股权激励，作为金手铐，确实可以留人，但不是只有股权激励才能留人！留人要讲成本的，如果股权激励只发挥留人的价值，又如果公司的股权很值钱，那么说明这种激励的成本比价高。事实上，如果多数员工成为股东，对很多中小微企业来说未必是好事，因为等着分钱的人很多，而真 正去赚钱的人很少，无疑不利于企业的发展。

Equity incentive, as a golden handcuffs, can indeed retain people, but not only equity incentive can retain people! If the equity incentive only gives play to the value of retaining people, and if the company's equity is very valuable, it shows that the cost of this incentive is higher than the price. In fact, if most employees become shareholders, it may not be a good thing for many small, medium-sized and micro enterprises, because there are many people waiting for money, and few people really make money, which is undoubtedly not conducive to the development of enterprises.

股权激励是一种贵 族 式的激励，永远只面对少数的人和高层次、高价值的人。在想做股权激励之前，一定要区分好股权与股份的差别，股权是注册实股或实股股权，具有所有权，股份可以是虚拟的、契约的，具有收益权。股权激励的激励价值比较低，激励价值高的是股份激励。任正非在华为做的基本都是股份激励，严格地说，属于在职虚拟股份。

Equity incentive is an aristocratic incentive, which always only faces a few people and high-level and high-value people. Before you want to do equity incentive, you must distinguish the difference between equity and shares. Equity is registered real shares or real shares with ownership. Shares can be virtual, contractual and have the right of return. The incentive value of equity incentive is relatively low, and the high incentive value is stock incentive. What Ren Zhengfei does in Huawei is basically stock incentive. Strictly speaking, it belongs to on-the-job virtual shares.

哪些员工适合股权激励？

Which employees are suitable for equity incentive?

1、从层次上：高管、决策层。

1. From the level: senior management and decision-making level.

2、从价值上：掌握核心技术的技术人员、业务持续很棒的营销精英、对公司发展有重大影响的管理层。

2. In terms of value: technicians who master core technology, marketing elites with excellent business continuity, and management who have a significant impact on the development of the company.

3、从年龄上：35-45岁。

3. In terms of age: 35-45 years old.

4、从价值观上：忠诚于事业、愿意持续追随、值得信赖。

4. From the perspective of values: loyal to the cause, willing to follow and trustworthy.

5、从信念上：有创业的热情和创业者的激情、不怕失败追求成功。

5. From the perspective of belief: have entrepreneurial enthusiasm and the passion of entrepreneurs, be not afraid of failure and pursue success.

哪些员工根本不需要动用股权激励？

Which employees don't need equity incentive at all?

1、年轻人：内在的需求还没到达这个境界，没有团队发展的思维，更偏向追求短期回报。特别是20-30岁的年轻人。

1. Young people: their internal needs have not reached this level. They do not have the thinking of team development and prefer to pursue short-term returns. Especially young people aged 20-30.

2、奋斗者：但不是创业者。这类型的人害怕失败、不敢承担经营风险，不过愿意拼命干，是非常好的追随者。可以用股份激励、合伙人模式。

2. Striver: but not an entrepreneur. This type of people are afraid of failure and dare not take business risks, but they are willing to work hard and are very good followers. Share incentive and partner mode can be used.

3、价值低的人：股权激励是顶层的激励设计，只面对高价值的人才。否则，激励成本高、激励过度，反而制约企业发展。股权的份额有限，应该用于激励更高价值的人。

3. People with low value: equity incentive is the top-level incentive design, which only faces high-value talents. Otherwise, the high incentive cost and excessive incentive will restrict the development of enterprises. The share of equity is limited and should be used to motivate people with higher value.

4、不值得依赖的人：股权激励相当于合法婚姻，受到法律约束退出很难，所以在进入时一定保持谨慎，严格把关。宁愿加大股份与合伙人激励模式，也不要让不信赖的人随便成为公司的股东。

4. People who are not worth relying on: equity incentive is equivalent to legal marriage. It is difficult to exit under legal constraints, so you must be cautious and strictly control when entering. We would rather increase the incentive model of shares and partners than let untrustworthy people become shareholders of the company.