股權激勵落地咨詢公司認為公司和激勵對象的狀態都是不斷變化的，因此股權激勵方案設計也就不能一勞永逸。首先，公司戰略、策略目標的調整將對公司的組織結構、崗位價值權重、人員的薪酬造成一定的影響，因此企業在不同階段對股權激勵設計方案的分配有不同的側重。

The equity incentive landing consulting company thinks that the state of the company and the incentive object is constantly changing, so the equity incentive scheme design can not be done once and for all. First of all, the adjustment of the company's strategy and strategic objectives will have a certain impact on the company's organizational structure, post value weight and personnel compensation. Therefore, enterprises have different emphasis on the allocation of equity incentive design scheme in different stages.

其次，激勵對象可能隨著不同時期適于不同性質的人群，或者者激勵對象因為個人因素的變化而帶來股權激勵的變更；后，如何設計股權激勵方案，股權激勵實施要根據實施的效果和發生的事件有變更設計。

Secondly, the incentive object may be suitable for different types of people in different periods, or the incentive object may change the equity incentive due to the change of personal factors; after that, how to design the equity incentive scheme, the implementation of equity incentive should be changed according to the implementation effect and the events.

股權激勵落地咨詢機構認為企業在設計股權激勵方案時，大多數的時候都在思考是否能夠激勵到員工，能否充分調動員工的主動性，從而實現股權激勵的目的。員工持股方案在考慮到股權激勵方案的激勵效果的同時，也應當注重約束機制的約定。

Equity incentive landing advisory bodies believe that when designing equity incentive schemes, most of the time, enterprises are thinking about whether they can motivate employees and fully mobilize their initiative, so as to achieve the purpose of equity incentive. The ESOP should not only consider the incentive effect of equity incentive scheme, but also pay attention to the agreement of constraint mechanism.

股權激勵的實施既要對激勵對象有激勵，又要對其業績目標和行為有約束，權、責要對等。那么期權激勵方案就需要系列配套制度的完善，既要設計工資獎金、長期激勵相結合的薪酬制度，又要完善諸如資格認定制度、選聘制度和任期經濟責任制度等在內的培養、選拔、任用、考核和監督機制。只有這樣，才能保證股權激勵的順利實施。

The implementation of equity incentive should not only encourage the incentive objects, but also restrict their performance goals and behaviors, and the rights and responsibilities should be equal. Then, the option incentive scheme needs to improve a series of supporting systems, not only to design a salary system combining salary and bonus with long-term incentive, but also to improve the training, selection, appointment, assessment and supervision mechanisms, such as qualification identification system, selection and employment system and term economic responsibility system. Only in this way can we ensure the smooth implementation of equity incentive.