是全员激励还是部分员工激励？是针对市场人员还是研究人员？是安业绩贡献选择还是按未来重要性进行选择？总之，我们要明确山东股权激励对象的甄选原则。

Is it all staff incentive or part staff incentive? Is it for market personnel or researchers? Is it the choice of performance contribution or the choice based on future importance? In a word, we should clarify the selection principles of incentive objects.

一般来说，在授予股权时，员工须有一定的可龄，因为股权激励既是利益的共同体，更是价值观的共同体，大家要在一定时间磨合的基础上，一起发展事业。

Generally speaking, when granting equity, employees must have a certain age, because equity incentive is not only a community of interests, but also a community of values, and everyone should develop their careers together on the basis of a certain period of time.

否则，股权授予容易收回难，仓促给出股权后如果觉得不合适，或者事先没约定好，就可能导致难以收回股权，扶茶出成更大的股权纠纷风险。当然，期权行权要看未来的业绩表现，如果表现得不好，期权是不能行权的。

Otherwise, the grant of equity is easy to take back, and it is difficult to take back the equity. If it is inappropriate to give the equity hastily, or it is not agreed in advance, it may lead to the difficulty in taking back the equity, and the risk of equity disputes is even greater. Of course, the exercise of options depends on the future performance. If the performance is not good, options cannot be exercised.

通常，由于每个企业的文化不同、发展阶段不同，在选择股权激励对象时侧重点也会有所不同。有些企业比较谨慎、封闭，其股权激励的动作往往比较慢，激励范围也往往比较小。

Generally, due to the different cultures and development stages of each enterprise, the emphasis will be different when selecting the equity incentive objects. Some enterprises are more cautious and closed, and the action of equity incentive is often slow, and the scope of incentive is often small.

而有些企业却非常开放，有着浓厚的分享文化，其股权藏的不仅动作快，激励的范围也会比较大，其至有些企业不局限于内部员工的激励，面将激励对象进一步向上游供应商/下游供应商和其他关键合作伙伴延伸。

However, some enterprises are very open and have a strong sharing culture. Their stock ownership is not only quick, but also has a wide range of incentives. Some enterprises are not limited to the incentive of internal employees, but also extend the incentive objects to upstream suppliers/downstream suppliers and other key partners.

同样的，在公司的不同发展阶段，对股权激励对象的选择也有所不同。初创期的公司往往规模小、盈利性差，没有能力向员工支付高额报酬，此时可放宽股权激励的范围。

Similarly, in different development stages of the company, the choice of equity incentive objects is also different. Companies in the start-up stage tend to be small in scale, poor in profitability, and unable to pay high salaries to employees. At this time, the scope of equity incentive can be broadened.

随着规模的增长，公司对员工的吸引力增强，也更有能力支付现金报酬，便可逐步将激励的范围限定在骨干员工上。随着公司规模的继续增长，公司也将进一步缩小股权激励的员工比例。

With the growth of its scale, the company has become more attractive to its employees and more able to pay cash remuneration, so it can gradually limit the scope of incentives to key employees. With the continuous growth of the company's size, the company will further reduce the proportion of equity incentive employees.

不同公司在选择股权激励对象时，要重新回归到股权激励的目的，根据公司的具体特点，系统地考虑各类影响因素，制定合理的方案。股权激励对象的选择没有对错之分，激励对象选择的不同是基于各自战略定位的不同，达到的效果也各不相同。

When choosing the object of equity incentive, different companies should return to the purpose of equity incentive, systematically consider various influencing factors and formulate reasonable plans according to the specific characteristics of the company. There is no right or wrong choice of equity incentive objects. The different choice of incentive objects is based on their different strategic positioning, and the results achieved are also different.

另外，在各那内选择股权激励对象时，除了考虑员工在公司未来发展中的重要性外，按过往北绩论功行赏也是一种通用的做法。更多相关的内容就来我们网站http://www.guquanzhanlue.com咨询了解吧！

In addition, when selecting equity incentive objects in Genoa, in addition to considering the importance of employees in the future development of the company, it is also a common practice to reward employees based on their past achievements. More relevant content will come to our website http://www.guquanzhanlue.com Ask and understand!