股权激励，现在很多企业都在做，那么我们有律创业服务的创业项目中，基本上所有的项目都在考虑，或者正在做或者已经做了股权激励。而你要做股权激励，一定有三个核心的问题要把握好。如果你不能把握好这三个核心的股权问题，那么我们认为你也做不好股权激励。

Equity incentive, now many enterprises are doing, so we have the law of entrepreneurial services in entrepreneurial projects, basically all the projects are in consideration, or are doing or have done equity incentive. If you want to do equity incentive, there must be three core issues to grasp. If you can't grasp these three core equity issues, we think you can't do equity incentive well.

无论是作为创业公司的CEO，或者股东，也就是说，股权激励的实施者。还是创业公司的高管，员工，以及普通员工作为股权激励的被实施者。那么你就应该清楚的了解到了，其实当一个创业公司进行股权激励的时候，它是有不同的形式的。那么无论哪一种形式，我们对股权激励下一个定义就是，公司的股东或者公司，或者股份期权或者虚拟股权，以一定份额的方式分配给你。但是通常会要求这个份额，在你几年之内才能够全部拿到，这就是通常意义上的股权激励。也就意味着股权激励是有期限的，是分期实现的，是为了要达到激励你的目的而去实现的。

Whether as the CEO of a start-up company, or as a shareholder, that is to say, the implementer of equity incentive. Or the executives, employees and ordinary employees of start-up companies as the implementers of equity incentive. Then you should clearly understand that when a start-up company carries out equity incentive, it has different forms. No matter which form of equity incentive, we define it as that the shareholders of the company or the company, or stock options or virtual equity, are allocated to you in the form of a certain share. But it usually requires that you can get all the shares within a few years, which is the common sense of equity incentive. It means that equity incentive has a time limit, is achieved by stages, is to achieve the purpose of motivating you.

我们要清楚的知道，为何要进行股权激励。在今天这个时代，很多人都要进行股权激励。听到别人的公司进行股权激励，听到别的创业小伙伴的公司进行股权激励，所以他也要进行股权激励

We need to know clearly why we need equity incentive. In today's era, many people have to carry out equity incentive. Hear other people's company to carry out equity incentive, hear other small business partner's company to carry out equity incentive, so he should also carry out equity incentive

一个项目，他要进行股权激励，不一定一定会成功。无论是说他法律上出了问题，还是出现什么其他的问题，但事实上都有一个核心的东西就是关键性的问题。什么的关键问题？就是我们作为创业者，或者我们作为创业公司的管理层，我们通常容易陷入一个主观意识的陷阱，也就是说很容易地认为我们给员工的股权，无论是虚拟股权，还是股份期权，都一定会产生所谓的股权激励的效果。

For a project, if it wants to carry out equity incentive, it may not necessarily succeed. No matter what legal problems he has, or what other problems he has, in fact, there is a key problem. What's the key problem? That is, as entrepreneurs or as the management of start-up companies, we are often easy to fall into a trap of subjective consciousness, that is to say, it is easy to think that the equity we give employees, whether it is virtual equity or stock options, will definitely produce the so-called equity incentive effect.

归结来说，就是一句话，就是让被激励对象产生我们所期望的和认可的价值。那么如果把这句话展开一点来说，当我们把我们的股权激励，分配给员工的时候。我们认为我们给了员工十万或者二十万的一个股权，而这个股权的就值十万或者二十万。那么几年以后呢，它可能变成几百万，或者1000万。这是我们作为股权激励实施者，也是公司领导他通常的一个想法。而这样一个效果并不是必然的产生。

In a word, it is to let the motivated object produce the value we expect and recognize. So if we expand this sentence, when we distribute our equity incentive to employees. We think that we give our employees 100000 or 200000 shares, and the shares are worth 100000 or 200000. In a few years, it may become millions, or 10 million. This is a common idea of us as the implementer of equity incentive and the leader of the company. And such an effect is not inevitable.