1. What is an effective incentive?
Effective incentives are those that combine organizational goals with personal goals. Due diligence before the implementation of the equity incentive scheme is very important, and it is suggested that it should be carried out by professional institutions rather than only by internal departments of enterprises. Equity incentive should be done from the perspective of the other party (incentive object), not just from the perspective of the boss.
2. The equity of small companies is very concentrated, and the boss wants to be an equity incentive. But what if you don't want to dilute your equity?
The boss either divides the actual equity (the equity of the shareholding platform), or divides the virtual equity, or divides the income right behind the equity, which can be either. When starting a business, we can focus on the bonus system: during the rising period of the company, we can engage in virtual equity or dividend plan; In the stable period, it is recommended to build a shareholding platform.
3. isn't it enough to raise wages? Why do you want to engage in equity incentives? What is the goal of equity incentive?
Raising wages will not bring satisfaction to employees, but will only reduce dissatisfaction. Equity incentive is just one of many ways of management cooperation, which also serves the ultimate goal of the organization. The ultimate goal of an organization is not to pursue scale, expansion or even professionalism, but to make money continuously.
4. What are the benefits of equity incentives besides improving operational efficiency?
Investors will watch-when investors buy or increase capital, if they see that the equity structure of the invested company is unreasonable and there is no equity incentive, they are all working for the boss and may not necessarily invest or improve other investment conditions. In addition, raising equity incentives through taxation can also reduce the tax burden.
5. What are the ways of equity incentive?
Stock option (granting the incentive object the right to buy a certain number of shares of the company under predetermined conditions in a certain period of time in the future).
Restricted stock (company stock whose rights are restricted according to the conditions stipulated in the equity incentive plan).
Virtual equity (the company grants the incentive object virtual equity to enjoy the corresponding dividend right, but it has no ownership and no longer enjoys virtual equity when leaving the company).
Incentive fund (if the performance target is set after the financial budget and final accounts at the beginning of the year, and the incentive object reaches the predetermined target at the end of the year, the company will give it a certain number of incentive funds).
6. Entrust a third party to make an equity incentive plan, and just implement it. Can the boss and the operator leave it alone?
Equity incentive needs to establish a regular one-on-one conversation system with the incentive object, announce the operating results within the enterprise and organize dynamic performance evaluation. In addition to the incentive of equity, there is also an important incentive-authorization and trust.
7. Must the incentive object pay for it? It's hard to get them to take out the money.
Employee's salary is labor income, and equity incentive is investment income. Can an investment have no principal? Money is the best touchstone, and employees will only pay if they recognize the company from the heart. Wei Zhe said that if the employees of generate are enthusiastic about their work and other companies give them 6,000 yuan, you can give them 1 10,000 yuan or more. If you want the management to take the company's affairs for themselves, that's the opposite logic. He took 30,000 yuan from other companies, and here he only has 1.5 million yuan, but he has equity. Is he coming or not? Either he doesn't come, or he can devote most of his energy to it. Yes, it is really difficult to get the motivator to take out the money, but once he takes it, it is already half the battle.
8. Is the withdrawal of equity incentive complicated?
It is the requirement of contract spirit to let the incentive object enter and understand how to quit and what it means at this moment. The design of legal terms is a bit complicated, and clarity and quantification are the basic requirements. For example, if you leave your job voluntarily during the service period, you will buy it back according to the capital contribution. In case of passive resignation without fault, such as layoffs and business model adjustment during the service period, it will be repurchased according to the capital contribution plus LPR interest rate during the same period. If there is fault in passive resignation during the service period, it shall be repurchased according to the proportion of capital contribution: however, if losses are caused to the company, compensation shall be made. Repurchase according to the company's net assets before leaving the company after the expiration of service, and repurchase according to the company's market value after listing. ......