實踐與推動助力企業健康持續成長
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初創型企業小公司股權激勵方案
發布時間：2024-03-23 來源：http://www.yunjingwu.com.cn/
如果員工只要求高工資而不對結果負責，老板自然不愿意，沒有結果，員工就成本，是成本就不能增加，不給員工加薪，員工想法子和企業作對。
If employees only demand high salaries and are not responsible for the results, the boss will naturally be unwilling. If there are no results, employees will incur costs. If costs are not increased, employees will find ways to oppose the company.
合伙人股權怎么分，什么時候分，分多少合理？ 如何設計合伙人股權的進入和退出機制？ 想要留住人才,激勵管理層更富積極性、創造性地開展工作，該從哪方面入手？ 眾籌融資的專業策劃方案怎樣制定才能吸引到企業家的投資？ 如何確保融資后，股權被稀釋的同時保持控制權...
How to divide the equity of partners, when to do so, and how much is reasonable? How to design the entry and exit mechanisms for partner equity? What should we start from to retain talent and motivate management to be more proactive and creative in their work? How can a professional planning plan for crowdfunding be formulated to attract investment from entrepreneurs? How to ensure that equity is diluted while maintaining control after financing
企業要建立多勞多得的分配機制，讓員工為自己做，而不是為企業打工，讓“員工工資=企業績效”，員工工資越高代表企業績效越高，終實現：利益的趨同、思維的統一！
Enterprises should establish a distribution mechanism of "more work, more pay", allowing employees to work for themselves rather than for the company. Let "employee salary=company performance", and the higher the employee salary, the higher the company performance, ultimately achieving convergence of interests and unity of thinking!
因為他們之間會有不同的立場，如果我是一個員工，我更關心的是能拿多少工資和提成獎金；如果是股東，他更關心的是公司未來的發展、長期的增值與穩定。通過股權激勵，可以把這兩個不同立場的群體捆綁到一起。
Because they may have different positions, if I were an employee, I would be more concerned about how much salary and commission bonuses I could receive; If it is a shareholder, he is more concerned about the future development, long-term appreciation, and stability of the company. Through equity incentives, these two groups with different positions can be tied together.
技術或運營出點問題，影響的是公司短期發展，但是，如果合伙人股權出問題呢？經常是不可逆的“車毀人亡”，開局稀里糊涂，難治；，普遍性，在過去，創業者一人包打天下，不需要考慮合伙人股權問題，除創始人之外的其他股東，只能是有限合伙的LP，只享有經濟收益而不參與有限合伙日常管理決策，也就不能通過有限合伙控制公司。
If there are technical or operational issues that affect the short-term development of the company, but what if there are issues with partner equity? It is often an irreversible "car crash and human death", with a confused start and difficult to treat;, Universality, in the past, entrepreneurs were the sole owners of the company, without the need to consider the issue of partner equity. Other shareholders besides the founder could only be LP members of a limited partnership, enjoying only economic benefits without participating in the daily management decisions of the limited partnership, and thus could not control the company through a limited partnership.
可以分步驟、分階段授予，不要一次吃飽，必須在總量上有預留，在機制上有退出，4，不是什么員工都可以成為股東，離職合伙人說，我從一開始即參與創業，既有功勞，又有苦勞；公司法也沒有規定，股東離職必須退股；章程也沒規定；合伙人之間也沒簽署過其他協議，股東退出得退股；合伙人之間從始至終就離職退股也沒做過任何溝通。
It can be awarded in steps and stages, not all at once. There must be a reserve in the total amount and an exit mechanism. 4. Not all employees can become shareholders. The departing partner said, "I have been involved in entrepreneurship since the beginning, and there are both merits and hardships."; The Company Law also does not stipulate that shareholders who resign must withdraw their shares; The articles of association also do not specify; The partners have not signed any other agreements, and shareholders may withdraw their shares upon withdrawal; There has been no communication between partners regarding the resignation and withdrawal of shares from the beginning to the end.
實施股權激勵策略，給予員工一定的股東權益，使員工由雇員變成自己的“小老板”，這種身份的轉變和由此帶來的收益誘惑，將促使他們更加關心企業的經營發展，自覺抵制一切損害企業利益的不良行為。同時，亦能激發他們的工作積極性和創造性，提高團隊的凝聚力和戰斗力。
Implementing equity incentive strategies, granting employees certain shareholder rights, and transforming them from employees to their own "little bosses" will encourage them to care more about the business development and consciously resist any harmful behavior that harms the interests of the enterprise. At the same time, it can also stimulate their work enthusiasm and creativity, improve team cohesion and combat effectiveness.
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