建立企业的利益共同体

　　Establish a community of interests for enterprises

　　实施股权激励的结果是使企业的管理者和关键技术人员成为企业的股东，其个人利益与公司利益趋于一致，因此有效弱化了二者之间的矛盾，从而形成企业利益的共同体。

　　The result of equity incentive is to make the managers and key technical personnel become the shareholders of the enterprise, and their personal interests tend to be consistent with the interests of the company, so the contradiction between them is effectively weakened, and the community of corporate interests is formed.

　　业绩激励

　　Performance incentives

　　实施股权激励后企业的管理人员和技术人员成为公司股东，具有分享企业利润的权力。约束经管者短视行为。留住人才，吸引人才。

　　After the implementation of equity incentive, the managers and technicians of enterprises become shareholders and have the right to share the profits of enterprises. Restrain the short-sighted behavior of managers. Retain talent, attract talent.

　　激励对象

　　Incentive object

　　激励对象也就是股权的受益者，一般有三种方式。一种是全员参与，这主要在初创期，第二种是大多数员工持有股份，这主要适用于高速成长期，留住更多的人才支持企业的发展。

　　The incentive object is the beneficiary of the equity, generally there are three ways. One is full participation, which is mainly in the initial stage. The second is that most employees hold shares, which is mainly applicable to the rapid growth stage, so as to retain more talents and support the development of the enterprise.

　　第三种是关键员工持有股份，受益者主要是管理人员和关键技能人员。对于激励对象的选择也要有一定的原则，对于不符合条件的员工不能享受股权激励。我们设计某公司的方案时，就明确规定了几条原则。

　　The third is that key employees hold shares, and the beneficiaries are mainly management personnel and key skilled personnel. There should also be certain principles for the selection of incentive objects, and employees who do not meet the conditions cannot enjoy equity incentive. When we designed a company, we laid down a few principles.

　　激励方式

　　incentives

　　常用的中长期激励「是否应跟股权激励统一口径?」方式有三类：股权类、期权类和利益分享类。每一种方法都有它的优点和缺点，也有具体适用的前提条件(如表2)。对于上市公司来说，期权类和股权类比较适合，对于非上市公司股权类和利益分享类比较适合。

　　Commonly used mid - and long-term incentive "should be with equity incentive uniform caliber?" There are three types of methods: equity, option and benefit sharing. Each approach has its advantages and disadvantages, as well as specific applicable preconditions (see Table 2). For listed companies, options and equity classes are more suitable, and for non-listed companies, equity classes and benefit sharing classes are more suitable.

　　但是无论采取哪一种方法，都要考虑到激励机制和约束机制有机结合起来，真正发挥员工的积极性。如果只考虑激励机制，不考虑约束机制，股权方案就有可能失去效用。比如期权类，如果被授予者在行权时，不行权也就不会给被授予者造成损失。

　　However, no matter which method is adopted, we should take into account the organic combination of incentive mechanism and restraint mechanism to give full play to the enthusiasm of employees. If only the incentive mechanism is considered, but not the constraint mechanism, the equity scheme may lose its effectiveness. For example, in the option class, if the grantee exercises the option, the failure of the option will not cause a loss to the grantee.