向激勵對象授予激勵權益，是
濟南股權激勵計劃核心的一塊內容，授予什么形式的激勵權益、對價如何確定、一次性授予還是分期授予、授予的行權條件如何確定，這些需要通過一個完整的股權激勵方案來加以解決。那么是送還是買呢？
Granting incentive rights to incentive objects is a core element of the Jinan equity incentive plan. What form of incentive rights to grant, how to determine the consideration, whether to grant them in a lump sum or in installments, and how to determine the exercise conditions for the grant need to be addressed through a complete equity incentive plan. So is it a gift or a purchase?
站在企業發展的角度，我們毫不猶豫地回答---一定要支付對價。從人性的角度，對于送的東西，心理上不會重視，甚至會認為這是自己該得的，這種權益授予的方式決定了激勵的起點就是低的。
From the perspective of enterprise development, we do not hesitate to answer - we must pay the consideration. From the perspective of human nature, when it comes to gifts, they don't pay attention psychologically, and even think they deserve them. This way of granting rights and interests determines that the starting point for motivation is low.
其次，如果采用送的方式來進行權益授予，在分配比例上將很難平衡，為何送老王0.5%，送老李0.75%？這種送法很難形成規則，很可能造成一桃殺三士的效果。
Secondly, if the equity grant method is adopted, it will be difficult to balance the distribution ratio. Why give Lao Wang 0.5% and Lao Li 0.75%? This method of sending is difficult to form rules and may result in the effect of killing three soldiers with one peach.
三，如果零對價授予激勵權益，在企業進入中段的融資階段，企業將面臨越來越高的財務成本，隨著企業估值的不斷攀升，股權支付對于企業利潤的侵蝕將非常明顯。
3、 If incentive rights are granted at zero consideration, the enterprise will face higher and higher financial costs as it enters the mid stage of financing. As the valuation of the enterprise continues to rise, the erosion of equity payments on the enterprise's profits will be very significant.
四，通過送股的方式授予激勵權益，無法對人才的留用形成正向激勵，激勵對象因為沒有支付對價，對于離開創業團隊不會有任何壓力。
4、 The granting of incentive rights through stock dividends cannot form a positive incentive for talent retention. The incentive target will not have any pressure to leave the entrepreneurial team because they have not paid the consideration.
既然問題如此明顯，為何還會有“送”還是“買”的困惑呢？究其根本，在于企業創始人對于股權激勵的理念不同。
Since the problem is so obvious, why is there still the confusion of "giving" or "buying"? The fundamental reason is that the founders of enterprises have different ideas about equity incentives.
有些創始人希望通過送股的方式，來表達自己對于創業伙伴的認可；有些創始人則對于激勵權益的價值并沒有概念，把激勵權益當成了實物獎勵。這些非理性的瞬間感動，很可能給創始人帶來無盡的煩惱。
Some founders hope to express their recognition of their entrepreneurial partners through stock offerings; Some founders have no concept of the value of incentive rights and treat incentive rights as tangible rewards. These irrational moments of emotion are likely to bring endless troubles to the founder.
股權激勵一定要用一種動態和長期的眼光來做，而不是鎖定在某個瞬間，一旦忽視了規則與公平，這個坑在企業未來發展的過程中，是很難填平的。
Equity incentives must be done with a dynamic and long-term perspective, rather than locked in a moment. Once rules and fairness are ignored, this hole is difficult to fill in the future development process of the enterprise.
當然，從激勵的角度，需要考慮購買的對價。創業企業的薪酬水平，在創業的前半段不會非常高，另外，股權激勵不可能按照外部融資的價格來確定。
Of course, from the perspective of incentives, it is necessary to consider the purchase price. The salary level of a startup enterprise will not be very high in the first half of the startup period. In addition, equity incentives cannot be determined based on the price of external financing.
針對已經形成資產規模的創業企業，可以參照企業凈資產的折扣進行定價；針對輕資產運作的企業，可以參照前輪融資的估值，進行折扣定價。
For startups that have formed asset sizes, pricing can be based on the discount on the net assets of the enterprise; For asset-light enterprises, discount pricing can be conducted by referring to the valuation of front wheel financing.
折扣是一定需要的，否則將無法達到激勵的效果。實踐中，有些創業企業會通過薪資結構的設計，給予激勵對象一定的獎金或專項補貼，用于在行權條件成就時，定向購買激勵權益，這個方法是可行的。
Discount is definitely needed, otherwise the incentive effect will not be achieved. In practice, some entrepreneurial enterprises will provide incentive targets with certain bonuses or special subsidies through the design of salary structures, which can be used to purchase incentive rights and interests when the exercise conditions are met. This method is feasible.
也有部分創業企業采用了比較激進的方式，把激勵權益與離職的競業限制補償相掛鉤，這種做法值得商榷。
Some start-ups have also adopted a more radical approach, linking incentive rights to competitive compensation for resignations, which is worth discussing.
一方面，各地司法實踐對于這類支付經濟補償的方式，認定的觀點不一，另一方面，離職后仍保留激勵權益，其實對于企業持續發展是不利的，對其他留下來的員工也無法起到正向的價值引導，不建議企業在沒有人士指導下，自行開展類似方案的操作。更多相關股權激勵內容就來我們網站
http://www.yunjingwu.com.cn咨詢吧！
On the one hand, judicial practice in various regions has different opinions on the determination of this type of payment of economic compensation. On the other hand, retaining incentive rights and interests after leaving office is actually detrimental to the sustainable development of the enterprise, and it cannot provide positive value guidance to other remaining employees. It is not recommended that enterprises conduct similar programs on their own without the guidance of professionals. For more relevant equity incentive content, please come to our website for consultation!
咨詢電話：
