得股權者得天下，創始人做大做強企業，越來越離不開與之相匹配的股權頂層架構。股權頂層架構設計不當，輕則給企業發展埋下定時炸彈，重則令創始人失去企業控制權，甚至是徹底出局，出現“養大的孩子叫別人爹”的悲劇性后果。企業創始人要防止出現失控局面，同時為企業快速發展提供助力和便利，在設計股權頂層架構時需要準確把握以下5個原則：

Those who get equity will win the world, and the founders will expand and strengthen the enterprise, which is increasingly inseparable from the matching equity top-level structure. The improper design of the equity top-level structure will either bury a time bomb for the development of the enterprise, or make the founder lose the control of the enterprise, or even completely out of the game, resulting in the tragic consequences of "raising children to call others' fathers". In order to prevent out of control and provide assistance and convenience for the rapid development of the enterprise, the founders need to accurately grasp the following six principles when designing the equity top-level structure:

一、風險隔離原則

1、 Risk isolation principle

風險隔離原則是指企業股權頂層架構設計需要實現企業風險與股東個人風險相互隔離的效果，這是企業創始人進行股權架構設計基本、重要的原則。

The principle of risk isolation refers to that the top-level structure design of enterprise equity needs to realize the effect of mutual isolation between enterprise risk and shareholder personal risk, which is the basic and important principle for the founder of the enterprise to design the equity structure.

所以，企業創始人進行股權頂層架構設計，首先要把握好風險隔離原則，只有程度實現風險隔離的設計方案才是一個合格的架構設計方案。企業股權頂層架構設計當前在社會上非常流行，各種各樣的咨詢機構都在宣傳股權服務。企業創始人要在每個細節都較好地實現風險隔離，委托股權律師設計方案，以程度排除法律風險之雷，達到風險隔離的效果。

Therefore, when designing the equity top-level architecture, the founders should first grasp the principle of risk isolation. Only the design scheme that realizes risk isolation to a certain extent is a qualified architecture design scheme. At present, the top-level structure design of enterprise equity is very popular in the society, and various consulting institutions are promoting equity services. The founder of the enterprise should better realize the risk isolation in every detail, and entrust the equity lawyer to design the scheme, so as to eliminate the legal risk to a certain extent and achieve the effect of risk isolation.

二、創始人控制權原則

2、 Founder control principle

首先需要厘清“控制權”與“控股權”的區別?？刂茩嘀傅氖莿撌既送七M企業按照自己制定的戰略方向發展的能力，控股權是指股東對企業占有控制性股權比例的一種狀態。隨著企業規模越來越大，企業創始人失去控股權比例幾乎是必然，但創始人失去企業控制權那可以說是創業失敗。當今社會的行業領軍企業，創始人幾乎都是無控股權但卻牢牢把握著企業的控制權。比如京東、百度、阿里、騰訊等公司，這個科技企業的創始人并沒有控股權，但對公司卻有著牢牢的控制權。

First, we need to clarify the difference between "control" and "control". Control refers to the ability of founders to promote the development of enterprises in accordance with their own strategic direction. Control refers to a state in which shareholders hold a proportion of controlling shares in the enterprise. With the increasing scale of the enterprise, it is almost inevitable for the founder to lose the proportion of control, but it can be said that the founder loses the control of the enterprise, which is a failure of entrepreneurship. The founders of the industry leading enterprises in today's society are almost all non controlling equity, but they firmly grasp the control of the enterprise. For example, Jingdong, Baidu, Alibaba, Tencent and other companies, the founder of this technology enterprise has no controlling right, but has firm control over the company.

三、合伙人凝聚原則

3、 Principle of partner cohesion

合伙人凝聚原則是指股權頂層架構設計應當考慮到企業合伙人的利益平衡因素，為創始人團結合伙人、激發合伙人積極性提供架構便利。眾所周知，一個人走得快，一群人走得遠。企業沒有合伙人，意味著創始人在創業的路上沒有人與你風雨同舟、出生入死。當然，如果不考慮公司的快速發展和壯大，不考慮公司業務是否持續萎縮，那一人老板制的模式也不能說不好。在一人老板制企業，創始人作為法定代表人，一人全權擁有公司，大權在握，不需要考慮合伙人的意見和態度，那是何等“愜意”。

The principle of partner cohesion means that the equity top-level structure design should take into account the balance of interests of enterprise partners and provide structural convenience for founders to unite partners and stimulate partners' enthusiasm. As we all know, a person goes fast, a group of people go far. There is no partner in the enterprise, which means that the founder has no one to go through life and death with you on the road of entrepreneurship. Of course, if we do not consider the rapid development and growth of the company and whether the company's business continues to shrink, the one-man boss model can not be said to be bad. In a one-man boss enterprise, the founder, as the legal representative, has full ownership of the company and is in power. It doesn't need to consider the opinions and attitudes of partners. How "comfortable" it is.

四、員工激勵原則

4、 Employee incentive principle

員工激勵原則是指企業股權頂層架構設計應當考慮到當前和未來企業員工激勵計劃，提前為企業員工激勵提供架構便利，降低員工激勵的成本和法律風險。

Employee incentive principle means that the top-level structure design of enterprise equity should take into account the current and future employee incentive plans, provide structural convenience for enterprise employee incentive in advance, and reduce the cost and legal risk of employee incentive.

人才是生產力，是企業發展的人力資源保障。沒有充足的人才隊伍，即使創始人戰略精

Talents are productivity and human resource guarantee for enterprise development. There is not enough talent team, even if the founder is strategic

準到位，緊貼時代需求，企業的戰略也只能像天上的浮云，永遠落不了地。傳統的員工激勵就是加薪加薪再加薪，或是加提成加提成再加提成。但隨著社會發展，這些傳統激勵方法已不再適應時代需求，甚至可能成為企業發展的障礙，因為人才除了需要物質激勵，還需要企業歸屬感，才能死心塌地地為了企業利益全力拼搏。

Accurate and close to the needs of the times, the enterprise's strategy can only be like a floating cloud in the sky and can never fall to the ground. The traditional employee incentive is to raise salary and raise salary, or increase Commission and commission. However, with the development of society, these traditional incentive methods no longer meet the needs of the times, and may even become an obstacle to the development of enterprises, because talents need not only material incentives, but also a sense of belonging to the enterprise, so as to work hard for the interests of the enterprise.

五、融資便利原則

5、 Principle of financing convenience

融資便利原則是指企業股權頂層架構設計應為企業外部融資提供架構上的便利，增加融資成功率，降低融資成本。資本在企業競爭中起著越來越重要的作用，擁有更為雄厚資本實力的企業能調動的資金資源就越多

The principle of financing convenience means that the top-level structure design of enterprise equity should provide structural convenience for enterprise external financing, increase the financing success rate and reduce the financing cost. Capital plays a more and more important role in enterprise competition. Enterprises with stronger capital strength can mobilize more capital resources

企業進行外部融資，外部投資人首先要看企業的股權結構是否合理。如果企業股權不合理，那投資人要么是直接取消投資意向，要么是要求企業調整股權架構。企業要么直接失去融資機會，要么要付出不少的時間成本、資金成本重新調整股權架構，而且如果前期未一步到位設計好合理的股權架構，那后期創始人很可能會因為合伙人意見障礙而無法推進架構調整，因為每一次的架構調整都必然會牽涉每個合伙人的利益調整。

When an enterprise carries out external financing, external investors should first see whether the equity structure of the enterprise is reasonable. If the equity of the enterprise is unreasonable, the investor either cancels the investment intention directly or requires the enterprise to adjust the equity structure. The enterprise either directly loses financing opportunities or has to pay a lot of time and capital costs to readjust the equity structure. Moreover, if the reasonable equity structure is not designed in one step in the early stage, the later founders may not be able to promote the structure adjustment due to the obstacles of partners' opinions, Because every structural adjustment will inevitably involve the adjustment of the interests of each partner.

企業合理的股權頂層架構，無論在創業初期階段還是在發展階段，甚至是成熟階段計劃進入新三板、創業板、科技板和主板等資本市場，都有著非常重要、關鍵的作用和意義。所以企業股權頂層架構設計，應

The reasonable equity top-level structure of enterprises, whether in the initial stage of entrepreneurship, development stage or even mature stage, plans to enter the capital markets such as the new third board, gem, science and technology board and main board, plays a very important and key role and significance. Therefore, the top-level structure design of enterprise equity should

股權頂層架構設計是一項法律活、技術活，同時也是一門藝術活，需要考慮法律因素、商業因素、人性因素和稅收因素，通過合理、個性化的設計方案，從企業頂層為企業不斷發展壯大提供制度支撐和保障，實現創始人、合伙人和投資人等多方人員的共贏!

Equity top-level structure design is not only a legal and technical activity, but also an artistic activity. It needs to consider legal factors, commercial factors, human factors and tax factors. Through reasonable and personalized design schemes, it provides institutional support and guarantee for the continuous development and growth of the enterprise from the top level, so as to realize the win-win situation of founders, partners, investors and other personnel!