在實行股權激勵的過程中，建議大家不要將股權激勵看做有用的靈丹妙藥，在有好處的同時同樣是存在一定風險的，是一把雙向劍，有好處同樣也是存在弊端的，也是有風險的。

In the process of implementing equity incentive, it is suggested that we should not regard equity incentive as a useful panacea. It is a two-way sword with certain risks at the same time of its advantages. It also has disadvantages and risks.

普遍認為，股權激勵是與戰略周期一致的長期激勵，企業不需要直接支付現金，而且是增值和利潤基礎上的分享，能夠引導管理層對企業整體業績和長期發展的關注。

It is generally believed that equity incentive is a long-term incentive consistent with the strategic cycle. The enterprise does not need to pay cash directly, and it is based on value-added and profit sharing, which can guide the management to pay attention to the overall performance and long-term development of the enterprise.

但是，在委托機制不成熟的大背景下，按照新的會計準則，股權激勵的費用成本的確高昂，存在內部人操縱造假而獲利的意圖，甚至有些高管會追求短期利益，為了規避對在職高管行權期的約束，為巨額行權的利益后而放棄企業的一個決定。

However, under the background of immature entrustment mechanism, according to the new accounting standards, the cost of equity incentive is indeed high, there is the intention of insiders to manipulate and make profits, and even some executives will pursue short-term interests. In order to avoid the restriction on the exercise period of in-service executives, they give up the enterprise for the benefit of huge exercise.

除此之外，一些企業制定了以股票市價為參照的激勵措施，但是股價畢竟受不可控外部因素影響，可能無法反正被激勵對象是否真實的提高了公司的收益。

In addition, some enterprises have developed incentive measures based on the stock market price, but the stock price is affected by uncontrollable external factors, which may not be able to determine whether the incentive object really improves the company's earnings.