干股激勵對于初創企業留住核心員工很有效。前面已經講過，企業如何運用干股激勵，但其實干股激勵也有些不容易被發現的陷阱。
山東股權頂層架構設計公司為您講解干股激勵需要注意的六大問題！
Dry stock incentive is very effective for start-ups to retain core employees. As mentioned earlier, how to use dry share incentive in enterprises, but in fact, dry share incentive also has some traps that are not easy to find. Shandong Equity Top-level Structure Design Company explains the six issues that need to be paid attention to in dry share incentive!
一，公司在沒有完善的薪酬體系前就盲目給員工股份，缺王統一的標準，沒有相應的規章制度，就會造成員工之間的不公。
1、 The company blindly gives employees shares before it has a perfect salary system. Without unified standards and corresponding rules and regulations, it will cause injustice among employees.
二，公司沒有設計出一套完整的員工上升通道，未告知員工何時可以成為被激勵對象，未解決員工的安全感和期望值，制度缺乏長遠規劃，會造成員工對企業未來沒有信心。
2、 The company has not designed a complete set of employee promotion channels, has not told employees when they can be motivated, has not addressed their sense of security and expectations, and the system lacks long-term planning, which will cause employees to have no confidence in the future of the company.
三，干股作為激勵給員工后便不再約束，沒有告知收回的條件，員工沒有后顧壓力，等興奮期過了便會缺乏后續動力。
3、 As an incentive to employees, dry shares will no longer be constrained, without informing them of the conditions for withdrawal, and employees will have no pressure to look back. After the excitement period, they will lack follow-up motivation.
四，公司與員工之間只有口頭協議，沒有簽訂書面協議，發生糾紛或產生分歧時缺乏法律依據。這看似是一種對老板的保護，但其實會加深員工對公司的不安全感。
4、 There is only oral agreement between the company and employees, and no written agreement is signed. There is no legal basis for disputes or differences. This seems to be a kind of protection for the boss, but in fact it will deepen the employees' sense of insecurity towards the company.
五，公司負責人未信守承諾，未及時分配利益，導致員工對企業及企業負責人失去信任，結果是企業公信力的下降。
5、 The person in charge of the company did not keep his promise and did not distribute benefits in time, resulting in the loss of trust of employees in the company and the person in charge of the company, resulting in a decline in the credibility of the company.
六，公司沒有企業文化培訓，企業缺乏愿景、使命、價值觀，讓員工感覺企業唯利是圖，缺乏長遠規劃，這也容易導致企業財散人散。
6、 The company has no corporate culture training, and the company lacks vision, mission, and values, which makes employees feel that the company is mercenary and lacks long-term planning, which also easily leads to the company's financial dispersion.
In a word, equity incentive is the trend of the times and is the rigid need of enterprises. Entrepreneurs need to systematically consider how to layout equity incentive plans, which is also the strategic need of enterprises. Equity incentive should also be considered from the overall perspective, and can not be achieved overnight. Come to our website for more relevant content http://www.yunjingwu.com.cn consulting service
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