相信股权激励对于大家来说都不是一个陌生的词汇了，推行股权激励方案固然是没有什么问题的，但是在推行股权激励方案的时候有一些问题是我们必须要注意的，这些问题稍不注意就可能造成难以收拾的局面，比如说的股权激励不是“奖励”要合理认识把控。

I believe that equity incentive is not a strange word for everyone. Of course, there is no problem in implementing the equity incentive plan, but there are some problems that we must pay attention to when implementing the equity incentive plan. If we do not pay attention to these problems a little, it may cause a difficult situation. For example, equity incentive is not "reward", which should be reasonably understood and controlled.

有些企业家朋友把股权激励做成股权奖励，但“股权激励”更多的是面向未来，立足于未来把公司的事业做起来了，做得好的人分到更多的利益。而“股权奖励”更多的是基于过去，更多的是一次性的、基于你的历史贡献给你多少股权。未来员工做得好了，才能给你更多股权，所以不要把激励当成奖励去发放。

Some entrepreneurs have made equity incentives into equity incentives, but "equity incentives" are more oriented to the future, based on the future to do the company's business, and those who do well will receive more benefits. The "equity incentive" is more based on the past, more one-time, based on how much equity you have contributed to your history. Only when future employees do well can they give you more equity, so don't give incentives as rewards.

现在关于股权纠纷的案例还是比较多的，那创始人应该怎样做才能更好地避免股权纠纷、控制权旁落呢?这需要我们在初期把股权结构搭建好，保证创始团队的控制权。这里面更多的是通过：投票权委托、有限合伙企业普通合伙人的设置等方式保障自己的控制权。

Now there are many cases about equity disputes. What should the founders do to better avoid equity disputes and the loss of control? This requires us to set up the equity structure at the initial stage to ensure the control of the founding team. Among them, it is more to protect their control through: voting rights entrustment, the setting of general partners of limited partnerships and other ways.

股权激励实施不坚定？为什么要把这个问题放在前面?我们做过那么多案例，总结出来：做股权激励重要的是什么?老板的决心!很多时候老板只要下定这个决心，股权激励就已经成功了一半。

Is the implementation of equity incentive not firm? Why should we put this problem in front? We have done so many cases and summed up: what is important to do equity incentives? Boss's determination! Many times, as long as the boss makes this determination, equity incentive has been half the success.

股权激励方案细节考虑不周?出现这个问题主要是企业内部自己做一套方案，不管是老板还是人力资源部门出具的，因为方案出具方既是运动员又是裁判，员工天然就觉得对你做的这个方案到底是不是公平的、有没有其他心思会有疑虑。

The details of the equity incentive plan are not well considered? The main reason for this problem is that the enterprise makes its own plan, whether it is issued by the boss or the human resources department. Because the issuer of the plan is both an athlete and a referee, employees naturally feel that whether the plan you make is fair or not, and whether there are other thoughts will have doubts.

另外是在股份退出机制的设计，员工可能发生离职、退休等各种各样的情况，但员工又不好跟老板或者人力资源部门直接沟通这些事情，所以到时候出现这些状况了，扯皮的事情可能就比较多。后，内部关于股权的经验可能不是特别丰富，很多细节点可能考虑不周全。

In addition, in the design of the share exit mechanism, employees may have various situations such as resignation and retirement, but employees are not easy to communicate directly with the boss or the human resources department, so when these situations occur, there may be more wrangling. After that, the internal experience on equity may not be particularly rich, and many details may not be fully considered.

错把股权激励做成股权分配？前面我们提到，济南股权激励不要做成股权奖励，但也不是简单的股权分配，不是把股权分出去就完事了，你要分得有效果，分钱容易，分得好还是比较难的。不仅意识上要舍得分钱，还要在技术上精通分钱，怎么把钱分得更好，能够取得更好的激励员工的效果，做得好的真的能给他分得更多。股权分配只是工具，激励员工才是目的。

Mistake equity incentive into equity distribution? As we mentioned earlier, Jinan equity incentive should not be made into equity incentive, but it is not a simple equity distribution. It is not finished by dividing the equity. You should share it effectively. It is easy to share money, but it is difficult to share it well. We should not only be willing to spend money consciously, but also be proficient in technology. How to share money better can achieve better effect of motivating employees. If we do well, we can really give him more. Equity distribution is only a tool, and motivating employees is the purpose.

以上就是今天为大家介绍的关于问题以及注意事项的全部内容，希望对大家能有所帮助，想要了解更多内容可以电话联系我们或者关注我们的网站http://www.guquanzhanlue.com，我们的工作人员会及时与您取得联系。

The above is all about the problems and precautions introduced to you today. I hope it can help you. If you want to know more, you can contact us by phone or follow our website http://www.guquanzhanlue.com , our staff will contact you in time.