1. If you are a new employee and don't understand the strength, it is a bit reckless to allocate equity;
2. If it is a small startup, there won't be too much money and it is not attractive to talents;
3. Legally, the distribution of equity is complicated, so startups should spend more time on products and sales to improve efficiency;
To retain talents, there are several suggestions:
1, the founder needs to have a good personality charm and be willing to share it with the team;
2. The founding team should be new, so it is easy to succeed and it is easier to unite all employees; If the founding team is not Qixin, it will be difficult for other employees to have cohesion, which will eventually lead to the company falling apart;
3. Do a job analysis and figure out what kind of people are needed for what position. When the job demand does not match the employee's personality and ability, the turnover rate will increase greatly;
4, find some employees with similar values, familiar words are different, and there is no common goal;
5. There are good incentives. For example, the salary structure can be "basic salary+commission". The basic salary can be average, but the commission can be appropriately higher. The higher the sales profit, the higher the commission ratio can be set. Because in the early stage of the company's development, when the sales profit is low, the operating cost is so much, and when the profit increases gradually, the growth rate of operating cost will be lower than that of profit, so that employees can get more economic returns, work more passionately, and the company's profits will be more.
6. Although the company is small, it should also have a corporate culture. For example, holding a group activity every once in a while to strengthen the interaction between colleagues can increase cohesion;