股权激励是一把双刃剑，用得好，双方得利；用不好，伤人伤己。那么，怎样才能用好这把双刃剑呢?下面跟小编一起来看下实施股权激励的主要风险有哪些？

Equity incentive is a double-edged sword, which can be used well and benefit both sides; If you don't use it well, you will hurt others and yourself. So, how can we make good use of this double-edged sword? What are the main risks of implementing equity incentive with Xiaobian?

1、激励股份额度是“拍脑袋”定的，忌讳激励不足；

1. The quota of incentive shares is set by "beating your head", and insufficient incentive is taboo;

激励股份额是要结合企业实际进行科学测算的，不能“拍脑袋”。否则容易出现激励过度或激励不足的现象，一旦出现激励不足的现象，那对激励对象是没什么激励效果的。

The amount of incentive shares should be scientifically calculated in combination with the actual situation of the enterprise, and can not "pat the head". Otherwise, it is easy to have the phenomenon of excessive or insufficient incentive. Once there is insufficient incentive, it has no incentive effect on the incentive object.

2、激励股份分配不合理，容易产生利益矛盾；

2. The distribution of incentive shares is unreasonable, which is easy to produce interest contradictions;

激励股份分配是要构建计算公式的模型后通过计算来分配的，这样才能做到公开、公平、公正。若激励股份分配是由老 板指定的，则容易出现分配不公的现象，这不利于化 解和平衡利益矛盾，也很难构建有序的人才机制，从而达到股权激励的目的。

The distribution of incentive shares should be distributed through calculation after constructing the model of calculation formula, so as to be open, fair and just. If the distribution of incentive shares is designated by the boss, it is prone to unfair distribution, which is not conducive to resolving and balancing interest contradictions, and it is difficult to build an orderly talent mechanism, so as to achieve the purpose of equity incentive.

3、激励对象没有奋斗目标，股份收益与公司目标无关；

3. The incentive object has no goal, and the share income has nothing to do with the company's goal;

公司没有年度经营计划和发展目标，激励对象就失去了奋斗目标。那么，在没有奋斗目标的前提下，激励对象股份的收益完全取决于公司业绩好坏的惯性。这样下去，一旦公司业绩没达到预期，激励效果肯定是不好的。

If the company has no annual business plan and development goals, the incentive objects will lose their goals. Then, on the premise of no goal, the income of the incentive object shares completely depends on the inertia of the company's performance. In this way, once the company's performance does not meet expectations, the incentive effect will certainly be bad.

4、激励股份固化到人头，考核管理对其股份收益没影响；

4. Incentive shares are fixed to the head, and assessment management has no impact on their share income;

激励股份一旦办理了有关工 商变更法律手续，就固化到了人头，这时，公司奋斗目标与业绩考核结果的好坏与激励对象的股份收益没有直接管理关系，否则就是违法的。所以，一旦激励股份固化了，激励对象就没什么压力了，干好干坏一个样，因不能影响其股份收益了，甚至使有的激励对象就直接躺在股份上睡觉了。

Once the incentive shares have gone through the relevant legal procedures for industrial and commercial change, they will be solidified to the head. At this time, the quality of the company's objectives and performance assessment results has no direct management relationship with the incentive object's share income, otherwise it is illegal. Therefore, once the incentive shares are solidified, the incentive objects will have no pressure. They will do well and do badly, because they can't affect their share income, and even some incentive objects will sleep directly on the shares.

5、没有完善的退出机制，届时会为此扯皮；

5. If there is no perfect exit mechanism, there will be wrangling at that time;

若没有明确的退出条件、价 格等规定，那么在退出时就会出现“公说公有理、婆说婆有理”现象，就会扯皮，没法有用执行这套股权激励制度，这样也是很难达到应有的激励效果的。

If there are no clear exit conditions, prices and other provisions, there will be a phenomenon of "public saying that public is reasonable and women saying that women are reasonable" when exiting, which will lead to wrangling and can not effectively implement this set of equity incentive system, which is also difficult to achieve the due incentive effect.