股权激励，其实本质上就是一种企业内部的激励方式，和工资激励、奖金激励、老板许诺给你买车买房是一样的道理。不同的是，激励的奖品是公司的股权。相比于其他激励方式，股权激励有很多优点。以公司的股权作为激励奖品，可以将员工的期望与公司的发展状况紧密结合起来，更好地刺激员工的积极性，同时，还避免了企业过高的资金负担。由此可见，股权激励并不是上市公司、龙头企业的专属，即使是初创的小型企业也需要进行股权激励。

Equity incentive, in fact, is an internal incentive method of the enterprise, which is the same as salary incentive, bonus incentive and the boss's promise to buy you a car and a house. The difference is that the incentive prize is the equity of the company. Compared with other incentive methods, equity incentive has many advantages. Taking the equity of the company as an incentive prize can closely combine the expectations of employees with the development of the company, better stimulate the enthusiasm of employees, and avoid the excessive capital burden of the enterprise. It can be seen that equity incentive is not exclusive to listed companies and leading enterprises. Even start-up small enterprises also need equity incentive.

股权激励可以为初创企业赢得人才

Equity incentive can win talents for start-ups

与大型企业相比，初创企业在资金、技术、、平台等各方面，一般情况都是劣势的。那么同样一个人才，为什么不去选择进大厂，而要留在初创的小企业呢？小企业如何给他个人更好地铺设发展前景进而发挥积极主动的作用，一起把企业做大呢？股权激励是解决这一问题的一种很好的方法。

Compared with large enterprises, start-ups are generally inferior in capital, technology, brand, platform and other aspects. So why don't the same talent choose to enter a large factory and stay in a start-up small enterprise? How can small businesses better lay development prospects for themselves, and then play a proactive role in making the enterprise bigger together? Equity incentive is a good way to solve this problem.

进大厂，后面还需要按资排辈，没准还没熬到高层，自己过了黄金年龄，就要被优化退休了。而在小型企业获得股权激励之后，公司发展好了，自己以后就是创业功勋，是公司股东之一，那种感受和一般“打工人”自然是不同的。所以进行股权激励，是小型企业与大型企业、行业龙头企业之间竞争人才的好方式。

When you enter a large factory, you need to arrange your seniority according to your assets. Maybe you haven't reached the top level yet. When you have passed the golden age, you will be optimized for retirement. After the small-scale enterprise obtains the equity incentive, the company develops well, and he will be a meritorious entrepreneur and one of the company's shareholders. Naturally, that feeling is different from that of ordinary "migrant workers". Therefore, equity incentive is a good way for small enterprises to compete for talents with large enterprises and industry leading enterprises.

放权、一直是一门高深的学问

Decentralization has always been a profound knowledge

俗话说，“一人计短，百人计长”、“众人拾柴火焰高”，团队的力量永远要比个人强大。企业发展壮大的过程，其实是一个团结和凝聚行业人才的过程。而要管理好一个团队，发挥出强的战斗力，放权是所有管理者都必须学会的一门课程。具体到企业经营上，这里的权，除了经营管理权，股权也是另一种权，可以给予员工不一样的身份感和参与感。

As the saying goes, "one person counts short, a hundred people count long" and "everyone picks up firewood and the flame is high". The strength of a team is always stronger than that of an individual. The process of enterprise development and growth is actually a process of uniting and condensing industry talents. In order to manage a team well and give full play to strong combat effectiveness, decentralization is a course that all managers must learn. Specifically, in terms of enterprise operation, in addition to the right of operation and management, equity is also another right, which can give employees a different sense of identity and participation.

经营企业，并不需要百分百控股。优秀的企业管理者知道，企业的发展历程，其实是股权不断释放的同时价值不断放大的过程。比如自己放出了一部分的公司股权设立期权池，让更多的人加入进来，使公司的整体价值提升了十倍百倍，这样的经营者，才是高明的。

It doesn't need to be 100% controlled. Excellent enterprise managers know that the development process of an enterprise is actually a process of continuous release of equity and continuous amplification of value. For example, if you release part of the company's equity, set up an option pool, let more people join in, and increase the overall value of the company by 10 times and 100 times, such an operator is wise.

初创企业对于核心员工的依赖程度更高

Startups rely more on core employees

相比于大企业，初创的小企业其实更需要进行股权激励，因为小企业对于核心员工的依赖程度更高。大型企业的各个岗位，都有明确的职能划分，可以及时调整补充。而小型企业的一名核心员工流失，则可能影响到企业的发展命脉。

Compared with large enterprises, start-up small enterprises actually need equity incentive more, because small enterprises rely more on core employees. Each post in a large enterprise has a clear division of functions, which can be adjusted and supplemented in time. The loss of a core employee in a small enterprise may affect the development lifeline of the enterprise.

知名网红朱一旦和其导演张策的分道扬镳便是前车之鉴。两人在一起合作的时候，曾创造出一个接一个的爆款，当时朱一旦工作室随便一个视频，播放量都可以超千万。而张策作为核心的创作人员，却一直没有公司的股权。终的结果便是张策离职，朱一旦热度大减。

Once the well-known network red Zhu and its director Zhang CE go their separate ways, it is a lesson from the past. When they worked together, they created one after another. At that time, once Zhu's studio played any video, the playback volume could exceed ten million. Zhang CE, as the core creative personnel, has no equity of the company. The end result was Zhang CE's resignation, and once Zhu's enthusiasm decreased greatly.

股权激励可以降低公司的人力成本

Equity incentive can reduce the human cost of the company

一个企业的发展，需要考虑到到多方面的问题，而人力成本一定是其中不可忽视的一项。

The development of an enterprise needs to consider many problems, and human cost must be one of them that can not be ignored.

现在的时代，人力等同于资本。优秀的人才意味着高昂的工资。但对于还处在发展初期的小型企业来说，过高的人力成本是难以承受的巨大风险。工资给低了，招不到有能力的人；工资给高了，又怕到时候企业发展不好负担不起。股权激励则可以极大的解决这样的问题。用工资+股权激励的方式设计薪酬结构，既不会让企业短时间内承担过高的人力成本，又对人才拥有足够的吸引力，可以支撑企业的发展需求。

In the present era, manpower is equal to capital. Good talent means high wages. However, for small enterprises that are still in the early stage of development, the high labor cost is an unbearable huge risk. The salary is too low to recruit capable people; The salary is high, and I'm afraid that the enterprise will not develop well and can't afford it. Equity incentive can greatly solve such problems. Designing the salary structure by means of salary + equity incentive will not allow enterprises to bear too high human costs in a short time, but also have enough attraction to talents, which can support the development needs of enterprises.

总体来说，股权激励并不是高深神秘的商业手段，而是现代企业管理的必备工具之一。不管企业的规模如何，正处于发展的哪个阶段，在适当的时候都有进行股权激励的必要，小企业因为自身条件受限相比于大企业缺乏竞争力，难以吸引人才。而人才是企业发展的核心。小企业通过股权激励的方式防止核心人员的流失，给员工创造更好的职业发展空间，短期内又减少了资金压力。但由于初创企业未来的不确定性，对于初创的小企业来说，股权激励应更注重激励对象的选择以及授予数量和节奏的规划。

Generally speaking, equity incentive is not a profound and mysterious business means, but one of the necessary tools of modern enterprise management. No matter what the scale of the enterprise is and at which stage of development, it is necessary to carry out equity incentive at an appropriate time. Small enterprises are difficult to attract talents because of their limited conditions and lack of competitiveness compared with large enterprises. Talents are the core of enterprise development. Small enterprises prevent the loss of core personnel through equity incentive, create better career development space for employees, and reduce capital pressure in the short term. However, due to the uncertainty of the future of start-ups, for small start-ups, equity incentive should pay more attention to the selection of incentive objects and the planning of grant quantity and rhythm.