1.引进外部人才，给期权

1. Introduce external talents and provide options

几乎所有的空降兵，都有一个共同点，那就是，期望的待遇比较高，有时候会远超公司目前的薪酬标准。不给高薪，引不进人才;给高薪，会打破公司的薪酬体系。怎么办?

Almost all paratroopers have one thing in common, which is that the expected salary is relatively high, sometimes far exceeding the current salary standards of the company. Without high salaries, talent cannot be attracted; Offering high salaries will break the company's compensation system. What should I do?

此时，尽可能采用“现金+期权”模式。比如，对方期望的年薪是100万，可以给50万年薪+50万价值的期权。这样既减少了现金支出，也不会引发其他高管的不满，还可以检验人才的含金量。

At this point, try to adopt the "cash+options" model as much as possible. For example, if the other party expects an annual salary of 1 million yuan, they can offer an option with an annual salary of 500000 yuan and a value of 500000 yuan. This not only reduces cash expenditures, but also avoids dissatisfaction from other executives and tests the value of talent.

2.业务模块负责人，给干股

2. Business module leader, responsible for stock ownership

对于相对独立运行的模块，比如分公司、门店、车间等，比较适合推行“类承包”的模式，给负责人和骨干一定数量的干股，赚得多分的多，简单直接。

For modules that operate relatively independently, such as branches, stores, workshops, etc., it is more suitable to implement the "class contracting" model, giving a certain number of shares to the responsible person and backbone, and earning more points, which is simple and direct.

在具体操作中，可以采用“总量分红”或“增量分红”。总量分红的保障性强，适合留人;增量分红的激励性强，适合狼性十足的团队。

In specific operations, "total dividend" or "incremental dividend" can be used. The guarantee of total dividends is strong and suitable for retaining personnel; Incremental dividends have strong incentives and are suitable for teams with strong wolf like tendencies.

3.职能模块负责人，给期股

3. Functional module leader, responsible for stock options

职能部门不直接创造收入，不适合独立核算。比如人事经理、财务经理，他们的激励应该放置在公司的大平台，追求整体价值提升，与公司荣辱与共。

Functional departments do not directly generate income and are not suitable for independent accounting. For example, HR managers and finance managers should place their incentives on the company's platform, pursue overall value enhancement, and share the company's honor and disgrace.

具体激励模式上，如果公司不打算上市或离上市规划较远，期股非常合适，绑定效果好，操作方便。如果公司准备启动上市计划，可以在激励平台统一持股，方便管理。

In terms of specific incentive models, if the company does not intend to go public or is far from the listing plan, stock options are very suitable, with good binding effects and easy operation. If the company is preparing to launch a listing plan, it can hold shares on the incentive platform for easier management.

4.高管，给实股

4. Senior executives, give actual shares

高管是公司的中流砥柱，他们的决策对公司的影响大且持续的时间长，必须深度绑定。要使高管有恒心，必须让他在企业有恒产，而且时间越久沉淀越多。按照内部优惠价出资购买实股，钱投在公司，心就会在公司。当然，从高管自身角度来讲，他们也渴望成为公司的真实股东，这样可以从更高的层次上确保他们的权力和收益。

Executives are the backbone of a company, and their decisions have a significant and long-lasting impact on the company, requiring deep binding. To make executives have perseverance, they must have permanent assets in the company, and the longer they stay, the more they will accumulate. By investing at internal preferential prices to purchase actual shares, the money will be invested in the company, and the heart will be in the company. Of course, from the perspective of executives themselves, they also aspire to become true shareholders of the company, which can ensure their power and profits at a higher level.

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