企业决定搞股权激励的，怎样设计增强员工自驱力的方案，满足需要的股权激励架构等？

How to design a plan to enhance employees' self motivation and a equity incentive structure that meets the needs of enterprises that have decided to engage in equity incentives?

在企业管理体系方面，制定了发展战略规划、核心流程运转等、组织结构优化等、工作流程管理等、岗位价值的说明、绩效管理系统等、员工激励机制及其他模块的构建，这些才是支持企业成长的关键因素。

In terms of enterprise management system, development strategy planning, core process operation, organizational structure optimization, workflow management, explanation of job value, performance management system, employee incentive mechanism, and other modules have been formulated, which are the key factors supporting enterprise growth.

科学性强、系统建设十分重要，但归根结底还是得贯彻于对人的推动，在商家现金不足时，还要求职工超额支付，绝对投资，就必须给员工以对企业的未来价值与期望。

Scientific and systematic construction is crucial, but ultimately, it must be implemented through the promotion of people. When businesses run out of cash, employees are also required to overpay, and absolute investment is necessary to give employees the future value and expectations of the enterprise.

让员工拥有股份，做事业的老板，共享企业发展，不仅仅是单纯地把工作时间拿来换取薪水，这正是股权激励所起到的效果。

Allowing employees to own shares, become business owners, and share in the development of the enterprise is not just about simply exchanging working hours for salaries, which is the effect of equity incentives.

1、就企业经营而言，股权交给出去要起到作用，原则上应该将企业业绩目标和激励对象收益联系起来。

1. In terms of enterprise operation, the transfer of equity should play a role, and in principle, the performance goals of the enterprise should be linked to the benefits of incentive targets.

股权激励设计的原则，给员工股权应该参照两点：一是基于历史贡献，占20%左右；二是未来的贡献，设计时多考虑承担高目标的人。

The principle of equity incentive design should refer to two points when giving employees equity: firstly, based on historical contributions, accounting for about 20%; The second is future contributions, with more consideration given to those who undertake high goals in design.

担负高目标任务的雇员，激励也是很强烈的，即我们平常所讲，激发优秀人才。股权设计得当，既要和企业需要和目标相匹配，还必须满足职工要求，这样的激励，效果好。

Employees who undertake high goal tasks are also highly motivated, which is what we commonly refer to as motivating outstanding talents. Properly designed equity must not only match the needs and goals of the enterprise, but also meet the requirements of employees. Such incentives have good effects.

所以我们会发现，成功的股权激励并非此消彼长，反之，则可以达到企业和职工共赢，就是皆大欢喜。

So we will find that successful equity incentives are not a trade-off, on the contrary, they can achieve a win-win situation for both the enterprise and employees, which is everyone's joy.

在做股权激励前一定要想清楚目标是什么，要解决什么样的问题，达到什么样的目的。如果股权激励实施之后没有变化，而是换一种形式吃大锅饭，股权激励就失效了。

Before doing equity incentives, it is important to think clearly about the goals, problems to be solved, and goals to be achieved. If there is no change after the implementation of equity incentives, but rather a different form of eating big pot rice, equity incentives will become invalid.

2、股权的回报部分一定要超过行业的平均或基本水平。

2. The return on equity must exceed the industry average or basic level.

所有的激励要遵循两个原则：一是匹配需求，二是超过常规收益。

All incentives should follow two principles: first, matching demand, and second, exceeding conventional returns.

试想华为每年的股权分红如果没有这么高，对员工还有吸引力吗？

Imagine if Huawei's annual equity dividends were not as high, would they still be attractive to employees?

股权激励需要解决如何分配、分配多少的问题，应从两个层面来进行测试：一自上而下，一种自下而上。

Equity incentives need to address the issues of how and how much to allocate, and should be tested from two levels: top-down and bottom-up.

从上至下，取出的数量进行划分？可参照上市公司股权分配规定，一次不超过10%，个人不超过1%。非上市公司可参照上市公司分配比例执行，拿出10%-30%，出来分就行了。

Divide the quantity extracted from top to bottom? Please refer to the equity distribution regulations of listed companies, which shall not exceed 10% at a time and 1% for individuals. Non listed companies can refer to the distribution ratio of listed companies, allocate 10% -30%, and then distribute it.

以华为为例，其任总持股比例低于1比1，除公司经营所需要的投资外，剩下的90%多块都拿出去分了。从上至下分配预算池，按照比例进行划分。

Taking Huawei as an example, its total shareholding ratio is less than 1:1. Apart from the investment required for the company's operation, the remaining over 90% of the shares have been distributed. Allocate budget pools from top to bottom and divide them proportionally.

股权激励是需要十几倍的回报提高，才会发生质的改变。若分完分后，如果每个员工只拿两三万，那就不要做。与奖金没有区别的激励，是吸引不了人的。

Equity incentives require a tenfold increase in returns before a qualitative change can occur. If each employee only earns 20000 to 30000 yuan after scoring, then do not do it. Incentives that are no different from bonuses cannot attract people.

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