股權激勵的實施，在很大程度上會觸動公司一部分員工的利益，同時這些人也會給股權激勵的實施制造麻煩，阻礙股權激勵的進行。為保證股權激勵的正常運行，順利實施，在方案設計之前，企業有必要對公司內部做一些調整，創造一個良好的股權激勵實施環境。

The implementation of equity incentives will to a large extent affect the interests of some employees in the company, and these people will also cause trouble for the implementation of equity incentives and hinder their progress. To ensure the normal operation and smooth implementation of equity incentives, it is necessary for enterprises to make some adjustments within the company before designing the plan to create a good environment for implementing equity incentives.

一、去繁從簡，精簡企業內部的冗雜部門

1、 Reduce complexity and simplify, streamline the complex departments within the enterprise

實施股權激勵的第一步是要梳理企業的組織架構，精簡部門。若企業在進行股權激勵前沒有精簡部門，會導致股權激勵對象不明確，有可能是全體員工，也有可能只激勵一部分人，而忽視能力強的人。

The first step in implementing equity incentives is to streamline the organizational structure of the enterprise and streamline departments. If a company does not streamline its departments before implementing equity incentives, it may result in unclear targets for equity incentives, which may include all employees or only a portion of employees, while neglecting those with strong abilities.

如果是全員激勵，有人會“渾水摸魚”，沒有對企業創造任何價值卻享受股權分紅，甚至會給企業造成巨大的財務壓力。那如果只是激勵一部分的人，而忽視一些能力很強的人，這會導致公司人才的流失。因此，企業實施股權激勵前有必要精簡冗雜部門。

If it is a full staff incentive, some people will "fish in troubled waters" and enjoy equity dividends without creating any value for the enterprise, which may even cause huge financial pressure on the enterprise. If only motivating a portion of people while neglecting some highly capable individuals, it will lead to the loss of talent in the company. Therefore, it is necessary for enterprises to streamline their cumbersome departments before implementing equity incentives.

精簡冗雜部門的四個流程

Simplify the four processes of cumbersome departments

1、需要重新梳理企業組織架構；

1. Need to reorganize the organizational structure of the enterprise;

2、重新審核各個部門的崗位職責；

2. Re review the job responsibilities of each department;

3、篩選出崗位職責重復較大的部門；

3. Select departments with significant duplication of job responsibilities;

4、合并或者精簡冗雜部門

4. Merge or streamline redundant departments

二、肅清企業“頑固派”隊伍

2、 Eliminate the "stubborn" team in enterprises

企業內部的“頑固派”往往都是公司里面位高權重的老員工，他們既是小富即安，工作沒有太多的精力，同時他們唯利是圖，無視企業的發展，這對公司的未來發展也是非常不利。他們如同一座阻礙股權激勵的大山，如果不盡快鏟除這座大山，股權激勵計劃將無法政策開展。

The "diehards" within the company are often senior employees with high positions in the company. They are not only easy to get rich but also lack much energy in their work. At the same time, they are mercenary and ignore the development of the company, which is also very detrimental to the future development of the company. They are like a mountain that hinders equity incentives. If this mountain is not eradicated as soon as possible, the equity incentive plan will not be able to carry out policies.

三、為外部人才提供“綠色通道”

3、 Provide a "green channel" for external talents

股權激勵的重點是留住核心骨干，而留住核心骨干重要的舉措就是為內部人才提供優厚的待遇。企業為核心骨干提供哪些優厚待遇？生日金、高額績效、社會保險、五險一金、股權激勵、節日禮物、帶薪休假、年終獎。其中，吸引人，核心的就是股權激勵。

The focus of equity incentives is to retain core talents, and an important measure to retain core talents is to provide favorable treatment for internal talents. What preferential treatment does the enterprise provide for its core backbone? Birthday benefits, high performance benefits, social insurance, five insurances and one fund, equity incentives, holiday gifts, paid vacation, and year-end bonuses. Among them, the core attraction is equity incentives.

四、為外部人才提供“綠色通道”

4、 Provide a "green channel" for external talents

企業的發展始終離不開優良的外部人才，為引進大量的優良人才，企業可以適當地為其提供“綠色通道”。優良人才可專享哪些“綠色通道”？

The development of enterprises always relies on excellent external talents. In order to introduce a large number of excellent talents, enterprises can appropriately provide them with a "green channel". What "green channels" can excellent talents exclusively enjoy?

1、參與股權分紅；

1. Participating in equity dividends;

2、縮短試用期；

2. Shorten the probationary period;

3、給予足夠成長空間；

3. Provide sufficient room for growth;

4、提供專業培訓；

4. Provide professional training;

5、幫助規劃職業生涯；

5. Assist in career planning;

6、高額的薪酬激勵；

6. High salary incentives;

7、提名競選管理層；

7. Nominate the campaign management team;

8、負責團隊項目；等。

8. Responsible for team projects; Etc.

企業引進外部人才的初衷是為企業發展儲備人才，但也可能會遇到問題，為避免這一系列負面情況的發生，企業必須采取科學的人力資源管理辦法來維持員工之間的良好關系，包括外部人才的入職培訓、崗位的引導或者是加大內部人才和外部人才的交流。還有怎樣的疑惑或者需求就來我們網站http://www.newadnetwork.com咨詢！

The original intention of introducing external talents in enterprises is to reserve talents for the development of the enterprise, but there may also be problems. To avoid this series of negative situations, enterprises must adopt scientific human resource management methods to maintain good relationships between employees, including external talent induction training, job guidance, or increasing communication between internal and external talents. If you have any further doubts or needs, please come to our website http://www.newadnetwork.com consulting service