股权激励设计方案要从发放的池子、锁定期、考核标准和企业的发展状态等多角度综合考量。例如，企业给员工的股权激励并不是都可以享受到的福利，而是拉动企业绩效的动力，应该重点面向特定激励对象，避免出现股权激励大锅饭和搭便车现象。 锁定期方面，如果激励周期太长，员工无法感受到股权激励的价值。激励周期太短，会导致员工过分注重眼前利益，不利于筛选出真正和公司同进退的奋斗者，甚至出现“躺在股权上睡大觉”的现象，因此要将长期激励和短期激励相结合，在实施上也可以更加灵活。

The design scheme of equity incentive should be comprehensively considered from many angles, such as the pool of payment, the lock-in period, the assessment standard and the development status of the enterprise. For example, the equity incentive given to employees by enterprises is not the welfare that can be enjoyed by all, but the driving force to drive enterprise performance. We should focus on specific incentive objects to avoid the phenomenon of equity incentive pot and free riding. In terms of lock-in period, if the incentive cycle is too long, employees cannot feel the value of equity incentive. If the incentive cycle is too short, employees will pay too much attention to immediate interests, which is not conducive to screening out those who really advance and retreat with the company, and even the phenomenon of "sleeping on equity". Therefore, the combination of long-term incentive and short-term incentive can be more flexible in implementation.

考核标准方面，激励对象获取股权的资格确认，激励对象相应权利的行使条件等，都应该非常严格并予以量化。在确认股权激励资格时，可从人力资本附加值、历史贡献、难以取代程度三个方面考虑；在界定行权条件时，对公司业绩考核与激励对象个人业绩考核都应该从严考量，过宽的业绩条件，不仅不利于调动员工积极性，还极易引起非股权激励对象的非议。

In terms of assessment standards, the qualification confirmation of incentive objects to obtain equity and the conditions for the exercise of corresponding rights of incentive objects should be very strict and quantified. When confirming the qualification of equity incentive, it can be considered from three aspects: the added value of human capital, historical contribution and the degree of difficulty to replace; When defining the exercise conditions, the company's performance assessment and the individual performance assessment of incentive objects should be strictly considered. Too wide performance conditions are not only not conducive to mobilizing the enthusiasm of employees, but also easy to cause criticism of non equity incentive objects.

如果出现公司的业绩考核指标低于行业平均水平，或者将本应起到监督作用的监事会人员作为激励对象，导致股票价格激励额度与业绩的实际增长不相符，出现激励过度，甚至出现部分高管自我奖励、自发红包的现象。

If the performance evaluation index of the company is lower than the industry average level, or the personnel of the board of supervisors who should play the role of supervision are taken as the incentive object, resulting in the inconsistency between the incentive amount of stock price and the actual growth of performance, excessive incentive, and even the phenomenon of self reward and spontaneous red envelope of some senior executives.

同时，股权激励的设计要密切结合企业的发展现状，充分考虑将来出现的各种风险，如果遇到行权时股票价格跌破行权价而使股权激，那就会导致励变得毫无价值，使得激励对象行权难。有的公司对自身状况和市场行情认识不够深入，将行权的业绩指标定得过高或者行权价格过低，以至于股权激励演变为画饼充饥，导致员工激励对象缺乏热情而成为鸡肋。

At the same time, the design of equity incentive should be closely combined with the development status of the enterprise and fully consider all kinds of risks in the future. If the stock price falls below the exercise price when exercising the right, resulting in equity incentive, it will make the incentive worthless and make it difficult for the incentive object to exercise the right. Some companies do not have a deep understanding of their own conditions and market conditions, and set the performance index of exercise too high or the exercise price too low, so that the equity incentive evolves into a cake to satisfy their hunger, resulting in the lack of enthusiasm of the incentive object of employees and becoming a chicken rib.

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