服權激勵的實施對企業而言是把“雙刃劍”。在運用中，通過對要點事項的充分重視，進而規避相關風險，企業將能夠順利得到想要的結果。下面是企業實施股權設計與激勵的要點。
The implementation of service design incentive is a "double-edged sword" for enterprises. In application, enterprises will be able to get the desired results smoothly by paying full attention to key issues and avoiding relevant risks. The following are the key points for enterprises to implement equity design and incentive.
1.保持激勵的多維度性。
1. Keep the multi-dimensional nature of incentives.
從時間維度上看，企業處于不同階段時，需要不同的激勵模式。考慮時間維度，除了把握企業自身發展階段之外，還要注意到企業外在環境的歷史階段。從模式上看，企業在實施股權激勵時，一定要根據自身業務發展的需要，結合企|業的組織結構，進行多層次、多種類的激勵。還要注意到企業外在環境的歷史階段。
From the perspective of time dimension, enterprises need different incentive modes when they are at different stages. Considering the time dimension, in addition to grasping the development stage of the enterprise itself, we should also pay attention to the historical stage of the external environment of the enterprise. From the perspective of mode, when implementing equity incentives, enterprises must carry out multi-level and multi-class incentives according to the needs of their own business development and the organizational structure of the enterprise. We should also pay attention to the historical stage of the external environment of the enterprise.
從模式上看，企業在實施股權激勵時，一定要根據自身業務發展的需要，結合企業的組織結構，進行多層次、多種類的激勵。從方式上看，當企業規模擴大后，設計和實施股權激勵，還需要考慮到不同平臺層次的影響。
From the perspective of mode, when implementing equity incentives, enterprises must carry out multi-level and multi-class incentives according to the needs of their own business development and the organizational structure of the enterprise. From the way of view, when the scale of the enterprise expands, the design and implementation of equity incentives also need to consider the impact of different platform levels.
2.短期激勵與長期激勵并重。
2. Both short-term incentives and long-term incentives are equally important.
一個好的企業，既能在員工業績突出時給子其短期激勵，也能結合企業發展現狀和目標，設定長期激勵制度。同時，在企業不同的發展階段中，短期激勵和長期激勵的側重也有所不同，當企業更看重短期利益時，長期激勵就可以稍微延緩一些;相反，當企業短期利益較差甚至虧本時，就要通過長期激勵來實現。
A good enterprise can not only give short-term incentives to its employees when their performance is outstanding, but also set long-term incentive system based on the current development situation and objectives of the enterprise. At the same time, in different development stages of enterprises, the focus of short-term incentives and long-term incentives is also different. When enterprises pay more attention to short-term benefits, long-term incentives can be slightly delayed; On the contrary, when enterprises have poor short-term benefits or even lose money, they need to achieve long-term incentives.
The key points of equity design and incentive for enterprises are explained from two aspects. We hope to give you good help. More equity matters will come to our website http://m.lfttpm.com Ask about it!
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