發布時間：2020-11-19 發布人：山東股章瀏覽次數：797次 來源：www.newadnetwork.com
1、 Establishing the interest community of enterprises
Generally speaking, the interests of owners and employees are not completely consistent. The owner pays attention to the long-term development and investment income of the enterprise, while the management and technical personnel of the enterprise are employed by the owner, and they are more concerned about the work performance and personal income during the working period. The different value orientation of the two sides will inevitably lead to different behavior modes in the enterprise operation and management, and the employees will often damage the overall interests of the enterprise for their own interests. The result of equity incentive is that the managers and key technical personnel become the shareholders of the enterprise, and their personal interests tend to be consistent with the interests of the company. Therefore, the contradiction between the two is weakened, thus forming a community of enterprise interests.
2、 Performance incentive
After the implementation of equity incentive, the management and technical personnel of the enterprise become the shareholders of the company and have the right to share the profits of the enterprise. Operators will be rewarded or punished because of their work. The expected profit or loss has a guiding role, which will greatly improve the enthusiasm, initiative and creativity of managers and technicians. When employees become shareholders of the company, they can share the high profits brought by high-risk operation, which is conducive to stimulating their potential. This will encourage operators to boldly carry out technological innovation and management innovation, and adopt various new technologies to reduce costs, so as to improve the business performance and core competitiveness of enterprises.
3、 Restricting managers' short-sighted behavior
The traditional incentive methods, such as annual bonus, mainly focus on the short-term financial data, but the short-term financial data can not reflect the income of long-term investment. Therefore, the use of these incentives will undoubtedly affect the long-term investment manager's income, objectively stimulate the short-term behavior of business decision-makers, and is not conducive to the long-term and stable development of enterprises. After the introduction of equity incentive, the evaluation of the company's performance will not only focus on the financial data of this year, but also pay more attention to the company's future value creation ability. In addition, as a long-term incentive mechanism, equity incentive can not only make managers get appropriate rewards during their tenure, but also part of the rewards are delayed after leaving office. This requires managers not only to care about how to improve their performance during their tenure, but also pay attention to the long-term development of enterprises, so as to ensure their own deferred income, which can further weaken the managers The short-term behavior is more conducive to improve the ability of creating value and long-term competitiveness of enterprises in the future.
4、 Retain and attract talents
在非上市公司實施股權激勵計劃，有利于企業穩定和吸引管理人才和技術人才。實施股權激勵機制，一方面可以讓員工分享企業成長所帶來的收益，增強員工的歸屬感和認同感，激發員工的積 極 性和創造性。另一方面，當員工離開企業或有不利于企業的行為時，將會失去這部分的收益，這就提高了員工離開公司或“犯錯誤”的成本。因此，實施股權激勵計劃有利于企業留住人才、穩定人才。
The implementation of equity incentive plan in non listed companies is conducive to the stability and attraction of management and technical talents. The implementation of equity incentive mechanism can, on the one hand, enable employees to share the benefits brought about by the growth of enterprises, enhance their sense of belonging and identity, and stimulate their enthusiasm and creativity. On the other hand, when employees leave the company or do harm to the enterprise, they will lose this part of the income, which will increase the cost of leaving the company or "making mistakes". Therefore, the implementation of equity incentive plan is conducive to retaining talents and stabilizing talents.