經(jīng)常會有企業(yè)家咨詢哪一種股權(quán)激勵模式好，其實每種股權(quán)激勵模式都有其獨特的優(yōu)點,，同時也存在不足之處,。就像人們穿衣服一樣，沒有哪-件衣服是看并適合任何人穿的,每個人只有選擇適合自己當(dāng)時的身高三圍,、膚色,、年齡和場合的衣服，才會有好的效果,。如果一位女明星當(dāng)選為人大代表,，在參加人大代表會議時，穿著暴露而性感,，即使再妖艷美麗也會讓人覺得非常不合時宜,。所以一旦選擇錯誤,，不但達(dá)不到理想的效果可能還會產(chǎn)生不利的后果。我們只有深入了解每種股權(quán)激勵的優(yōu)點和不足全面了解企業(yè)所處的發(fā)展階段,、員工現(xiàn)狀,、財務(wù)狀況,、行業(yè)特點,、發(fā)展規(guī)劃及股權(quán)治理結(jié)構(gòu)等情況后才能選擇適合企業(yè)當(dāng)前階段的股權(quán)激勵模式。檢驗一個股權(quán)激勵方案實施是否成功主要是看以下三點:(1)是否明顯調(diào)動公司全體員工的工作積極性;(2)是否如期達(dá)到公司既定的戰(zhàn)略目標(biāo)或業(yè)績目標(biāo);
Entrepreneurs often consult about which equity incentive model is better, but in fact, each equity incentive model has its unique advantages and disadvantages. Just like people wearing clothes, no piece of clothing is the best looking and suitable for anyone to wear. Only by choosing clothes that are most suitable for one's height, skin color, age, and occasion at the time can one achieve the best results. If a female celebrity is elected as a representative of the National People's Congress, she will dress exposed and sexy when attending the National People's Congress meeting, even if she is seductive and beautiful, it will feel very inappropriate. So once the choice is wrong, not only will it not achieve the desired effect, but it may also have adverse consequences. We can only choose the most suitable equity incentive model for the current stage of the enterprise after deeply understanding the advantages and disadvantages of each type of equity incentive, comprehensively understanding the development stage, employee status, financial situation, industry characteristics, development planning, and equity governance structure of the enterprise. The success of implementing an equity incentive plan mainly depends on the following three points: (1) whether it significantly stimulates the work enthusiasm of all employees of the company; (2) Whether the company's established strategic or performance goals have been achieved as scheduled;
(3)是否能夠促進(jìn)公司形成優(yōu)勝劣汰的用人機制,。
(3) Can it promote the formation of a survival of the fittest employment mechanism in the company.
當(dāng)企業(yè)在實施股權(quán)激勵一段時間后,，公司的許多具體情況可能會出現(xiàn)較大變化，再次啟動后續(xù)的股權(quán)激勵時應(yīng)當(dāng)重新思考原來的股權(quán)激勵模式是否仍然適合,。如果不再適合,，企業(yè)就應(yīng)該及時調(diào)整并重新選擇更適合的股權(quán)激勵模式。哲學(xué)家赫拉克利特說:“人不能兩次踏進(jìn)同一條河流,。”因為當(dāng)人第二次進(jìn)入這條河時,，是新的水流而不是原來的水流在流淌。公司的發(fā)展變化也是一樣不斷變化的,，如果公司變化了,，而股權(quán)激勵模式未及時調(diào)整，就像一個15歲的人還穿著他12歲時的衣服一樣不合身,，一定會很不舒服,。
After implementing equity incentives for a period of time, many specific situations of the company may undergo significant changes. When initiating subsequent equity incentives, it is necessary to reconsider whether the original equity incentive model is still suitable. If it is no longer suitable, enterprises should adjust and choose a more suitable equity incentive model in a timely manner. Philosopher Heraclitus said, "A man cannot step into the same river twice." Because when a man enters this river for the second time, it is the new water flow rather than the original water flow. The development and changes of the company are also constantly changing. If the company changes and the equity incentive model is not adjusted in a timely manner, it will be like a 15 year old person still wearing their 12 year old clothes that do not fit well, and it will definitely be very uncomfortable.
在設(shè)計方案時要多考慮實施過程中可能面臨的各種特殊情況，緊緊抓住每個細(xì)節(jié),。讓規(guī)則緊扣現(xiàn)實生活,，才能使規(guī)則落地生根!
When designing a plan, it is important to consider various special situations that may arise during the implementation process and firmly grasp every detail. Only by keeping rules closely linked to real life can rules take root!
一個好的股權(quán)激勵方案，應(yīng)該讓員工有長期希望,，同時拋棄不切實際的分肥與暴富幻想,。如果讓少數(shù)人暴富，讓多數(shù)人失望,，就會種下不安的種子,。
A good equity incentive plan should provide employees with long-term hope, while abandoning unrealistic dreams of wealth distribution and windfall. If a few people become wealthy and the majority are disappointed, it will sow the seeds of unease.
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