合伙創業有很多優勢，是創業者比較喜歡的模式，同時也是比較容易出問題的合作模式，其中的股權設計是非常關鍵的因素之一。一個可能合作成功的企業必須具備以下幾個條件：

Partnership entrepreneurship has many advantages, which is a preferred mode for entrepreneurs, and it is also a cooperation mode prone to problems, in which the equity design is one of the key factors. An enterprise that may cooperate successfully must have the following conditions:

1、必須有一個“帶頭大哥”。

1. There must be a "big brother in the lead.".

2、要有一幫志同道合的“小兄弟”。

2. We should have a group of like-minded "little brothers".

3、大家都有一個創業者心態。

3. We all have an entrepreneur mentality.

4、要分工明確。

4. The division of labor should be clear.

5、股權設計要合理。

5. Equity design should be reasonable.

那么怎樣進行股權設計才合理呢？首先，“帶頭大哥”一定要保持著大股東身份，其次，要讓小兄弟們有安全感。合伙人在5個人以下時，“帶頭大哥”的股份通常要超過51%，如果合伙人超過5個人以上，“帶頭大哥”的股份可以不超過51%，這樣那些小兄弟們就會感覺到安全，不會輕易鬧掰。換一個角度來看，不給“帶頭大哥”權力其實也是對他的一種保護，因為權力會產生絕對的腐敗。另一方面，這樣的股權設計使得小兄弟們也可以提意見，大家都會有參與感和成就感，有助于團隊凝聚。

So how to carry out the equity design is reasonable? First of all, the "leading big brother" must maintain the identity of a major shareholder, and second, let the little brothers have a sense of security. When there are less than five partners, the shares of "leading brother" usually exceed 51%. If there are more than five partners, the shares of "leading brother" may not exceed 51%. In this way, those little brothers will feel safe and will not quarrel easily. From another point of view, not giving the "leading brother" power is actually a kind of protection for him, because power will produce absolute corruption. On the other hand, this kind of equity design enables the younger brothers to put forward their opinions. Everyone will have a sense of participation and achievement, which is conducive to team cohesion.

同時，“帶頭大哥”的存在也讓這群人很自然的就有了主心骨，不會出現誰都想說了算的僵局，也不會出現群龍無首、互相爭斗的局面。三個創始人的股權分別為40%、30%、30%，典型的沒有大股東的股權設計，缺少了一個“帶頭大哥”，以至于在后來的發展過程中，沖突不斷，矛盾加深，公司剛剛走上正軌，其中一個創始人就被踢出門，創始人團隊分崩離析。

Meanwhile, no leader in brother has the backbone of the group. No one has the final say to resolve the deadlock and no fighting will be seen. The equity of the three founders is 40%, 30% and 30% respectively. There is no typical equity design of major shareholders, and there is no "leading big brother". As a result, in the later development process, conflicts continue and deepen. As soon as the company is on the right track, one of the founders is kicked out, and the founder team falls apart.