發布時間：2020-12-01 發布人：山東股章瀏覽次數：749次 來源：www.newadnetwork.com
In modern enterprises, many companies hope to use the equity incentive system to solve the problem of incentive and constraint mechanism which has been plagued in the process of upgrading and transformation. A large number of facts have proved that timely and effective equity incentive scheme can really help the enterprise to motivate the senior management to play an active and master role, and bring rich returns to the enterprise. So, what should be paid attention to and what misunderstandings should be avoided when formulating the equity incentive plan?
Misunderstanding 1: equity incentive is stock option incentive
In fact, equity incentive is not only stock option incentive, but also restricted stock plan, employee stock ownership plan and virtual stock appreciation right. Therefore, it does not mean that there is only one way to motivate executives. Enterprises (especially non listed companies) can choose other incentive methods according to their specific conditions.
Misunderstanding 2: the phenomenon of "eating from a big pot" exists in equity incentive
When many listed companies do equity incentive, there is a "big pot meal" phenomenon. When many listed companies operate equity incentive, they put the incentive objects on the same level to encourage and assess, but they do not know that this will not only fail to achieve the corresponding incentive effect, but will frustrate the enthusiasm of relevant personnel.
Therefore, this kind of equity incentive into a "big pot meal" approach is not appropriate, and can not effectively motivate the relevant personnel.
The third mistake is that the implementation of equity incentive can improve the corporate governance structure
A perfect corporate governance structure is the prerequisite for the implementation of equity incentive, not the opposite. If an enterprise with imperfect governance structure hastily implements the equity incentive scheme, it will even lead to the survival crisis of the enterprise.
Perfect corporate governance structure contains two levels of meaning. The first is the perfection of form. The board of directors, the board of directors and the general meeting of shareholders should contain such elements as corporate governance, general meeting of shareholders, etc.
But more important is the substantial improvement. The above-mentioned elements are linked by contractual relationship, and each performs its own duties and checks and balances each other. The board of directors is elected by the general meeting of shareholders. As the principal, the board of directors requires the company's executives to fulfill their duties, so as to enable shareholders to get more return on investment.
As an agent, managers pursue the value-added human capital including knowledge, talent and social status, and maximize the return of human capital engaged in business management. Therefore, the company must not only establish an effective incentive mechanism for managers, but also establish a constraint mechanism for managers matching with the incentive mechanism.
Equity incentive scheme is not a panacea, but a double-edged sword. Enterprises that make good use of this sword will double their efficiency; those who don't use it will probably cut themselves.