股权激励份额如何分配激励效果最好

　　How to allocate equity incentive shares for the best incentive effect

　　一、影响股权激励份额的因素

　　1、 Factors affecting equity incentive shares

　　1、行业和发展阶段

　　1. Industry and Development Stage

　　公司所处的行业及其发展阶段，对股权激励总份额影响较大，是公司制定员工股权激励方案需要重要评估的因素。传统行业的公司发展较为稳定，较难快速增长，股权激励的份额相对较少；新兴行业的公司发展空间较大，成长性较强，同时波动较大，股权激励的份额相对较多。

　　The industry and development stage in which the company operates have a significant impact on the total share of equity incentives, and are important factors that need to be evaluated when formulating employee equity incentive plans. Traditional industry companies have relatively stable development and are difficult to grow rapidly, with a relatively small share of equity incentives; Companies in emerging industries have a large development space, strong growth potential, and significant fluctuations, with a relatively large share of equity incentives.

　　公司处于早期创业和发展阶段，现金薪酬相对较低，且经常不稳定，股权激励的份额相对较大；处于成熟阶段的公司，现金薪酬较为稳定，股权激励份额相对较少。

　　The company is in the early stages of entrepreneurship and development, with relatively low and often unstable cash compensation, and a relatively large share of equity incentives; Mature companies have relatively stable cash compensation and fewer equity incentive shares.

　　2、创始人数量

　　2. Number of founders

　　公司创始人人数对股权激励份额影响也较大，单一创始人创办的公司，股权激励份额可以较多；多个创始人创办的公司，则股权激励份额一般相对较少。

　　The number of company founders also has a significant impact on the share of equity incentives. Companies founded by a single founder can have a larger share of equity incentives; Companies founded by multiple founders generally have relatively fewer equity incentive shares.

　　3、公司估值水平

　　3. Valuation level of the company

　　公司估值水平较低时，员工股权激励份额相对较多；反之，公司估值水平较高，则员工股权激励份额相对较少。

　　When the company's valuation level is low, there are relatively more employee equity incentive shares; On the contrary, if the company's valuation level is high, the employee equity incentive share is relatively small.

　　4、员工人数

　　4. Number of employees

　　公司员工人数较多，一般核心员工人数较多，股权激励份额相对较大；反之，则股权激励份额可以相对较少。

　　There are a large number of employees in the company, generally a large number of core employees, and a relatively large share of equity incentives; On the contrary, the share of equity incentive can be relatively small.

　　5、战略投资人股权比例

　　5. Strategic investor equity ratio

　　公司对战略投资人的股权比例计划，也是影响员工股权激励份额的重要因素。而战略投资人持股比例，受公司资金和资源需求的影响。

　　The company's equity ratio plan for strategic investors is also an important factor affecting employee equity incentive shares. The shareholding ratio of strategic investors is influenced by the company's funding and resource requirements.

　　综合上述五个方面重要因素，再考虑创始人的股权稳定性，基本可以确定相对合适的员工股权激励份额。从股权激励案例看，公司IPO上市前，创始人持股40-55%、员工股权激励比例20-30%、战略投资人持股15-40%，这个区间的数量相对较多。

　　Taking into account the five important factors mentioned above and the stability of the founder's equity, a relatively appropriate share of employee equity incentives can be determined. From the perspective of equity incentive cases, before the company's IPO, the founder held 40-55% of the shares, the employee equity incentive ratio was 20-30%, and the strategic investor held 15-40% of the shares, with a relatively large number in this range.

　　二、股权激励份额分配

　　2、 Distribution of equity incentive shares

　　员工股权激励份额确定后，每个激励对象分配多少是更为关键的课题。需要考虑的因素更多，比如员工的贡献（历史贡献、现阶段贡献、未来贡献）、员工对公司的归属感（常说的忠诚度或文化认同）、员工对公司的重要性、员工个人的期望值、员工的股权对价支付能力、员工对股权激励公平原则的理解等。

　　After the determination of employee equity incentive shares, the key issue is how much each incentive object should be allocated. There are more factors to consider, such as employees' contributions (historical contributions, current contributions, future contributions), employees' sense of belonging to the company (often referred to as loyalty or cultural identity), employees' importance to the company, employees' personal expectations, employees' ability to pay equity consideration, employees' understanding of the principle of equity incentive fairness, etc.

　　1、员工的重要性

　　1. The Importance of Employees

　　股权激励对象都是公司的核心员工，对公司都相对重要。需要将核心员工对公司的重要性进行区分，一般可以区分为三类：特别重要、很重要、重要。对不同类比的激励对象，设置三类份额：特别重要占50%左右、很重要占30%左右、重要占20%左右。

　　The equity incentive targets are all core employees of the company, which are relatively important to the company. It is necessary to distinguish the importance of core employees to the company, which can generally be divided into three categories: particularly important, very important, and important. For incentive objects with different analogies, set three types of shares: special important accounts for about 50%, very important accounts for about 30%, and important accounts for about 20%.

　　2、员工人数

　　2. Number of employees

　　按重要性确定三类后，再确定激励对象所处的类别。同一类别分配的额度一般相同，除非激励对象自愿放弃；通常公司确定的份额，激励对象可以低于该预设份额，但不能高于预设份额。

　　After determining the three categories based on their importance, determine the category of the incentive object. The amount allocated for the same category is generally the same, unless the incentive recipient voluntarily gives up; The incentive targets for the shares determined by the company can be lower than the predetermined share, but not higher than the predetermined share.

　　假设公司股权激励总额为30%股比，则三类员工的份额如下：

　　Assuming the total equity incentive amount of the company is 30% equity ratio, the shares of the three types of employees are as follows:

　　特别重要的激励对象3人，每人股权激励份额为5%（30%*50%*33.33%）；

　　Three particularly important incentive targets, each with a 5% equity incentive share (30% * 50% * 33.33%);

　　很重要的激励对象5人，每人股权激励份额为1.8%（30%*30%*20%）；

　　5 important incentive targets, with each person's equity incentive share of 1.8% (30% * 30% * 20%);

　　重要的激励对象10人，每人股权激励份额为0.6%（30%*20%*10%）。

　　10 important incentive targets, with each person's equity incentive share of 0.6% (30% * 20% * 10%).

　　3、员工股权价值估算

　　3. Estimation of Employee Equity Value

　　初步确定激励对象的份额后，需要再估算其股权的价值，以评估该股权价值对激励对象的财富收益。

　　After initially determining the share of the incentive object, it is necessary to estimate the value of its equity to evaluate the financial benefits of the incentive object.

　　接上述假设，该公司顺利上市后市值20亿，由于公开发行时对员工股份稀释25%，且需要考虑股票减持时员工缴交35%的个人所得税，三类员工的股票减持收益如下：

　　Based on the above assumption, the company's market value after a successful listing is 2 billion yuan. Due to the 25% dilution of employee shares during the public offering and the need to consider employees paying a 35% personal income tax when reducing their stock holdings, the stock reduction benefits for the three types of employees are as follows:

　　特别重要的激励对象，每人可获得收益4,875万（200,000万*5%*75%*65%）；

　　Specially important incentive targets, each person can receive a profit of 48.75 million yuan (200000 yuan * 5% * 75% * 65%);

　　很重要的激励对象，每人可获得收益1,755万（200,000万*1.8%*75%*65%）；

　　A very important incentive target, each person can receive a profit of 17.55 million yuan (200000 yuan * 1.8% * 75% * 65%);

　　重要的激励对象，每人可获得收益585万（200,000万*0.6%*75%*65%）

　　Important incentive targets, each person can receive a profit of 5.85 million yuan (200000 yuan * 0.6% * 75% * 65%)

　　以上可获得的股票收益是全部减持完毕的总收益，实际执行时不能一次性获得，需要根据证券减持相关规定分期逐步减持。

　　The above stock returns that can be obtained are the total returns after the full reduction of holdings, and cannot be obtained in one go during actual execution. It is necessary to gradually reduce holdings in stages according to relevant securities reduction regulations.

　　三、总结建议

　　3、 Summary and Suggestions

　　1、股权激励份额是激励方案中最重要的内容，份额太少激励效果不明显，份额太大则可能起到反效果-获得股权后躺平。因此，股权激励的份额需要一定程度上与激励对象的KPI相结合。

　　1. The equity incentive share is the most important content in the incentive plan. If the share is too small, the incentive effect may not be obvious, and if the share is too large, it may have the opposite effect - lying flat after obtaining equity. Therefore, the share of equity incentives needs to be combined to some extent with the KPIs of the incentive targets.

　　2、股权激励份额的确定，还需要与同行业或者规模接近的公司之股权激励方案进行比较分析，借鉴和参考已经取得较好激励效果的实际案例。

　　2. The determination of equity incentive shares also requires comparative analysis with equity incentive schemes of companies in the same industry or with similar scale, and reference to actual cases that have achieved good incentive effects.

　　3、对已经获得股权的激励对象，公司应让他们依法享受股东权利并承担股东义务，以使激励对象能尽心尽力履行小股东和员工的双重权责，为公司发展做出更多更大贡献。

　　3. For incentive recipients who have already obtained equity, the company should allow them to enjoy shareholder rights and assume shareholder obligations in accordance with the law, so that incentive recipients can wholeheartedly fulfill the dual rights and responsibilities of small shareholders and employees, and make more and greater contributions to the development of the company.

　　本文由  济南顶层架构设计 友情奉献.更多有关的知识请点击  http://www.daoshangbao.com/   真诚的态度.为您提供为全面的服务.更多有关的知识我们将会陆续向大家奉献.敬请期待.

　　This article is a friendly contribution from the top-level architecture design team in Jinan For more related knowledge, please click http://www.daoshangbao.com/ Sincere attitude To provide you with comprehensive services We will gradually contribute more relevant knowledge to everyone Coming soon.