股權激勵，現在很多企業都在做，那么我們有律創業服務的創業項目中，基本上所有的項目都在考慮，或者正在做或者已經做了股權激勵。而你要做股權激勵，一定有三個核心的問題要把握好。如果你不能把握好這三個核心的股權問題，那么我們認為你也做不好股權激勵。

Equity incentive, now many enterprises are doing, so we have the law of entrepreneurial services in entrepreneurial projects, basically all the projects are in consideration, or are doing or have done equity incentive. If you want to do equity incentive, there must be three core issues to grasp. If you can't grasp these three core equity issues, we think you can't do equity incentive well.

無論是作為創業公司的CEO，或者股東，也就是說，股權激勵的實施者。還是創業公司的高管，員工，以及普通員工作為股權激勵的被實施者。那么你就應該清楚的了解到了，其實當一個創業公司進行股權激勵的時候，它是有不同的形式的。那么無論哪一種形式，我們對股權激勵下一個定義就是，公司的股東或者公司，或者股份期權或者虛擬股權，以一定份額的方式分配給你。但是通常會要求這個份額，在你幾年之內才能夠全部拿到，這就是通常意義上的股權激勵。也就意味著股權激勵是有期限的，是分期實現的，是為了要達到激勵你的目的而去實現的。

Whether as the CEO of a start-up company, or as a shareholder, that is to say, the implementer of equity incentive. Or the executives, employees and ordinary employees of start-up companies as the implementers of equity incentive. Then you should clearly understand that when a start-up company carries out equity incentive, it has different forms. No matter which form of equity incentive, we define it as that the shareholders of the company or the company, or stock options or virtual equity, are allocated to you in the form of a certain share. But it usually requires that you can get all the shares within a few years, which is the common sense of equity incentive. It means that equity incentive has a time limit, is achieved by stages, is to achieve the purpose of motivating you.

我們要清楚的知道，為何要進行股權激勵。在今天這個時代，很多人都要進行股權激勵。聽到別人的公司進行股權激勵，聽到別的創業小伙伴的公司進行股權激勵，所以他也要進行股權激勵

We need to know clearly why we need equity incentive. In today's era, many people have to carry out equity incentive. Hear other people's company to carry out equity incentive, hear other small business partner's company to carry out equity incentive, so he should also carry out equity incentive

一個項目，他要進行股權激勵，不一定一定會成功。無論是說他法律上出了問題，還是出現什么其他的問題，但事實上都有一個核心的東西就是關鍵性的問題。什么的關鍵問題？就是我們作為創業者，或者我們作為創業公司的管理層，我們通常容易陷入一個主觀意識的陷阱，也就是說很容易地認為我們給員工的股權，無論是虛擬股權，還是股份期權，都一定會產生所謂的股權激勵的效果。

For a project, if it wants to carry out equity incentive, it may not necessarily succeed. No matter what legal problems he has, or what other problems he has, in fact, there is a key problem. What's the key problem? That is, as entrepreneurs or as the management of start-up companies, we are often easy to fall into a trap of subjective consciousness, that is to say, it is easy to think that the equity we give employees, whether it is virtual equity or stock options, will definitely produce the so-called equity incentive effect.

歸結來說，就是一句話，就是讓被激勵對象產生我們所期望的和認可的價值。那么如果把這句話展開一點來說，當我們把我們的股權激勵，分配給員工的時候。我們認為我們給了員工十萬或者二十萬的一個股權，而這個股權的就值十萬或者二十萬。那么幾年以后呢，它可能變成幾百萬，或者1000萬。這是我們作為股權激勵實施者，也是公司領導他通常的一個想法。而這樣一個效果并不是必然的產生。

In a word, it is to let the motivated object produce the value we expect and recognize. So if we expand this sentence, when we distribute our equity incentive to employees. We think that we give our employees 100000 or 200000 shares, and the shares are worth 100000 or 200000. In a few years, it may become millions, or 10 million. This is a common idea of us as the implementer of equity incentive and the leader of the company. And such an effect is not inevitable.