任何行業發展都有規律，作為“大眾創業、萬眾創新”的創業也不例外，創業者都知道股權是企業的命根，但為何有些企業壽命時間百年基業長青，而很多企業生存時間卻不半三年，壽命短的企業除了有商業經營風險因素導致所在，更多的是合伙人打架所致，而良好的股權架構設計和股權分配能避免合伙人內訌。我們在為企業服務時，一般提倡如下股權架構設計基本原則：

There are rules in the development of any industry. Entrepreneurship as "mass entrepreneurship and innovation" is no exception. Entrepreneurs all know that equity is the lifeblood of an enterprise. But why do some enterprises have a long life span of 100 years, while many enterprises have a survival time of less than half a three years. In addition to the risk factors of business operation, the short-lived enterprises are more caused by partner fights than good ones Good equity structure design and equity distribution can avoid partner infighting. When serving enterprises, we generally advocate the following basic principles of equity structure design:

1、公平原則

1. The principle of fairness

俗話說“不患寡而患不均，不患貧而患不安?！币虼?，股權一定要按貢獻和價值來分配，只有這樣才能體現公平公正，否則企業終究會出“車毀人亡”的惡果。

As the saying goes, "do not suffer from oligopoly and inequality, do not suffer from poverty and anxiety." Therefore, equity must be distributed according to its contribution and value. Only in this way can fairness and justice be reflected. Otherwise, the enterprise will eventually suffer from "car wrecking and people dying".

2、效率原則

2. Efficiency principle

公司法雖然強調大股東的權利，也強調要體現公司章程的重要性，但小股東如果能通過集中表決權并結合損害公司利益等訴訟途徑照樣能撼動大股東的霸主地位。一般而言，公平與效率是矛盾的，但如具備如下前提下，公平與效率可以是相得益彰、相互促 進的

Although the company law emphasizes the rights of the large shareholders and the importance of the articles of association, the small shareholders can still shake the dominant position of the large shareholders if they can concentrate their voting rights and combine with the litigation channels such as damaging the interests of the company. Generally speaking, fairness and efficiency are contradictory, but under the following conditions, fairness and efficiency can complement each other and promote each other

3、動態調整

3. Dynamic adjustment

企業發展階段不一樣，且需要的人才也不一樣，因此，股權架構及股權分配也需要與時俱進，需要做出動態的調整，有時人才由基層人員升級為部門經理或公司總經理，那么其股權也要做相應調整，有時公司年初定的目標到了年中超額完成或與目標差距甚遠，此時也要做出相應的調整，否則會挫傷員工的積 極性，也會讓員工覺得公司在為員工自己畫一個無法完成的大餅，這些因素都決定了公司股權不可能一勞永逸的，需要隨時根據公司發展現狀和人才的需要來調整。

The development stages of enterprises are different, and the talents needed are also different. Therefore, the equity structure and equity distribution also need to keep pace with the times, and dynamic adjustment is needed. Sometimes, when talents are upgraded from grass-roots personnel to department managers or general managers of the company, their equity needs to be adjusted accordingly. Sometimes, the company's goals set at the beginning of the year are over fulfilled or fall far short of the target in the middle of the year It is also necessary to make corresponding adjustments. Otherwise, it will frustrate the enthusiasm of employees and make them feel that the company is drawing an unfinished pie for their own employees. All these factors determine that the company's equity can't be done once and for all, and it needs to be adjusted according to the company's development status and talent needs at any time.