老板急得睡不着觉，感觉拿了员工的钱，是烫手的山芋，退也不是，拿也不是。

The boss was so anxious that he couldn't sleep. He felt like taking the employee's money was like a hot potato, neither returning nor taking it.

老板发愁：企业不知值多少钱？员工究竟该占多少股？员工的考核指标不知该如何定？员工退股时，价格如何处理？员工是在公司入股还是在项目入股？企业的利润如何计算？

Boss worried: How much is the enterprise worth? How many shares should employees hold? How to determine the performance indicators for employees? How to handle the price when employees withdraw their shares? Are employees investing in the company or in projects? How is the profit of a company calculated?

有的员工在问什么时候签协议，有的员工干脆说，钱企业用吧，也不要利息。员工越是不计较，老板越是着急，你是否也遇到类似问题呢？究竟该如何解决？

Some employees are asking when to sign the agreement, while others simply say, 'Let the company use the money, without interest.'. The less employees care, the more anxious the boss becomes. Have you also encountered similar problems? How should we solve it?

千万别透支你的信任度

Don't overdraw your trust

员工在不知道方案明细的情况下，相信老板，愿意掏钱入股，和企业一起发展，这本身是好事。

Employees, without knowing the details of the plan, trust their bosses and are willing to invest money to develop together with the company, which is a good thing in itself.

但好事要办好，不能透支来之不易的信用。

But good things need to be done well, and we cannot overdraw hard-earned credit.

员工入股是为了赚钱，如果迟迟不说方案细节，员工会产生各种猜测：

Employees invest to make money, and if the details of the plan are not explained for a long time, employees will have various speculations:

老板是不是说了入股后又后悔了？不想和大家分钱了？是不是企业缺钱，临时找我们进行资金周转，现在资金又不紧张了？

Did the boss say he regretted investing in the company? Don't want to split the money with everyone? Is it because the company is short of money and came to us for temporary capital turnover, and now the funds are not tight?

时间长了，员工热情降低，信任透支，好心办了坏事，再次进行股改就不灵验了。

Over time, employee enthusiasm has decreased, trust has been overdrawn, good intentions have done bad things, and another stock reform will not be effective.

四个步骤保住员工信任度

Four steps to maintain employee trust

信任，也是激励员工、激发积极性的有效武器。如果因为实施激励机制反而而错失员工信任，得不偿失。

Trust is also an effective weapon to motivate employees and stimulate their enthusiasm. If the implementation of incentive mechanisms results in the loss of employee trust, it is not worth the loss.

那么，一定要学会以下这四步，以保住员工的信任。

So, it is essential to learn these four steps to maintain the trust of employees.

1）员工出资计算利息

1) Employee contribution calculation of interest

在没有完全想好方案之前，给员工的投资算利息，比如企业拿员工10万元，一年按1万元算利息，这样也算公平。

Before fully devising a plan, calculate interest on investments made to employees. For example, if a company takes 100000 yuan from an employee and calculates interest at 10000 yuan per year, it would be considered fair.

当然这不是员工入股的本意，更不是企业的出发点。只能解决目前所遇到的困境，最终还需要给员工做详细的激励方案。

Of course, this is not the original intention of employees investing, let alone the starting point of the enterprise. Only by solving the current difficulties can we ultimately provide employees with detailed incentive plans.

2）企业尽快将财务梳理规范

2) Enterprises should streamline and standardize their finances as soon as possible

将企业的利润计算清楚，如果以前没有清晰的财务制度，实事求是和大家进行沟通，在员工入股之前的债权债务进行封存。

Calculate the profits of the enterprise clearly, and if there is no clear financial system before, communicate with everyone truthfully and seal the debt before employees invest.

员工入股之后，大家共同探讨适合企业的利润计算方式或请专业的第三方协助建立企业的财务制度。

After employees invest, everyone can discuss the suitable profit calculation method for the company or hire a professional third party to assist in establishing the company's financial system.

只要老板真正愿意分享，财务制度可逐步规范，只要做到公开、透明，有利于员工，大家还是会相信的。

As long as the boss is truly willing to share, the financial system can gradually be standardized. As long as it is open, transparent, and beneficial to employees, everyone will still believe it.

3）对企业的组织架构进行梳理

3) Sort out the organizational structure of the enterprise

对企业的利润结算单元进行梳理，在企业发展初期进行虚拟股权的制度设计，即员工入股之后，不在工商局进行登记，入股只有分红权没有管理权和所有权，在日常管理中依然是员工，在年底分红时是股东。

Sort out the profit settlement unit of the enterprise and design a virtual equity system in the early stage of enterprise development. That is, after employees invest, they are not registered with the Industry and Commerce Bureau, and only have the right to dividends without management or ownership. They remain employees in daily management and shareholders at the end of the year when dividends are distributed.

不能让员工产生一种错觉，即入股了，就是老板，在企业和老板平起平坐，不服企业的管理，这种认识是错误的。

It is wrong to give employees the illusion that if they invest, they are the boss, and they are on an equal footing with the boss in the enterprise, and do not accept the management of the enterprise.

员工在企业工作，享受分红，不在企业上班，股权收回。

Employees who work in the company enjoy dividends, while those who do not work in the company have their equity recovered.

双方彼此之间先进行磨合，待条件成熟再进行工商登记。

Both parties should first adjust to each other and then proceed with business registration when conditions are ripe.

4）专业的事情交给专业的人做

4) Leave professional tasks to professionals

股权是一项专业的技术实操，自己摸索的代价有点大。尤其是合同条款的制定。千万不要以为看几本书就可以自己解决了。

Equity is a professional technical practice, and the cost of exploring it oneself is a bit high. Especially the formulation of contract terms. Don't think that reading a few books can solve it on your own.

如同，你生病时，永远不会去买几本医疗书籍，看了之后就对自己动刀是一样的道理。

Just like when you are sick, you will never buy a few medical books, and after reading them, you will have surgery on yourself.

员工入股一定是合的好，分的清，入得来，出的去。

Employee equity investment must be well integrated, well divided, in and out.

再次提醒一些想做股权的朋友，做股权一定要慎重，在没有完全想好之前，先别让员工出资，以免透支企业和老板的信用。

Once again, I would like to remind some friends who want to do equity that they must be cautious when doing so. Before fully deciding, do not let employees contribute, so as not to overdraw the credit of the company and the boss.