一、建立企業的利益共同體

1、 Establishing the interest community of enterprises

一般來說，企業的所有者與員工之間的利益是不完全一致的。所有者注重企業的長遠發展和投資收益，而企業的管理人員和技術人員受雇于所有者，他們更關心的是在職期間的工作業績和個人收益。二者價值取向的不同必然導致雙方在企業運營管理中行為方式的不同，且往往會發生員工為個人利益而損害企業整體利益的行為。實施股權激勵的結果是使企業的管理者和關鍵技術人員成為企業的股東，其個人利益與公司利益趨于一致，因此弱化了二者之間的矛盾，從而形成企業利益的共同體。

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.

二、業績激勵

2、 Performance incentive

實施股權激勵后企業的管理人員和技術人員成為公司股東，具有分享企業利潤的權力。經營者會因為自己工作的好壞而獲得獎勵或懲罰，這種預期的收益或損失具有一種導向作用，它會大大提高管理人員、技術人員的積極性、主動性和創造性。員工成為公司股東后，能夠分享高風險經營帶來的高收益，有利于刺 激其潛力的發揮。這就會促使經營者大膽進行技術創新和管理創新采用各種新技術降低成本，從而提高企業的經營業績和核心競爭能力。

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.

三、約束經管者短視行為

3、 Restricting managers' short-sighted behavior

傳統的激勵方式，如年度獎金等，對經理人的考核主要集中在短期財務數據，而短期財務數據無法反映長期投資的收益，因而采用這些激勵方式，無疑會影響重視長期投資經理人的收益，客觀上刺 激了經營決策者的短期行為，不利于企業長期穩定的發展。引人股權激勵后對公司業績的考核不但關注本年度的財務數據，而且會更關注公司將來的價值創造能力。此外，作為一種長期激勵機制，股權激勵不僅能使經營者在任期內得到適當的獎勵，并且部分獎勵是在卸任后延期實現的，這就要求經營者不僅關心如何在任期內提高業績，而且還一定關注企業的長遠發展，以保證獲得自己的延期收人，由此可以進一步弱化經營者的短期化行為，更有利于提高企業在未來創造價值的能力和長遠競爭能力。

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.

四、留住人才，吸引人才

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.