多是年終多了一點錢而已，這點錢對于需要實現自我價值的那批人來說已經不重要了。更多相關股權事項就來我們網站http://m.lfttpm.com咨詢吧！

Participation is the key to being recognized and valued, rather than the boss's own the final say after getting the equity. It's no different than before. At most, it's just a little more money at the end of the year. This money is no longer important for those who need to realize their self-worth. For more related equity matters, please visit our website http://m.lfttpm.com Consult!