發布時間：2021-08-26 發布人：山東股章瀏覽次數：704次 來源：www.newadnetwork.com
Ability is very important. On the other hand, the key is whether we agree with the future of the enterprise, whether we can match with the existing shareholders of the enterprise, and whether we can develop together with the enterprise for a long time. From the perspective of ability, it must be a short board that is extremely lacking in the development of the enterprise. To obtain core talents through this high-cost way, he must also be able to promote the development of the enterprise. This way is the same as that enterprises accept venture capital, so enterprises should also be cautious about introducing venture capital.
On the other hand, if the talent doesn't agree with the future of the enterprise, can't match with the existing shareholders, and can't develop together with the enterprise for a long time, the introduction of the talent may constitute a huge hidden danger of the enterprise, just like the problems faced by the previous enterprise. Of course, no one can guarantee this, and changes in the situation may also lead to changes between the introduced talents and shareholders, but the enterprise should make arrangements in all subsequent aspects.
There are many types of equity, such as options, future shares, real shares, virtual equity, etc; There are also many ways of transfer, such as cash purchase, discount purchase, dividend purchase and so on. Therefore, enterprises should choose according to specific conditions. For example, for the introduction of senior but non core talents, virtual equity can be used to participate in dividends without relevant rights. This is a flexible arrangement, but the incentive effect is also poor.
Accordingly, the transferee can purchase real shares at the full price in cash, which means that he has closely combined himself with the enterprise, which has constituted an important investment for him. Equity categories and transfer methods can be flexibly combined, which will produce a variety of equity incentive methods with incentive effects. Of course, it is not impossible to transfer without compensation, especially for core personnel, because this method is actually obtained in a cost-free way, and the meaning of capital contribution is the same as that of going up the mountain to join the partnership.
The equity grant may also be granted in stages. Phased award actually gives enterprises and the introduction of talents a certain space, allowing both parties to conduct close and in-depth investigation and running in. Unless "love at first sight" - of course, the probability is generally low. Therefore, we can agree on the phased grant mode, and agree on the conditions and the corresponding grant proportion - these are the basic contents in the standardized option operation. Phased award will give enterprises and talents a rational thinking process of longer-term assessment and verification.
On the issue of introducing talents, enterprises often have an inferiority complex and anxiety mentality, pay great attention to someone's talent, and worry that their temple is too small and the conditions are not agreed, and so on. In fact, both sides of talent introduction are completely an equal and rational decision-making process, especially the introduced personnel must also deeply think about the gain and loss, which is a process called "consideration".