得股权者得天下，创始人做大做强企业，越来越离不开与之相匹配的股权顶层架构。股权顶层架构设计不当，轻则给企业发展埋下定时炸弹，重则令创始人失去企业控制权，甚至是彻底出局，出现“养大的孩子叫别人爹”的悲剧性后果。企业创始人要防止出现失控局面，同时为企业发展提供助力和便利，在设计股权顶层架构时需要准确把握以下5个原则：

Those who get equity will win the world, and the founders will expand and strengthen the enterprise, which is increasingly inseparable from the matching equity top-level structure. The improper design of the equity top-level structure will either bury a time bomb for the development of the enterprise, or make the founder lose the control of the enterprise, or even completely out of the game, resulting in the tragic consequences of "raising children to call others' fathers". In order to prevent out of control and provide assistance and convenience for the rapid development of the enterprise, the founders need to accurately grasp the following six principles when designing the equity top-level structure:

一、风险隔离原则

1、 Risk isolation principle

风险隔离原则是指企业股权顶层架构设计需要实现企业风险与股东个人风险相互隔离的效果，这是企业创始人进行股权架构设计基本、重要的原则。

The principle of risk isolation refers to that the top-level structure design of enterprise equity needs to realize the effect of mutual isolation between enterprise risk and shareholder personal risk, which is the basic and important principle for the founder of the enterprise to design the equity structure.

所以，企业创始人进行股权顶层架构设计，要把握好风险隔离原则，只有程度实现风险隔离的设计方案才是一个合格的架构设计方案。企业股权顶层架构设计当前在社会上非常流行，各种各样的咨询机构都在宣传股权服务。企业创始人要在每个细节都较好地实现风险隔离，委托股权律师设计方案，以程度排除法律风险之雷，达到风险隔离的效果。

Therefore, when designing the equity top-level architecture, the founders should first grasp the principle of risk isolation. Only the design scheme that realizes risk isolation to a certain extent is a qualified architecture design scheme. At present, the top-level structure design of enterprise equity is very popular in the society, and various consulting institutions are promoting equity services. The founder of the enterprise should better realize the risk isolation in every detail, and entrust the equity lawyer to design the scheme, so as to eliminate the legal risk to a certain extent and achieve the effect of risk isolation.

二、创始人控制权原则

2、 Founder control principle

需要厘清“控制权”与“控股权”的区别。控制权指的是创始人推进企业按照自己制定的战略方向发展的能力，控股权是指股东对企业占有控制性股权比例的一种状态。随着企业规模越来越大，企业创始人失去控股权比例几乎是必然，但创始人失去企业控制权那可以说是创业失败。当今社会的行业领军企业，创始人几乎都是无控股权但却牢牢把握着企业的控制权。比如京东、百度、阿里、腾讯等公司，这个科技企业的创始人并没有控股权，但对公司却有着牢牢的控制权。

First, we need to clarify the difference between "control" and "control". Control refers to the ability of founders to promote the development of enterprises in accordance with their own strategic direction. Control refers to a state in which shareholders hold a proportion of controlling shares in the enterprise. With the increasing scale of the enterprise, it is almost inevitable for the founder to lose the proportion of control, but it can be said that the founder loses the control of the enterprise, which is a failure of entrepreneurship. The founders of the industry leading enterprises in today's society are almost all non controlling equity, but they firmly grasp the control of the enterprise. For example, Jingdong, Baidu, Alibaba, Tencent and other companies, the founder of this technology enterprise has no controlling right, but has firm control over the company.

三、合伙人凝聚原则

3、 Principle of partner cohesion

合伙人凝聚原则是指股权顶层架构设计应当考虑到企业合伙人的利益平衡因素，为创始人团结合伙人、激发合伙人积极性提供架构便利。众所周知，一个人走得快，一群人走得远。企业没有合伙人，意味着创始人在创业的路上没有人与你风雨同舟、出生入死。当然，如果不考虑公司的发展和壮大，不考虑公司业务是否持续萎缩，那一人老板制的模式也不能说不好。在一人老板制企业，创始人作为法定代表人，一人全权拥有公司，大权在握，不需要考虑合伙人的意见和态度，那是何等“惬意”。

The principle of partner cohesion means that the equity top-level structure design should take into account the balance of interests of enterprise partners and provide structural convenience for founders to unite partners and stimulate partners' enthusiasm. As we all know, a person goes fast, a group of people go far. There is no partner in the enterprise, which means that the founder has no one to go through life and death with you on the road of entrepreneurship. Of course, if we do not consider the rapid development and growth of the company and whether the company's business continues to shrink, the one-man boss model can not be said to be bad. In a one-man boss enterprise, the founder, as the legal representative, has full ownership of the company and is in power. It doesn't need to consider the opinions and attitudes of partners. How "comfortable" it is.

四、员工激励原则

4、 Employee incentive principle

员工激励原则是指企业股权顶层架构设计应当考虑到当前和未来企业员工激励计划，提前为企业员工激励提供架构便利，降低员工激励的成本和法律风险。

Employee incentive principle means that the top-level structure design of enterprise equity should take into account the current and future employee incentive plans, provide structural convenience for enterprise employee incentive in advance, and reduce the cost and legal risk of employee incentive.

人才是生产力，是企业发展的人力资源保障。没有充足的人才队伍，即使创始人战略精

Talents are productivity and human resource guarantee for enterprise development. There is not enough talent team, even if the founder is strategic

准到位，紧贴时代需求，企业的战略也只能像天上的浮云，永远落不了地。传统的员工激励就是加薪加薪再加薪，或是加提成加提成再加提成。但随着社会发展，这些传统激励方法已不再适应时代需求，甚至可能成为企业发展的障碍，因为人才除了需要物质激励，还需要企业归属感，才能死心塌地地为了企业利益全力拼搏。

Accurate and close to the needs of the times, the enterprise's strategy can only be like a floating cloud in the sky and can never fall to the ground. The traditional employee incentive is to raise salary and raise salary, or increase Commission and commission. However, with the development of society, these traditional incentive methods no longer meet the needs of the times, and may even become an obstacle to the development of enterprises, because talents need not only material incentives, but also a sense of belonging to the enterprise, so as to work hard for the interests of the enterprise.

五、融资便利原则

5、 Principle of financing convenience

融资便利原则是指企业股权顶层架构设计应为企业外部融资提供架构上的便利，增加融资成功率，降低融资成本。资本在企业竞争中起着越来越重要的作用，拥有更为雄厚资本实力的企业能调动的资金资源就越多

The principle of financing convenience means that the top-level structure design of enterprise equity should provide structural convenience for enterprise external financing, increase the financing success rate and reduce the financing cost. Capital plays a more and more important role in enterprise competition. Enterprises with stronger capital strength can mobilize more capital resources

企业进行外部融资，外部投资人要看企业的股权结构是否合理。如果企业股权不合理，那投资人要么是直接取消投资意向，要么是要求企业调整股权架构。企业要么直接失去融资机会，要么要付出不少的时间成本、资金成本重新调整股权架构，而且如果前期未一步到位设计好合理的股权架构，那后期创始人很可能会因为合伙人意见障碍而无法推进架构调整，因为每一次的架构调整都必然会牵涉每个合伙人的利益调整。

When an enterprise carries out external financing, external investors should first see whether the equity structure of the enterprise is reasonable. If the equity of the enterprise is unreasonable, the investor either cancels the investment intention directly or requires the enterprise to adjust the equity structure. The enterprise either directly loses financing opportunities or has to pay a lot of time and capital costs to readjust the equity structure. Moreover, if the reasonable equity structure is not designed in one step in the early stage, the later founders may not be able to promote the structure adjustment due to the obstacles of partners' opinions, Because every structural adjustment will inevitably involve the adjustment of the interests of each partner.

企业合理的股权顶层架构，无论在创业初期阶段还是在发展阶段，甚至是成熟阶段计划进入新三板、创业板、科技板和主板等资本市场，都有着非常重要、关键的作用和意义。所以企业股权顶层架构设计，应

The reasonable equity top-level structure of enterprises, whether in the initial stage of entrepreneurship, development stage or even mature stage, plans to enter the capital markets such as the new third board, gem, science and technology board and main board, plays a very important and key role and significance. Therefore, the top-level structure design of enterprise equity should

股权顶层架构设计是一项法律活、技术活，同时也是一门艺术活，需要考虑法律因素、商业因素、人性因素和税收因素，通过合理、个性化的设计方案，从企业顶层为企业不断发展壮大提供制度支撑和保障，实现创始人、合伙人和投资人等多方人员的共赢!

Equity top-level structure design is not only a legal and technical activity, but also an artistic activity. It needs to consider legal factors, commercial factors, human factors and tax factors. Through reasonable and personalized design schemes, it provides institutional support and guarantee for the continuous development and growth of the enterprise from the top level, so as to realize the win-win situation of founders, partners, investors and other personnel!