老板别硬扛！山东股权合伙设计，让员工像老板一样操劳，你只管逍遥

　　Boss, don't force yourself! Shandong Equity Partnership Design, Allowing Employees to Work Like Bosses, You Just Stay Free

　　在山东做企业的老板，十个有八个都在硬扛——每天天不亮就起床，半夜还在操心公司琐事，没有周六周日，没有休息放松，神经天天紧绷着；自己不敢跳槽、不敢混日子，看到员工浑水摸鱼还心疼，毕竟花的是自己的钱、耗的是自己的心血。有个山东老板跟我说：“老师，我是个大老粗，别跟我讲那些高深理论，你就用一句话告诉我，股权合伙设计对我有啥好处？”

　　Eight out of ten business owners in Shandong are struggling - waking up before dawn every day, worrying about company affairs in the middle of the night, without weekends, without rest and relaxation, and their nerves are tense every day; I dare not change jobs or slack off, and I feel sorry when I see employees slacking off in troubled waters, after all, it's my own money and effort. A Shandong boss said to me, "Teacher, I'm a big shot. Don't tell me those profound theories. Just tell me in one sentence, what benefits does equity partnership design bring to me

　　我没直接回答，先问了他三个问题：你是公司老板吗？他说肯定是，不是老板也不会来问这个；我又问，你作为老板能跳槽吗？他笑了：“老师你开玩笑，老板哪有跳槽的，真混不下去只能跳楼！”最后我问，你能在公司里混日子吗？他连连摇头：“混不起啊，老板的名字一挂，全家老小、员工生计都扛在肩上，自己不混，看谁混都急。”

　　I didn't answer directly, I asked him three questions first: Are you the boss of the company? He said it's definitely true, even if it's not the boss, he wouldn't come to ask about it; I asked again, can you switch jobs as a boss? He smiled and said, 'Teacher, are you joking? The boss never changes jobs. If he can't make it, he'll have to jump off a building!' Finally, I asked, 'Can you make a living in the company?'? He shook his head repeatedly and said, "I can't afford to do it. As soon as the boss's name goes down, the entire family and employees will have to bear the burden of their livelihood. If I don't do it myself, I'll be anxious to see who does

　　其实这就是山东大多数老板的现状——80%的中小企业老板，一人扛下公司90%的压力，员工拿固定工资，遇事推诿、混水摸鱼，老板累得身心俱疲，企业却很难做大。而山东股权合伙设计，核心就是解决这个痛点，用一句话概括：让老板从“孤军奋战”变成“众人拾柴”，让更多员工像老板一样操心、一样操劳，老板就能卸下重担，活得松弛、活得逍遥。

　　In fact, this is the current situation of most bosses in Shandong -80% of small and medium-sized enterprise bosses bear 90% of the company's pressure alone, with employees receiving fixed salaries, shirking responsibility and slacking off in troubled situations. The bosses are exhausted both physically and mentally, but it is difficult for the enterprise to grow. The core of Shandong Equity Partnership Design is to solve this pain point, summarized in one sentence: to transform the boss from "fighting alone" to "collecting firewood with everyone", and to make more employees worry and work hard like the boss, so that the boss can unload the burden and live a relaxed and carefree life.

　　很多山东老板对股权合伙有误解，觉得就是“分股份”，要么舍不得，要么乱分，最后股份分出去了，员工积极性没提上来，还可能引发纠纷，动摇公司根基。其实真正的山东股权合伙设计，不是简单分股，而是“绑定利益、激活人心”，让员工从“打工者”变成“合伙人”，数据就是最好的证明：山东实施科学股权合伙设计的中小企业，员工流失率平均下降65%，核心员工工作积极性提升70%以上，企业营收平均增长30%-50%。

　　Many Shandong bosses have a misunderstanding of equity partnerships, thinking that it is just "dividing shares", either reluctant or randomly divided. In the end, if the shares are divided, the enthusiasm of employees may not be raised, which may also lead to disputes and shake the foundation of the company. In fact, the real equity partnership design in Shandong is not simply about dividing shares, but about "binding interests and activating people's hearts", transforming employees from "workers" to "partners". Data is the best proof: small and medium-sized enterprises in Shandong that implement scientific equity partnership design have an average employee turnover rate of 65%, an increase of more than 70% in the work enthusiasm of core employees, and an average revenue growth of 30% -50%.

　　就拿山东青岛一家钢结构企业来说，实施股权合伙设计前，老板一人硬扛，核心技术和管理人才流失严重，2022年营收仅7.3亿元，净利润不足1600万元；2024年，公司推出员工持股计划，吸纳27名核心员工成为合伙人，仅占公司定向发行后股本总额的2.22%，却让员工真正有了“老板思维”。短短一年时间，公司营收涨到9.36亿元，同比增长28.4%，净利润更是飙升至4602万元，同比增长176.84%，老板也不用再事事亲力亲为，终于有了休息的时间。

　　Take a steel structure enterprise in Qingdao, Shandong Province as an example. Before implementing equity partnership design, the boss had to bear the burden alone, and there was a serious loss of core technology and management talents. In 2022, the revenue was only 730 million yuan, and the net profit was less than 16 million yuan; In 2024, the company launched an employee stock ownership plan, which recruited 27 core employees as partners, accounting for only 2.22% of the company's total share capital after targeted issuance, but truly gave employees a "boss mindset". In just one year, the company's revenue has risen to 936 million yuan, a year-on-year increase of 28.4%, and its net profit has soared to 46.02 million yuan, a year-on-year increase of 176.84%. The boss no longer has to do everything himself, and finally has time to rest.

　　山东股权合伙设计的核心，不是“分老板的钱”，而是“一起赚更多的钱”，它有三个关键，特别贴合山东老板“实在、求稳”的需求。第一，不搞“大锅饭”，股权合伙只给核心员工、能创造价值的员工，比如核心技术岗、管理岗、业绩突出的员工，像青岛那家企业，除了核心高管，还有23名骨干员工参与持股，占总份额的60.2%，既激活了骨干，又不影响老板控制权。

　　The core of the equity partnership design in Shandong is not "dividing the boss's money", but "earning more money together". It has three key points, which are particularly in line with the "practical and stable" needs of Shandong bosses. Firstly, we will not engage in a "one size fits all" approach. Equity partnerships will only be granted to core employees and employees who can create value, such as those in core technical, management, and outstanding performance positions. For example, in the company in Qingdao, in addition to core executives, there are 23 key employees participating in the shareholding, accounting for 60.2% of the total share. This not only activates the key employees but also does not affect the boss's control.

　　第二，灵活可控，不盲目分工商注册股份，大多采用虚拟股、分红股等模式，实现“人在股在、人走股退”，避免员工离职后还占着股份、拿分红，白白浪费公司成本。数据显示，山东中小企业采用灵活股权合伙模式的，股权纠纷发生率不足3%，而盲目分工商股份的，纠纷发生率高达48%。

　　Secondly, it should be flexible and controllable, and not blindly divide the shares registered with the industrial and commercial authorities. Most of them adopt virtual shares, dividend shares and other models to achieve "people in the shares, people leaving the shares and returning", avoiding employees from holding shares and receiving dividends after leaving, and wasting company costs in vain. Data shows that for small and medium-sized enterprises in Shandong that adopt a flexible equity partnership model, the incidence of equity disputes is less than 3%, while for those who blindly divide their shares, the dispute incidence rate is as high as 48%.

　　第三，绑定贡献，分红多少和员工的付出、公司的业绩直接挂钩，不是“躺赚分红”。比如设定业绩目标，超出目标的利润，拿出40%-60%给合伙人分红；没有达成目标，就没有额外分红，这样既能激励员工主动冲刺业绩，又能避免“养懒汉”，就像青岛那家企业，实施股权合伙后，员工主动降本增效，销售费用率和管理费用率均同比下降，企业盈利能力大幅提升。

　　Thirdly, binding contributions and directly linking the amount of dividends to employees' contributions and the company's performance, rather than "lying and earning dividends". For example, setting performance targets and allocating 40% -60% of profits exceeding the target to distribute dividends to partners; If the goal is not achieved, there will be no additional dividends, which can motivate employees to actively strive for performance and avoid "nurturing lazy people". Just like the company in Qingdao, after implementing equity partnership, employees actively reduced costs and increased efficiency, and the sales expense ratio and management expense ratio both decreased year-on-year, greatly improving the company's profitability.

　　很多山东老板说，我也想做股权合伙，但怕做不好。其实不用怕，山东股权合伙设计，讲究的就是“简单、实在、可落地”，不用复杂的理论，核心就是抓住“利益绑定”四个字——让员工知道，公司赚得多，自己分得也多；公司发展好，自己的身价也会涨，这样他们才会像老板一样，遇事不推诿、不跳槽，主动操心公司的事。

　　Many Shandong bosses say that I also want to become an equity partnership, but I'm afraid I won't be able to do it well. Don't be afraid, the design of Shandong Equity Partnership emphasizes "simplicity, practicality, and implementability", without the need for complex theories. The core is to grasp the four words of "interest binding" - letting employees know that the more the company earns, the more they share; If the company develops well, their own value will also increase, so that they can act like bosses, not shirking responsibility or changing jobs, and actively worry about the company's affairs.

　　补充一组扎心又真实的数据：山东有75%的中小企业，因为没有做好股权合伙，核心员工流失率超过30%，企业常年停滞不前；而做好股权合伙设计的企业，核心员工留存率达92%以上，80%的企业能在1-2年内实现业绩翻倍。对山东老板来说，股权合伙不是“选择题”，而是“必答题”，尤其是在当下竞争激烈的环境中，单靠老板一人硬扛，很难走得远。

　　Add a set of heart wrenching and authentic data: 75% of small and medium-sized enterprises in Shandong have a core employee turnover rate of over 30% due to poor equity partnerships, resulting in stagnant enterprises for years; Enterprises that have well-designed equity partnerships have a core employee retention rate of over 92%, and 80% of them can achieve doubled performance within 1-2 years. For Shandong bosses, equity partnership is not a "multiple-choice question", but a "must answer question", especially in the current fiercely competitive environment. It is difficult to go far by relying solely on the boss's hard work.

　　总结来说，山东股权合伙设计，对老板最大的好处，就是“解放自己、激活团队”——不用再事事亲力亲为，不用再独自扛下所有压力，有一群员工像老板一样操劳、一样操心，主动解决问题、冲刺业绩。它不是简单的“分股份”，而是一套科学的激励体系，贴合山东企业的发展特点，实在、落地、性价比高，既能让企业稳步做大、业绩提升，又能让老板卸下重担，活得逍遥自在，这就是山东股权合伙设计的核心价值。

　　In summary, the biggest benefit of Shandong equity partnership design for bosses is "liberating oneself and activating the team" - no longer having to personally handle everything, no longer having to bear all the pressure alone, having a group of employees who work hard and worry like bosses, actively solving problems, and striving for performance. It is not simply a "split of shares", but a scientific incentive system that fits the development characteristics of Shandong enterprises. It is practical, practical, and cost-effective, which can not only help the enterprise steadily grow and improve its performance, but also enable the boss to relieve the burden and live freely. This is the core value of Shandong Equity Partnership Design.