一、激励对象

1、 Incentive object

激励对象就是要激励哪些人。激励对象的选择要适当“偏心”，不能搞“普惠”制，让员工有了坐等其成的心理，搞成了变相发工资，违背了激励的初衷。激励对象的选择应该从激励的初衷出发，注重留住关键岗位、激发团队潜能、聚力业绩提升。因此，关键岗位、业务骨干、技术大牛都应该列为激励对象，同时鼓励其他成员努力成为关键岗位、业务骨干和技术大牛，终形成企业不断做大做强的动力。

The incentive object is who to motivate. The selection of incentive objects should be appropriately "eccentric", and the "inclusive" system should not be carried out, so that employees have the mentality of waiting for their success, and pay wages in disguise, which is contrary to the original intention of incentive. The selection of incentive objects should start from the original intention of incentive, pay attention to retaining key positions, stimulating team potential, cohesion and performance improvement. Therefore, key posts, business backbones and technical giants should be listed as incentive objects. At the same time, other members should be encouraged to strive to become key posts, business backbones and technical giants, so as to finally form the driving force for the enterprise to become bigger and stronger.

二、激励模式

2、 Incentive mode

激励模式或者称之为激励工具，具体说就是以哪种方式来做虚拟股权激励。比较简单的模式如固定比例式利润分享计划，比如企业将激励期间利润额的20%用于激励，这种模式优点是简单，容易理解，缺点是即便利润降低，也有利润可分，弱化激励效果;稍微复杂点的，如成长分享计划，即设定基准指标，将利润额大于基准指标的部分的一定比例用于激励。好处是只有利润大于基期指标，才有分享权利，激励团队将可供分享的蛋糕做大。另外，可以考虑将以上两种方式结合起来，基准利润指标之内，以较低的比例用于激励，高于基准指标的部分金额以较大比例用于激励。

Incentive mode or incentive tool, specifically, which way to do virtual equity incentive. Relatively simple models, such as the fixed proportion profit sharing plan, for example, enterprises use 20% of the profits during the incentive period for incentive. The advantages of this model are simple and easy to understand. The disadvantages are that even if the profits are reduced, the profits can be divided, weakening the incentive effect; Slightly more complicated, such as the growth sharing plan, that is, first set the benchmark index and use a certain proportion of the part whose profit is greater than the benchmark index for incentive. The advantage is that only when the profit is greater than the base period index, can we have the right to share and encourage the team to expand the cake available for sharing. In addition, we can consider combining the above two methods. Within the benchmark profit index, a lower proportion is used for incentive, and the part of the amount higher than the benchmark index is used for incentive in a larger proportion.

三、激励份额

3、 Incentive share

股权激励份额的设定非常重要，总份额过大会过分侵蚀原股东的权益，还会给企业增加付现压力，份额过小可能导致激励效果不明显。

The setting of equity incentive share is very important. If the total share is too large, it will excessively erode the rights and interests of the original shareholders and increase the cash payment pressure to the enterprise. If the share is too small, the incentive effect may not be obvious.

每个激励对象分配多少份额，非常关键。分配不公不如不分，搞不好一地鸡毛。在确定每个激励对象的份额时，可以参考两种办法：一、可以将激励对象分为可比较的“组”，比如管理组、业务组、售后服务组等，先将份额分配到每个组中，在每个组别里面结合考核指标予以分配;二、还可以尝试基于贡献分配份额，如果每个激励对象的贡献都可以量化或者可以通过业务量来反应，就能够按照每个激励对象的贡献占总贡献的比例来分配激励份额。后者更具有信服力。

How much share is allocated to each incentive object is very critical. It's better not to divide them unfairly. You can't do a good job of chicken feathers. When determining the share of each incentive object, two methods can be referred to: first, the incentive object can be divided into comparable "groups", such as management group, business group, after-sales service group, etc. first allocate the share to each group and allocate it in combination with the assessment indicators in each group; 2、 We can also try to allocate share based on contribution. If the contribution of each incentive object can be quantified or reflected through business volume, we can allocate incentive share according to the proportion of each incentive object's contribution to the total contribution. The latter is more convincing.

四、是否需要出资

4、 Whether capital contribution is required

虚拟股权不同于真实的股权，不需要做工商登记，只是一种分红权让与，可以不用出资。如果要求被激励对象出资，也不能按照股东实缴资本进行处理，只能按照对外借款挂账。优点是企业可以取得一部分流动资金，缓解项目资金压力。但这样做缺点也很明显，从被激励对象的心理上讲，从公司取得的激励中有一部分是资金使用费，会让激励效果打折。

Virtual equity is different from real equity. It does not need industrial and commercial registration. It is just a transfer of dividend right without capital contribution. If the incentive object is required to make capital contribution, it cannot be handled according to the paid in capital of the shareholders, but can only be charged according to the external loan. The advantage is that the enterprise can obtain part of the working capital and alleviate the pressure of project funds. But the disadvantages are also obvious. Psychologically speaking, some of the incentives obtained from the company are capital use fees, which will reduce the incentive effect.

五、转换机制

5、 Conversion mechanism

为了留住核心员工，企业可能在虚拟股权中设定在满足一定条件下，员工持有的虚拟股权可以按照一定比例转换为实际股权，通过企业增资扩股或者股权转让的方式成为真正的股东。

In order to retain core employees, the enterprise may set in the virtual equity. Under certain conditions, the virtual equity held by employees can be converted into actual equity according to a certain proportion, and become real shareholders through capital increase and share expansion or equity transfer.

六、退出机制

6、 Exit mechanism

一般虚拟股权设计都是以雇佣关系为前提的，在激励期间如果员工离职或者被辞退，企业会立即将其从激励机制中退出，尚未受偿的激励金额一次性补发到位。这个过程中，需要明确尚未受偿的激励金额如何领取，如何计算，是否设定惩罚性折扣等。

Generally, the design of virtual equity is based on the employment relationship. During the incentive period, if an employee leaves or is dismissed, the enterprise will immediately withdraw him from the incentive mechanism, and the unpaid incentive amount will be paid in place at one time. In this process, it is necessary to clarify how to receive the outstanding incentive amount, how to calculate it, and whether to set punitive discounts.

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