anti tarnish jewelry bags wholesale Small companies' equity incentive programs mainly include market selection mechanism incentives, market evaluation mechanisms, incentives for control and restraint mechanism, comprehensive incentive mechanism incentives, and policy environment incentives. 1. Market selection mechanism is incentive, The full market selection mechanism can ensure the quality of managers and have long -term constraints and guidance for managers' behaviors. It is difficult for managers to determine the manager of administrative appointment or other non -market selection methods. It is difficult to consistent with the long -term interests of shareholders, and it is difficult to make the incentive restraint mechanism play a role. 2. Market evaluation mechanism is motivated, has no objective and effective market evaluation, and it is difficult to make a reasonable evaluation of the company's value and manager's performance. In the case of over -manipulation of the market, the excessive intervention of the government, and the social audit system that cannot guarantee objective justice, the capital market is lacking efficiency. It is difficult to determine the company's long -term value through the stock price. Evaluation and incentive manager. 3, the control restraint mechanism incentive, The control restraint mechanism is the restrictions on the behavior of managers, including laws and regulations, corporate regulations, and company control management systems. A good control and restraint mechanism can prevent managers from being inaccurate to the company's behavior and ensure the healthy development of the company. 4. Comprehensive incentive mechanism incentive, The comprehensive incentive mechanism is to guide the behavior of managers through comprehensive means, including wages, bonuses, equity incentives, promotion, training, benefits, good working environments, etc. 5, policy environment incentives, The government has the obligation to provide policy support for the formation and strengthening of various mechanisms through laws and regulations, management systems, etc., and create a good policy environment. The mechanism plays a role. If Note: 1. The company's shareholders and management are often overlapping, so rarely need to consider equity distribution between shareholders and management. It only needs to consider the equity distribution between shareholders. When establishing equity distribution, three factors need to be considered: the contribution of shareholders at the resource level, the control of shareholders at the corporate governance level, and the company's future financing hematopoietic space. 2. One of the important basis for the company's equity incentive plan is the investment of shareholders, but this is not the only basis. The company's equity incentive plan is often not consistent with the investment ratio. Some startup companies will adopt the form of the yin and yang agreement, , that is, on the one hand, the shares of various shareholders who are consistent with the proportion of contribution by signing the relevant agreement on the one hand, on the other hand, they will complete industrial and commercial registration in accordance with the proportion of contributions, but this behavior The legal risk is very large, and the company will involve lawsuits in the future, and the rights and interests of shareholders will be difficult to obtain legal protection.
great gatsby jewelry wholesale 3. employee equity incentive model
The on employee equity incentives, we mainly introduce two models: virtual equity incentive model and option incentive model. , Can also be implemented, so the company chooses to choose according to its own situation. I will not introduce conceptual content such as the purpose of incentives, because the purpose of equity incentives is similar, mainly introducing from the perspective of application.
(A) Virtual equity incentive mode
(1) Object: co -founder, executives, backbones, external consultants.
(2) timing: The initial period, growth period
(3) Nature: The distribution of virtual stocks will not affect the company's total capital and ownership structure.
(4) Rights: Only dividend rights, no voting rights, no transfer rights and inheritance rights.
(5) Obligations: It is strictly forbidden to engage in all activities that are damaged by the interests of the company, including competition in the industry. Once the company is found to recover the awarded virtual shares, and the relevant departments are pursuing responsibilities; The assessment requirements must not be lost, malfeasance, or seriously violated the company's articles of association, rules and regulations, and the interests of the company's interests; incentive objects shall not violate relevant national laws and regulations, but will be judged by criminal responsibility; , Corruption theft, leaking the company's commercial secrets, and serious damage to the company's reputation and interests; if the inspirational target takes the initiative to leave, it will automatically abandon the virtual equity qualification.
(7) Virtual stock period: In principle, it is effective for a long time.
(8) The acquisition of virtual stocks
(A) The company is directly rewarded to the outstanding employees according to certain rules (such as performance, points ranking, comprehensive performance, etc.);
(b) Employees can use cash currency portfolio virtual shares to subscribe to the company that the company releases the virtual stocks from time to time. c) Employees can use the RMB portfolio virtual shares subscrib to subscribe to the virtual stocks released from time to time. From the perspective of incentive effects, the above three modes are best to adopt method 3, followed by method 2, and finally method 1. Because there is no price equity, it is not recognized. Of course, companies must also consider their own actual situation and take different methods at different stages.
(9) Sale of virtual stocks: Enterprises can choose whether to allow them to sell internally.
(10) The exit conditions of virtual stocks:
(A) normal resignation: automatic loss of virtual shares granted from the date of departure;
(b) Retirement: The virtual shares are automatically lost from the date of retirement;
(c) Loss of behavior or death: Same retirement treatment.
(11) Virtual stocks forced exit conditions:
(A) Automatic resignation: one month after the confirmation date, the virtual shares and dividend rights will be lost automatically;
(b) Fire dismissal: From the date of firing, the virtual shares and dividend rights will be lost automatically.
(12) The dividend pool of virtual stocks: The dividend of the virtual stocks is determined by the board of directors based on financial indicators such as corporate profits.
(13) The dividend method of virtual stocks: Only normal holding virtual shares to dividends will enjoy the right to dividend, and employees obtain dividends based on the shareholding ratio.
(14) The combination of restricted stocks: virtual stocks can be used with restricted stocks, and restricted stocks are generally issued to joint founders. The form of form is enjoys the dividend of the company. Turn to real stocks after meeting the conditions.
(b) option incentive mode
(1) Object: joint founders, executives, backbones, external consultants. Middle and senior management personnel are the main group of options. Partners mainly take restricted equity and do not participate in option allocation. However, if the contribution of the partner is very incompatible with the equity he holds, it can also add part of the options to the partner to adjust the problems of unreasonable distribution of partners in the early days.
(2) Nature: The distribution of options will affect the company's total capital and ownership structure. VC generally understands the company's option pool size to evaluate the company's valuation.
(3) Rights: In the future, the right to purchase a certain equity, indirectly owns future equity (dividend rights, voting rights, value -added rights, ownership).
(4) Obligations: It is strictly forbidden to engage in all activities that damage the interests of the company, including competition in the industry. Once the company is found to recover the awarded virtual shares, and the relevant departments are pursuing responsibilities; The assessment requirements must not be lost, malfeasance, or seriously violated the company's articles of association, rules and regulations, and harming the interests of the company; incentive objects shall not violate relevant national laws and regulations, but will be judged by criminal responsibility; During his tenure, there are behaviors such as bribery, misappropriation, corruption theft, leaking the company's commercial secrets, and serious damage to the company's reputation and interests; if the inspirational target takes the initiative to leave, it will automatically abandon the virtual equity.
(5) Optional transactions: In principle, the previous period of power cannot be transferred, inherited, and traded.
(6) timing: growth period, maturity period. The company is best to reach a certain stage (for example, with angel round financing, or the company's income or profit reaches a certain indicator), the effect of issuing options will be better.
(7) Rhythm: Control the rhythm and progress of options, reserve space distribution space for the subsequent teams (for example, calculate 4 batches of 4 batches before listing); The direction of choice, but it is best to solve the first echelon first, then the second echelon, and finally the inclusive system solves the third echelon to form a demonstration effect.
(8) Quantitative: The company's option pool, more between 10-30%, 15%is an intermediate value.
The size of the option pool needs to be set according to the company's situation. When determining the options of each person, first consider giving the option size of different positions and personnel, and then determine the option size of specific individuals. When determining the amount of the job period, you can first allocate according to the department and then to the post. The company's Chief Chi Zi was determined, and then comprehensively considered his position, contribution, salary and company development stage, the number of incentive equity that employees should obtain was basically determined.
The technology of the same level of technology. Before the VC comes in, participate in entrepreneurship, only join the company after the VC comes in, and join the company on the eve of the C round or even the IPO. Essence In addition, the company can also choose to choose from employees, whether to get high salary low -options, or take low salary high -end power. Founders usually like to choose low wages and high options.
For example, for VP-level managers, if you participate in entrepreneurship before angels come in, issue 2%-5%options; Or come in near the IPO and issue 0.2%-0.5%. For core VP (CTO, CFO, etc.), you can refer to the aforementioned standards 2-3 times. The personnel at the level level are distributed with reference to 1/2 or 1/3 of the VP.
(9) Price: Employees must pay. After paying for money, the employee's mentality will be very different; unlike investors who fully pay for equity, the logic of employees gets options is to pay a small part of money and have long -term participation in entrepreneurship to earn equity. Therefore, employees shall obtain options in accordance with the discount price of the company's equity fair market value.
The process of options issued is to make employees realize that options themselves are very valuable, but the reason why he only pays a small money is because the company has expectations for him, based on his long -term participation in entrepreneurship He left halfway. The company repurchase his options is reasonable, and employees are also acceptable.
(10) Exercise conditions: When will the options granting employees mature in advance, that is, when the employees can exercise. The common maturity mechanism is to take time: 4 years maturity period, and 25%is fulfilled each year. The other is: 50%of maturity after two years of maturity, and 25%of the year, all four years, all four years. The third type: 10%in the first year, 30%in the second year, 70%in the third year, all the cash in the fourth year.
(11) Objective incentive exit mechanism: Stop whether the employee's right to repurchase, repurchase prices, etc. to avoid unnecessary disputes when employees leave.
(A) Options that have performed rights: The option that has performed the right is the equity of the employee's own money, and the equity should not be recovered. If the company has been acquired or has been listed, it is generally not necessary to repurchase the equity of employees' right to exercise. However, for startups, employees who resign their company holding the company are the official shareholders of the company. Therefore, it is recommended that the company has the right to repurchase the equity held by the employee at the agreed price after the employee leaves in advance. Essence
(b) Options that have matured and unprepared rights: The mature options are earned by employees after serving the company for a period of time. The right to do. At this time, employees should be given to the employees. If the employee chooses to exercise, the company's stock should be purchased according to the exercise price of the agreement.
(C) Unpredictable options: All the company recovered and put it in the company's option pool.
(12) Equity repurchase price pricing: For employees who have owned equity, if the company needs to repurchase its equity, then the calculation method of the agreed price must be calculated. Generally, it can be determined according to the company's net assets, net profit, and valuations at that time.
(A) If the valuation is calculated, because the valuation of the investor is based on the company's price in the next period of time, the company's valuation represents the company's price in the next period of time, and it will face the company for the company. After the valuation is discounted, the price is determined according to the equity ratio held by the employee. And if calculated according to the company's valuation, it will also affect the company's cash flow.
(b) If it is based on net assets and net profit, there should be a corresponding premium. Because the company has recovered the right to the future of employees' equity.
(C) Unsure option pricing: There is no problem of recycling without mature options, because this part of options still belong to the company, and employees have not met the right to exercise, so the company can directly put back the option pool. However, in order to avoid misunderstandings of employees and reduce communication costs, 1 yuan can be used to recover all the immature equity of employees for easy operation.
Summary: The two equity incentive models can be used separately or in combination, such as incentives for a VP, and at the same time, virtual stocks and options incentives can be used. To subscribe to the company's equity and become shareholders, companies can be flexibly applied according to the actual situation.
. Equity incentive tools/software
teamtoken is the creator of employee wallets. The product contains the part of the equity incentive software. Incentive to help.
wholesale fine jewelry suppliers usa According to your questions, Huayizhong Chuang gives the following answers here: The general small companies belong to the starting period. There are two main purposes. The incentive object is the company's core staff, such as: technology research and development, general manager, sales manager. Use options or virtual stocks.
temple jewelry wholesale Many companies now give employees 'enthusiasm for motivating employees, they will give some old employees' stock options, that is, to give old employees some shares. It can be divided into dividends at the end of the year or listing. This is a good way.
stuller jewelry wholesale The first point: You must first ask yourself why you are to make equity incentives? Is it to retain talents or share together? Only those who have a pattern and mind can truly motivate the equity. Mental experience will eventually affect the final effect. "Is the boss really good for us or to set us up to us." Although it is the same thing, but the concept of the employee psychology is completely different, so the boss must consider it with a sincerity. Share the future with a sincerity. The second point: What kind of planning for future development, whether there is a clear business model, can make your employees see the future and deceive. The object of this peace talk is the same psychology. When one thing or a person is full of bullying, you have already lived in the kind of expectation future, you will remember, you will be thinking about it, and you will try your best to achieve it. Let him believe, let him have this concept in his heart. This points are the necessary conditions for equity incentives, and it is also prepared. As for how to operate next, it is based on the company's specific industry, business model, business form, team organization structure, team position responsibilities and individuals, individuals and individuals Personal characteristics and future development requirements are made to make personalized customization. No one can imitate equity incentives, and the situation of each enterprise is different. Basically, it cannot be achieved.
anti tarnish jewelry bags wholesale Small companies' equity incentive programs mainly include market selection mechanism incentives, market evaluation mechanisms, incentives for control and restraint mechanism, comprehensive incentive mechanism incentives, and policy environment incentives.
1. Market selection mechanism is incentive,
The full market selection mechanism can ensure the quality of managers and have long -term constraints and guidance for managers' behaviors. It is difficult for managers to determine the manager of administrative appointment or other non -market selection methods. It is difficult to consistent with the long -term interests of shareholders, and it is difficult to make the incentive restraint mechanism play a role.
2. Market evaluation mechanism is motivated,
has no objective and effective market evaluation, and it is difficult to make a reasonable evaluation of the company's value and manager's performance. In the case of over -manipulation of the market, the excessive intervention of the government, and the social audit system that cannot guarantee objective justice, the capital market is lacking efficiency. It is difficult to determine the company's long -term value through the stock price. Evaluation and incentive manager.
3, the control restraint mechanism incentive,
The control restraint mechanism is the restrictions on the behavior of managers, including laws and regulations, corporate regulations, and company control management systems. A good control and restraint mechanism can prevent managers from being inaccurate to the company's behavior and ensure the healthy development of the company.
4. Comprehensive incentive mechanism incentive,
The comprehensive incentive mechanism is to guide the behavior of managers through comprehensive means, including wages, bonuses, equity incentives, promotion, training, benefits, good working environments, etc.
5, policy environment incentives,
The government has the obligation to provide policy support for the formation and strengthening of various mechanisms through laws and regulations, management systems, etc., and create a good policy environment. The mechanism plays a role.
If Note:
1. The company's shareholders and management are often overlapping, so rarely need to consider equity distribution between shareholders and management. It only needs to consider the equity distribution between shareholders. When establishing equity distribution, three factors need to be considered: the contribution of shareholders at the resource level, the control of shareholders at the corporate governance level, and the company's future financing hematopoietic space.
2. One of the important basis for the company's equity incentive plan is the investment of shareholders, but this is not the only basis. The company's equity incentive plan is often not consistent with the investment ratio. Some startup companies will adopt the form of the yin and yang agreement,
, that is, on the one hand, the shares of various shareholders who are consistent with the proportion of contribution by signing the relevant agreement on the one hand, on the other hand, they will complete industrial and commercial registration in accordance with the proportion of contributions, but this behavior The legal risk is very large, and the company will involve lawsuits in the future, and the rights and interests of shareholders will be difficult to obtain legal protection.
great gatsby jewelry wholesale 3. employee equity incentive model
The on employee equity incentives, we mainly introduce two models: virtual equity incentive model and option incentive model. , Can also be implemented, so the company chooses to choose according to its own situation. I will not introduce conceptual content such as the purpose of incentives, because the purpose of equity incentives is similar, mainly introducing from the perspective of application.
(A) Virtual equity incentive mode
(1) Object: co -founder, executives, backbones, external consultants.
(2) timing: The initial period, growth period
(3) Nature: The distribution of virtual stocks will not affect the company's total capital and ownership structure.
(4) Rights: Only dividend rights, no voting rights, no transfer rights and inheritance rights.
(5) Obligations: It is strictly forbidden to engage in all activities that are damaged by the interests of the company, including competition in the industry. Once the company is found to recover the awarded virtual shares, and the relevant departments are pursuing responsibilities; The assessment requirements must not be lost, malfeasance, or seriously violated the company's articles of association, rules and regulations, and the interests of the company's interests; incentive objects shall not violate relevant national laws and regulations, but will be judged by criminal responsibility; , Corruption theft, leaking the company's commercial secrets, and serious damage to the company's reputation and interests; if the inspirational target takes the initiative to leave, it will automatically abandon the virtual equity qualification.
(6) Tools used: virtual stock subscription rights.
(7) Virtual stock period: In principle, it is effective for a long time.
(8) The acquisition of virtual stocks
(A) The company is directly rewarded to the outstanding employees according to certain rules (such as performance, points ranking, comprehensive performance, etc.);
(b) Employees can use cash currency portfolio virtual shares to subscribe to the company that the company releases the virtual stocks from time to time. c) Employees can use the RMB portfolio virtual shares subscrib to subscribe to the virtual stocks released from time to time. From the perspective of incentive effects, the above three modes are best to adopt method 3, followed by method 2, and finally method 1. Because there is no price equity, it is not recognized. Of course, companies must also consider their own actual situation and take different methods at different stages.
(9) Sale of virtual stocks: Enterprises can choose whether to allow them to sell internally.
(10) The exit conditions of virtual stocks:
(A) normal resignation: automatic loss of virtual shares granted from the date of departure;
(b) Retirement: The virtual shares are automatically lost from the date of retirement;
(c) Loss of behavior or death: Same retirement treatment.
(11) Virtual stocks forced exit conditions:
(A) Automatic resignation: one month after the confirmation date, the virtual shares and dividend rights will be lost automatically;
(b) Fire dismissal: From the date of firing, the virtual shares and dividend rights will be lost automatically.
(12) The dividend pool of virtual stocks: The dividend of the virtual stocks is determined by the board of directors based on financial indicators such as corporate profits.
(13) The dividend method of virtual stocks: Only normal holding virtual shares to dividends will enjoy the right to dividend, and employees obtain dividends based on the shareholding ratio.
(14) The combination of restricted stocks: virtual stocks can be used with restricted stocks, and restricted stocks are generally issued to joint founders. The form of form is enjoys the dividend of the company. Turn to real stocks after meeting the conditions.
(b) option incentive mode
(1) Object: joint founders, executives, backbones, external consultants. Middle and senior management personnel are the main group of options. Partners mainly take restricted equity and do not participate in option allocation. However, if the contribution of the partner is very incompatible with the equity he holds, it can also add part of the options to the partner to adjust the problems of unreasonable distribution of partners in the early days.
(2) Nature: The distribution of options will affect the company's total capital and ownership structure. VC generally understands the company's option pool size to evaluate the company's valuation.
(3) Rights: In the future, the right to purchase a certain equity, indirectly owns future equity (dividend rights, voting rights, value -added rights, ownership).
(4) Obligations: It is strictly forbidden to engage in all activities that damage the interests of the company, including competition in the industry. Once the company is found to recover the awarded virtual shares, and the relevant departments are pursuing responsibilities; The assessment requirements must not be lost, malfeasance, or seriously violated the company's articles of association, rules and regulations, and harming the interests of the company; incentive objects shall not violate relevant national laws and regulations, but will be judged by criminal responsibility; During his tenure, there are behaviors such as bribery, misappropriation, corruption theft, leaking the company's commercial secrets, and serious damage to the company's reputation and interests; if the inspirational target takes the initiative to leave, it will automatically abandon the virtual equity.
(5) Optional transactions: In principle, the previous period of power cannot be transferred, inherited, and traded.
(6) timing: growth period, maturity period. The company is best to reach a certain stage (for example, with angel round financing, or the company's income or profit reaches a certain indicator), the effect of issuing options will be better.
(7) Rhythm: Control the rhythm and progress of options, reserve space distribution space for the subsequent teams (for example, calculate 4 batches of 4 batches before listing); The direction of choice, but it is best to solve the first echelon first, then the second echelon, and finally the inclusive system solves the third echelon to form a demonstration effect.
(8) Quantitative: The company's option pool, more between 10-30%, 15%is an intermediate value.
The size of the option pool needs to be set according to the company's situation. When determining the options of each person, first consider giving the option size of different positions and personnel, and then determine the option size of specific individuals. When determining the amount of the job period, you can first allocate according to the department and then to the post. The company's Chief Chi Zi was determined, and then comprehensively considered his position, contribution, salary and company development stage, the number of incentive equity that employees should obtain was basically determined.
The technology of the same level of technology. Before the VC comes in, participate in entrepreneurship, only join the company after the VC comes in, and join the company on the eve of the C round or even the IPO. Essence In addition, the company can also choose to choose from employees, whether to get high salary low -options, or take low salary high -end power. Founders usually like to choose low wages and high options.
For example, for VP-level managers, if you participate in entrepreneurship before angels come in, issue 2%-5%options; Or come in near the IPO and issue 0.2%-0.5%. For core VP (CTO, CFO, etc.), you can refer to the aforementioned standards 2-3 times. The personnel at the level level are distributed with reference to 1/2 or 1/3 of the VP.
(9) Price: Employees must pay. After paying for money, the employee's mentality will be very different; unlike investors who fully pay for equity, the logic of employees gets options is to pay a small part of money and have long -term participation in entrepreneurship to earn equity. Therefore, employees shall obtain options in accordance with the discount price of the company's equity fair market value.
The process of options issued is to make employees realize that options themselves are very valuable, but the reason why he only pays a small money is because the company has expectations for him, based on his long -term participation in entrepreneurship He left halfway. The company repurchase his options is reasonable, and employees are also acceptable.
(10) Exercise conditions: When will the options granting employees mature in advance, that is, when the employees can exercise. The common maturity mechanism is to take time: 4 years maturity period, and 25%is fulfilled each year. The other is: 50%of maturity after two years of maturity, and 25%of the year, all four years, all four years. The third type: 10%in the first year, 30%in the second year, 70%in the third year, all the cash in the fourth year.
(11) Objective incentive exit mechanism: Stop whether the employee's right to repurchase, repurchase prices, etc. to avoid unnecessary disputes when employees leave.
(A) Options that have performed rights: The option that has performed the right is the equity of the employee's own money, and the equity should not be recovered. If the company has been acquired or has been listed, it is generally not necessary to repurchase the equity of employees' right to exercise. However, for startups, employees who resign their company holding the company are the official shareholders of the company. Therefore, it is recommended that the company has the right to repurchase the
equity held by the employee at the agreed price after the employee leaves in advance. Essence
(b) Options that have matured and unprepared rights: The mature options are earned by employees after serving the company for a period of time. The right to do. At this time, employees should be given to the employees. If the employee chooses to exercise, the company's stock should be purchased according to the exercise price of the agreement.
(C) Unpredictable options: All the company recovered and put it in the company's option pool.
(12) Equity repurchase price pricing: For employees who have owned equity, if the company needs to repurchase its equity, then the calculation method of the agreed price must be calculated. Generally, it can be determined according to the company's net assets, net profit, and valuations at that time.
(A) If the valuation is calculated, because the valuation of the investor is based on the company's price in the next period of time, the company's valuation represents the company's price in the next period of time, and it will face the company for the company. After the valuation is discounted, the price is determined according to the equity ratio held by the employee. And if calculated according to the company's valuation, it will also affect the company's cash flow.
(b) If it is based on net assets and net profit, there should be a corresponding premium. Because the company has recovered the right to the future of employees' equity.
(C) Unsure option pricing: There is no problem of recycling without mature options, because this part of options still belong to the company, and employees have not met the right to exercise, so the company can directly put back the option pool. However, in order to avoid misunderstandings of employees and reduce communication costs, 1 yuan can be used to recover all the immature equity of employees for easy operation.
Summary: The two equity incentive models can be used separately or in combination, such as incentives for a VP, and at the same time, virtual stocks and options incentives can be used. To subscribe to the company's equity and become shareholders, companies can be flexibly applied according to the actual situation.
. Equity incentive tools/software
teamtoken is the creator of employee wallets. The product contains the part of the equity incentive software. Incentive to help.
wholesale fine jewelry suppliers usa According to your questions, Huayizhong Chuang gives the following answers here:
The general small companies belong to the starting period. There are two main purposes. The incentive object is the company's core staff, such as: technology research and development, general manager, sales manager. Use options or virtual stocks.
temple jewelry wholesale Many companies now give employees 'enthusiasm for motivating employees, they will give some old employees' stock options, that is, to give old employees some shares. It can be divided into dividends at the end of the year or listing. This is a good way.
stuller jewelry wholesale The first point: You must first ask yourself why you are to make equity incentives? Is it to retain talents or share together? Only those who have a pattern and mind can truly motivate the equity. Mental experience will eventually affect the final effect. "Is the boss really good for us or to set us up to us." Although it is the same thing, but the concept of the employee psychology is completely different, so the boss must consider it with a sincerity. Share the future with a sincerity.
The second point: What kind of planning for future development, whether there is a clear business model, can make your employees see the future and deceive. The object of this peace talk is the same psychology. When one thing or a person is full of bullying, you have already lived in the kind of expectation future, you will remember, you will be thinking about it, and you will try your best to achieve it. Let him believe, let him have this concept in his heart.
This points are the necessary conditions for equity incentives, and it is also prepared. As for how to operate next, it is based on the company's specific industry, business model, business form, team organization structure, team position responsibilities and individuals, individuals and individuals Personal characteristics and future development requirements are made to make personalized customization. No one can imitate equity incentives, and the situation of each enterprise is different. Basically, it cannot be achieved.