發布時間：2021-09-06 發布人：山東股章瀏覽次數：706次 來源：www.newadnetwork.com
Equity incentive is a double-edged sword, which can be used well and benefit both sides; If you don't use it well, you will hurt others and yourself. So, how can we make good use of this double-edged sword? What are the main risks of implementing equity incentive with Xiaobian?
1. The quota of incentive shares is set by "beating your head", and insufficient incentive is taboo;
The amount of incentive shares should be scientifically calculated in combination with the actual situation of the enterprise, and can not "pat the head". Otherwise, it is easy to have the phenomenon of excessive or insufficient incentive. Once there is insufficient incentive, it has no incentive effect on the incentive object.
2. The distribution of incentive shares is unreasonable, which is easy to produce interest contradictions;
激勵股份分配是要構建計算公式的模型后通過計算來分配的，這樣才能做到公開、公平、公正。若激勵股份分配是由老 板指定的，則容易出現分配不公的現象，這不利于化 解和平衡利益矛盾，也很難構建有序的人才機制，從而達到股權激勵的目的。
The distribution of incentive shares should be distributed through calculation after constructing the model of calculation formula, so as to be open, fair and just. If the distribution of incentive shares is designated by the boss, it is prone to unfair distribution, which is not conducive to resolving and balancing interest contradictions, and it is difficult to build an orderly talent mechanism, so as to achieve the purpose of equity incentive.
3. The incentive object has no goal, and the share income has nothing to do with the company's goal;
If the company has no annual business plan and development goals, the incentive objects will lose their goals. Then, on the premise of no goal, the income of the incentive object shares completely depends on the inertia of the company's performance. In this way, once the company's performance does not meet expectations, the incentive effect will certainly be bad.
4. Incentive shares are fixed to the head, and assessment management has no impact on their share income;
Once the incentive shares have gone through the relevant legal procedures for industrial and commercial change, they will be solidified to the head. At this time, the quality of the company's objectives and performance assessment results has no direct management relationship with the incentive object's share income, otherwise it is illegal. Therefore, once the incentive shares are solidified, the incentive objects will have no pressure. They will do well and do badly, because they can't affect their share income, and even some incentive objects will sleep directly on the shares.
5. If there is no perfect exit mechanism, there will be wrangling at that time;
If there are no clear exit conditions, prices and other provisions, there will be a phenomenon of "public saying that public is reasonable and women saying that women are reasonable" when exiting, which will lead to wrangling and can not effectively implement this set of equity incentive system, which is also difficult to achieve the due incentive effect.