合伙人股權利益分配，關乎人性心理底層的貪嗔癡（貪婪，對未來不確定性的恐懼等）。有質感的合伙人股權產品設計，應該是藝術與科學的交匯點，可以順乎人性的貪嗔癡。下面
濟南股權架構設計公司為您分析其中的常識：
The distribution of equity interests among partners is related to the underlying human psychology of greed, hatred, and ignorance (greed, fear of future uncertainty, etc.). The design of partner equity products with a sense of texture should be the intersection of art and science, which can conform to human greed, hatred, and delusion. Below, Jinan Equity Structure Design Company will analyze the common sense for you:
一、舊時代股權or新時代股權？
1、 Old Era Equity or New Era Equity?
在過去，是創始人單干制；在現在，提倡合伙人兵團作戰。在過去，利益是上下級分配制；在現在，提倡合伙人之間利益分享。在過去，職業經理人用腳投票；在現在，提倡合伙人之間背靠背共進退。
In the past, it was the founder's sole responsibility system; At present, it is advocated to engage in cooperative warfare. In the past, benefits were distributed between superiors and subordinates; Nowadays, it is advocated to share benefits among partners. In the past, professional managers voted with their feet; Nowadays, it is advocated for partners to move forward and backward back to back.
二、合伙利益or合伙精神？
2、 Partnership interests or partnership spirit?
有創業能力，有創業心態，經過磨合，可以作為合伙人。人與人之間長期共事，既要有軟的交情，又要有硬的利益。合伙創業，既是合伙一種長期利益，也是合伙一種“共創、共擔、共享”的合伙創業精神。
Having entrepreneurial ability, entrepreneurial mindset, and through trial and error, one can become a partner. Long term collaboration between people requires both soft friendships and hard interests. Partnership entrepreneurship is not only a long-term benefit of partnership, but also a spirit of "co creation, co responsibility, and sharing" in partnership entrepreneurship.
三、算小賬or算大帳？
3、 Calculate small or large accounts?
我們看到有的孵化器根深蒂固地認為，手里拿的抓的“搶”的股權數量，越多越好。他們只看自己的歷史貢獻，不去考慮公司長期發展所需的持續動力。他們這套玩法，把優秀團隊和后續資本進入公司的通道都給堵上了，把公司給做小了。
We see that some incubators firmly believe that the more equity they hold, the better. They only look at their historical contributions and do not consider the sustained momentum required for the long-term development of the company. Their gameplay has blocked the channels for excellent teams and subsequent capital to enter the company, making the company smaller.
四、失控or控制？
4、 Out of control or control?
公司的股權架構設計理論，不管說得多天花亂墜，都很難精確計算各方的具體持股數量。如果算小賬，算八年十年，也沒法精確計算。股權架構設計，只能是算大帳，做模型，把團隊分利益的標準統一，讓團隊感覺相對公平合理，股權不出現致命的結構性問題。
The theory of designing a company's equity structure, no matter how fancy it may be, is difficult to accurately calculate the specific number of shares held by each party. If we calculate small accounts and calculate eight to ten years, we cannot accurately calculate them. The design of equity structure can only be based on calculating big accounts, creating models, and unifying the standards for dividing the team's interests, making the team feel relatively fair and reasonable, and avoiding fatal structural issues with equity.
五、股權or限制性股權or期權？
5、 Equity or restricted equity or options?
股權是實對實。股東掏的是白花花的銀兩，公司給的是有假包換的股權，通常適用于投資人或合伙人拿的資金股。限制性股權是實對空。公司給出的是股權，股東空頭承諾的是未來的服務期限或/和業績，通常適用于公司合伙人或少數重要的天使員工拿的人力股。期權是空對空。公司開出的是空頭支票，員工空頭承諾的是服務期限或業績，通常適用于員工。
Equity is real to real. The shareholders pay out a fair amount of silver, while the company offers fake and guaranteed equity, which is usually applicable to the capital stocks taken by investors or partners. Restricted equity is real to short. The company provides equity, while shareholders' short positions promise future service terms or/and performance, which is usually applicable to human resources stocks taken by company partners or a few important angel employees. Options are short to short. The company issues a bad check, and the employee promises a service term or performance, which is usually applicable to the employee.
六、免費or收費？
6、 Free or charged?
公司發股權本身，不是目的，目的是通過股權發放篩選出一支既有創業能力又有創業心態的核心創業團隊。股權發放，可以是個互相印證的過程。公司經過判斷，可以給團隊成員配備股權。團隊成員是否愿意押點寶賭一把，基本可以判斷他是否長期看好公司。團隊成員自愿主動選擇，掏過錢割過肉，他的參與感會比較高，也更會當個事來做。
The issuance of equity by a company is not an end in itself, but the purpose is to select a core entrepreneurial team with both entrepreneurial ability and mindset through equity issuance. Equity issuance can be a process of mutual confirmation. After judgment, the company can allocate equity to team members. Whether team members are willing to gamble a bit can basically determine whether they are long-term bullish on the company. Team members who voluntarily choose, have paid and cut meat, have a higher sense of participation and are more capable of doing things as individuals.
七、股權架構設計=筑巢引鳳？
7、 Equity Structure Design=Building Nests to Attract Phoenix?
對于經過磨合、有創業能力與創業心態的合伙人，談利益，并不傷感情。不談利益，才傷感情。做好公司股權架構，創始人找合伙人、找投資人、找員工，再也不用糾結了。
For partners who have undergone adjustment, entrepreneurial ability, and entrepreneurial mindset, discussing interests does not hurt feelings. Not talking about interests is the only way to hurt emotions. Do a good job in the company's equity structure, where founders find partners, investors, and employees, and there's no need to worry anymore.
八、投資=投人=投股權架構？
8、 Investment=Investor=Equity Structure?
公司早期股權結構不合理，會影響到投資人的進入。有的創始人在外邊學習了一堆的新理念，新思維，說產品重要，技術重要，運營重要，需要找合伙人。但是，你一問他公司的股權架構，發現上邊還是慈禧，下邊還是義和團。
The unreasonable equity structure of the company in its early stages can affect the entry of investors. Some founders have learned a bunch of new concepts and ideas outside, saying that products are important, technology is important, and operations are important, and they need to find partners. However, when you ask him about the equity structure of his company, you find that the top is still Cixi, and the bottom is still the Boxer Rebellion.
九、創業合伙人=人格分裂者？
9、 Entrepreneurial Partner=Personality Splitter?
創業合伙人，既是公司種子輪投資人，又是公司全職運營者，還是公司天使員工。作為公司投資人，合伙人取得小額資金股。我們建議，互聯網初創企業，所有合伙人資金股合計不超過20%。
Entrepreneurial partners are both seed investors, full-time operators, and angel employees of the company. As an investor in the company, the partner obtains small capital stocks. We suggest that for internet startups, the total capital stock of all partners should not exceed 20%.
作為公司全職運營者，合伙人取得大額人力股。人力股和四年全職服務期限、甚至與核心業績考核指標掛鉤。合伙人打個醬油中途掉鏈子退出或業績指標不達標時，公司可以按照事先約定的價格回購合伙人股權。作為公司的員工，合伙人領取工資。
As a full-time operator of the company, the partner obtained a large amount of manpower shares. The human resources unit and the four-year full-time service period are even linked to core performance evaluation indicators. When a partner drops out of the soy sauce chain midway or fails to meet performance indicators, the company can repurchase the partner's equity at the predetermined price. As employees of the company, partners receive salaries.
That's all for the 9 common knowledge related to partner equity design. I hope it can be helpful to you. For more information, please come to our website http://www.yunjingwu.com.cn Consult!
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