股权激励落地咨询公司认为公司和激励对象的状态都是不断变化的，因此股权激励方案设计也就不能一劳永逸。，公司战略、策略目标的调整将对公司的组织结构、岗位价值权重、人员的薪酬造成一定的影响，因此企业在不同阶段对股权激励设计方案的分配有不同的侧重。

The equity incentive landing consulting company thinks that the state of the company and the incentive object is constantly changing, so the equity incentive scheme design can not be done once and for all. First of all, the adjustment of the company's strategy and strategic objectives will have a certain impact on the company's organizational structure, post value weight and personnel compensation. Therefore, enterprises have different emphasis on the allocation of equity incentive design scheme in different stages.

其次，激励对象可能随着不同时期适于不同性质的人群，或者者激励对象因为个人因素的变化而带来股权激励的变更；后，如何设计股权激励方案，股权激励实施要根据实施的效果和发生的事件有变更设计。

Secondly, the incentive object may be suitable for different types of people in different periods, or the incentive object may change the equity incentive due to the change of personal factors; after that, how to design the equity incentive scheme, the implementation of equity incentive should be changed according to the implementation effect and the events.

股权激励落地咨询机构认为企业在设计股权激励方案时，大多数的时候都在思考是否能够激励到员工，能否充分调动员工的主动性，从而实现股权激励的目的。员工持股方案在考虑到股权激励方案的激励效果的同时，也应当注重约束机制的约定。

Equity incentive landing advisory bodies believe that when designing equity incentive schemes, most of the time, enterprises are thinking about whether they can motivate employees and fully mobilize their initiative, so as to achieve the purpose of equity incentive. The ESOP should not only consider the incentive effect of equity incentive scheme, but also pay attention to the agreement of constraint mechanism.

股权激励的实施既要对激励对象有激励，又要对其业绩目标和行为有约束，权、责要对等。那么期权激励方案就需要系列配套制度的完善，既要设计工资奖金、长期激励相结合的薪酬制度，又要完善诸如资格认定制度、选聘制度和任期经济责任制度等在内的培养、选拔、任用、考核和监督机制。只有这样，才能保证股权激励的顺利实施。

The implementation of equity incentive should not only encourage the incentive objects, but also restrict their performance goals and behaviors, and the rights and responsibilities should be equal. Then, the option incentive scheme needs to improve a series of supporting systems, not only to design a salary system combining salary and bonus with long-term incentive, but also to improve the training, selection, appointment, assessment and supervision mechanisms, such as qualification identification system, selection and employment system and term economic responsibility system. Only in this way can we ensure the smooth implementation of equity incentive.