Dry stock incentive is very effective for start-ups to retain core employees. As mentioned earlier, how to use dry share incentive in enterprises, but in fact, dry share incentive also has some traps that are not easy to find. Shandong Equity Top-level Structure Design Company explains the six issues that need to be paid attention to in dry share incentive!

一，公司在沒有完善的薪酬體系前就盲目給員工股份，缺王統(tǒng)一的標(biāo)準(zhǔn)，沒有相應(yīng)的規(guī)章制度，就會(huì)造成員工之間的不公。

1、 The company blindly gives employees shares before it has a perfect salary system. Without unified standards and corresponding rules and regulations, it will cause injustice among employees.

二，公司沒有設(shè)計(jì)出一套完整的員工上升通道，未告知員工何時(shí)可以成為被激勵(lì)對(duì)象，未解決員工的安全感和期望值，制度缺乏長遠(yuǎn)規(guī)劃，會(huì)造成員工對(duì)企業(yè)未來沒有信心。

2、 The company has not designed a complete set of employee promotion channels, has not told employees when they can be motivated, has not addressed their sense of security and expectations, and the system lacks long-term planning, which will cause employees to have no confidence in the future of the company.

三，干股作為激勵(lì)給員工后便不再約束，沒有告知收回的條件，員工沒有后顧壓力，等興奮期過了便會(huì)缺乏后續(xù)動(dòng)力。

3、 As an incentive to employees, dry shares will no longer be constrained, without informing them of the conditions for withdrawal, and employees will have no pressure to look back. After the excitement period, they will lack follow-up motivation.

四，公司與員工之間只有口頭協(xié)議，沒有簽訂書面協(xié)議，發(fā)生糾紛或產(chǎn)生分歧時(shí)缺乏法律依據(jù)。這看似是一種對(duì)老板的保護(hù)，但其實(shí)會(huì)加深員工對(duì)公司的不安全感。

4、 There is only oral agreement between the company and employees, and no written agreement is signed. There is no legal basis for disputes or differences. This seems to be a kind of protection for the boss, but in fact it will deepen the employees' sense of insecurity towards the company.

五，公司負(fù)責(zé)人未信守承諾，未及時(shí)分配利益，導(dǎo)致員工對(duì)企業(yè)及企業(yè)負(fù)責(zé)人失去信任，結(jié)果是企業(yè)公信力的下降。

5、 The person in charge of the company did not keep his promise and did not distribute benefits in time, resulting in the loss of trust of employees in the company and the person in charge of the company, resulting in a decline in the credibility of the company.

六，公司沒有企業(yè)文化培訓(xùn)，企業(yè)缺乏愿景、使命、價(jià)值觀，讓員工感覺企業(yè)唯利是圖，缺乏長遠(yuǎn)規(guī)劃，這也容易導(dǎo)致企業(yè)財(cái)散人散。

6、 The company has no corporate culture training, and the company lacks vision, mission, and values, which makes employees feel that the company is mercenary and lacks long-term planning, which also easily leads to the company's financial dispersion.

總之，股權(quán)激勵(lì)是大勢所趨，是企業(yè)的剛需，企業(yè)家需要系統(tǒng)地思考如何布局股權(quán)激勵(lì)方案，這也是企業(yè)的戰(zhàn)略需要，股權(quán)激勵(lì)還要從全局的角度去思考，不能拍腦袋一蹴而就。更多相關(guān)內(nèi)容就來我們網(wǎng)站http://www.qingyanghualv.com咨詢！

In a word, equity incentive is the trend of the times and is the rigid need of enterprises. Entrepreneurs need to systematically consider how to layout equity incentive plans, which is also the strategic need of enterprises. Equity incentive should also be considered from the overall perspective, and can not be achieved overnight. Come to our website for more relevant content http://www.qingyanghualv.com consulting service