现实中，并不是所有实施股权激励措施的公司都会成功，或多或少的走入了一些误区或者做了不正当的操作，因此不仅没有实施成功，反而让公司的发展遭受到了一定的打击，所以实施之前应该做好一份优秀的股权激励计划才能有所保障。

　　In reality, not all companies in the implementation of equity incentive measures are successful, more or less some error or improper operation, thus not only failed to implement successfully, can actually make the development of the company to be hit at a certain, so prior to the implementation should be a good equity incentive plans to guarantee.

　　股权激励，其实本质上是一种内部激励方式，与其他激励方式相比，股权激励具有诸多优势。以公司股权作为激励奖励，可以将员工的期望与公司的发展紧密结合，更好地激发员工的积极性，同时避免公司过度的财务负担。可见，即使是小型初创公司也需要股权激励。

　　Equity incentive, in fact, is a kind of internal incentive mode, compared with other incentive modes, equity incentive has many advantages. Taking company equity as incentive and reward can closely combine employees' expectations with the development of the company, better stimulate employees' enthusiasm, and avoid excessive financial burden on the company. So even small startups need equity incentives.

　　事实上，公司股权激励的本质是为了更好地激发员工的积极性，尽快与员工绑定。同时，员工也看好公司股权的未来价值，筛选出愿意与公司共同成长的人。股权激励应该是可以跳起来摘的桃子，而不是已经摆在桌子上的菜，能否起到激励作用是衡量股权激励设计成功与否的关键。

　　In fact, the essence of equity incentive is to better stimulate the enthusiasm of employees and bind with them as soon as possible. At the same time, employees are also optimistic about the future value of the company's equity and select people who are willing to grow together with the company. Equity incentive should be a peach that can be jumped up and picked, rather than a dish that has been put on the table. Whether it can play an incentive role is the key to measure the success of equity incentive design.

　　因此，股权激励的约束非常重要。如果目标定得太低，不仅没有激励作用，还可能被批评为传达利益；如果目标定得太高，员工会认为这是一个大馅饼，没有动力去实现目标。很多公司的股权激励收效甚微，因为约束设置不合理，这样的股权激励计划无疑是失败的。

　　Therefore, the restriction of equity incentive is very important. If the goal is set too low, it will not only fail to inspire, but may be criticized as conveying benefits. If the goal is too high, employees will see it as a big pie and have no incentive to achieve it. The equity incentive of many companies has little effect, because the restriction setting is unreasonable, such equity incentive plan is undoubtedly a failure.

　　而一个优秀的股权激励计划在设计约束时往往有两个层面的考虑。一方面是公司的整体业绩和重要目标，将激励对象的利益与公司的利益紧密联系起来，增强他们对团队的向心力，看大局；另一方面是个人岗位的工作考核目标，明确激励对象的个人工作方向，使员工对工作有切实的目标。这样，两者的结合能够更好地调动员工的积极性。

　　An excellent equity incentive plan often has two levels of consideration when designing constraints. On the one hand, the company's overall performance and important goals, the interests of the incentive object and the interests of the company closely linked, enhance their centripetal force to the team, look at the overall situation; On the other hand, the assessment target of individual post should be made clear, so that employees can have practical goals for their work. In this way, the combination of the two can better mobilize the enthusiasm of employees.

　　总之，一份优秀的股权激励计划不仅可以让员工得到好的利益，还能让员工对工作对公司有不一样的参与感，这样公司的发展在各方的推动下才能越来越好。想了解更多关于股权的事情，就来我们网站www.guquanzhanlue.com咨询吧！

　　In short, an excellent equity incentive plan can not only make employees get good benefits, but also enable them to have a different sense of participation in their work and the company, so that the development of the company can be better and better under the promotion of all parties. To learn more about equity, come to our website www.guquanzhanlue.com!