從濟南股權激勵的角度來分析，有幾個關鍵點是我們要著重考慮的:

From the perspective of equity incentives in Jinan, there are several key points that we need to focus on:

我們還是先定原則:人在股在，人走股滅。從虛到實，逐步考慮，考核指標，激勵約束。

Let's first set the principle: people are in stocks, and people go with stocks. From virtual to real, gradually consider, assess indicators, and motivate and constrain.

1.方式

1. Method

可以先以規規股(干股)，分紅權來考慮。如果有些行業前期不象利或者達不到分紅的預期，就不合適，需費出新根據項目來選擇合適的方式。后期根據雙方磨合利實際工作中職業經理人能力的很現，可以一定周期內變成限制性股權，然后再變成實股，有周期，有限制，有考核，終才能實現人才變合伙人的路徑。

We can consider regulatory stocks (dry stocks) and dividend rights first. If some industries are not profitable or fail to meet dividend expectations in the early stage, it is not suitable and new methods need to be chosen based on the project. In the later stage, based on the practical ability of professional managers in the work of both parties, they can become restricted equity within a certain period of time, and then become real equity. There are cycles, restrictions, and assessments, in order to ultimately achieve the path of talent becoming partners.

2.數量

2. Quantity

根據行業和項目本身的盈利情況米定，結合對方往年的年薪收入，匹配股權分紅的收入，做初步的測算，激勵不能過度，也不能過低，不然效果體現不出來。

Based on the profitability of the industry and the project itself, combined with the other party's annual salary income in previous years, match the income of equity dividends, and make preliminary calculations. Incentives should not be excessive or too low, otherwise the effect will not be reflected.

3.是否出資

3. Whether to contribute

雖然只是虛擬分紅，但是為了避免短期風險，同時也要讓對方的責任心更重一些，建議要出一部分資金作為保證金。根據分紅對應比例的多少來確定保證金的一個數量，如果中間出現短期行為，可以從保證金中扣除，后期不參與分紅或離職的時候，保證金可以退還。

Although it is only a virtual dividend, in order to avoid short-term risks and increase the other party's sense of responsibility, it is recommended to provide a portion of funds as a margin. The amount of the deposit is determined based on the corresponding proportion of the dividend. If there is short-term behavior in the middle, it can be deducted from the deposit. In the event of not participating in the dividend or resigning, the deposit can be refunded.

4.考核約束

4. Assessment constraints

建議從銷售額和利潤兩個指標和權重來進行考核，行業不一樣，或者項目的發展周期不同，這個指標可以結合自己實際的情況進行調整。

It is recommended to evaluate based on sales and profit indicators and weight. If the industry is different or the development cycle of the project is different, this indicator can be adjusted according to one's own actual situation.

考核指標設定低的完成率，完成才分紅，完不成沒有分紅。

Set a low completion rate for the assessment indicators, only dividends will be paid when completed, and no dividends will be paid if not completed.

5.分紅方式

5. Dividend distribution method

可以考慮固定和動態化兩種方式，固定就是對應分紅比例一成不變，動態化是可以結合公司的目標或者利潤的完成，進行階段式、動態化的分紅，干得越多分得越多。

Two methods can be considered: fixed and dynamic. Fixed means that the corresponding dividend ratio remains unchanged, while dynamic means that dividends can be distributed in stages and dynamically based on the company's goals or profits. The more you do, the more you will receive.

6.退出約定

6. Withdrawal from the agreement

從正常和非正常兩個方面去考慮，紅線是不能碰的，原則無論是離職還是紅線觸碰，一定是一旦人離開，股權自動消失。

From both normal and abnormal perspectives, the red line cannot be touched. In principle, whether it is resignation or touching the red line, the equity will automatically disappear once the person leaves.

7.契約

7. Contract

任何不簽者協議，然后進行簽字確定?？紤]到公司發展過程中的變化和其他不確定的因素，可以給這個方案或者協議協議的約定都是有風險的，所以在前期規則制定的前提下，雙方形成方案或設定一個期限，期限內按約定，期限后可以按約定也可以另行約定。

Any non signatory agreement shall be signed and confirmed. Considering the changes and other uncertain factors in the company's development process, it is risky to provide this plan or the provisions of the agreement. Therefore, under the premise of formulating the preliminary rules, both parties can form a plan or set a deadline, which can be agreed upon within the deadline, or separately agreed upon after the deadline.

形成合適的激勵方式相關內容就從以上七個方面來認識，希望能夠給您的企業以及人員帶來好的幫助，更多事項就來我們這里http://www.newadnetwork.com咨詢！

The content related to forming appropriate incentive methods can be understood from the above seven aspects. We hope it can bring good help to your company and personnel. More matters come to us here http://www.newadnetwork.com consulting service