对非上市公司来讲，股权激励有利于缓解公司面临的薪酬压力。由于绝大大多数非上市公司都属于中小型企业，他们普遍面临资 金 短 缺的问题。因此，通过股权激励的方式，公司能够适当地降低经营成本，减少现金流出。与此同时，也可以提高公司经营业绩，留住绩效高、能力强的核心人才。

For non listed companies, equity incentive is conducive to alleviate the salary pressure faced by the company. As the vast majority of non listed companies are small and medium-sized enterprises, they are generally faced with the problem of capital shortage. Therefore, through equity incentive, the company can appropriately reduce operating costs and reduce cash outflow. At the same time, it can also improve the company's business performance and retain core talents with high performance and strong ability.

对原有股东来讲，实行股权激励有利于降低职业经理人的“道德风险”，从而实现所有权与经营权的分离。非上市公司往往存在一股独大的现象，公司的所有权与经营权高度统一，导致公司的“三会”制度等在很多情况下形同虚设。随着企业的发展、壮大，公司的经营权将逐渐向职业经理人转移。由于股东和经理人追求的目标是不一致的，股东和经理人之间存在“道德风险”，需要通过激励和约束机制来引导和限 制经理人行为。

For the original shareholders, the implementation of equity incentive is conducive to reduce the "moral hazard" of professional managers, so as to realize the separation of ownership and management rights. Non listed companies often have a dominant share, and the ownership and management rights of the company are highly unified, resulting in the company's "three meetings" system in many cases. With the development and expansion of the enterprise, the management right of the company will gradually transfer to professional managers. Because the goals pursued by shareholders and managers are inconsistent, there is a "moral hazard" between shareholders and managers, which needs to guide and limit managers' behavior through incentive and restraint mechanisms.

对公司员工来讲，实行股权激励有利于激发员工的积极性，实现自身价值。中小企业面临的问题之一就是人才的流动问题。由于待遇差距，很多中小企业很难吸引和留住高素质管理和科研人才。实践证明，实施股权激励计划后，由于员工的长期价值能够通过股权激励得到体现，员工的工作积极性会大幅提高，同时，由于股权激励的约束作用，员工对公司的忠诚度也会有所增强。

For the company's employees, the implementation of equity incentive is conducive to stimulate the enthusiasm of employees and realize their own value. One of the problems faced by small and medium-sized enterprises is the flow of talents. Due to the treatment gap, many small and medium-sized enterprises are difficult to attract and retain high-quality management and scientific research talents. Practice has proved that after the implementation of the equity incentive plan, because the long-term value of employees can be reflected through equity incentive, employees' work enthusiasm will be greatly improved. At the same time, due to the restrictive effect of equity incentive, employees' loyalty to the company will also be enhanced.