Is the equity incentive to give away shares, and does the company s equity incentive to buy???

Equity incentives. The purpose is to establish a set of long-term incentive mechanism to bind the company's performance with the personal income of employees to achieve a win-win situation for both parties.

Let's first take a look at the annual profit of the enterprise, based on the average profit in the past three years, and then do an interview on how many years the equity invested by the employee is to make an interview, if it is 3 years to return to the capital, it is 3 times the profit of the enterprise valuation, and 5 years of return is 5 times the profit of the enterprise valuation.

Expectations of the average employee.

It is 3-5 years to return to the capital, of course, the shorter the better, here we are only for private enterprises, state-owned enterprises need to be evaluated through professional intermediaries.

Knowing the valuation of the enterprise, how much money the employee is willing to pay can roughly calculate the equity ratio, through our past experience, the employee actually understands in his heart that the boss usually does not give only one person, so he will consider and make a decision according to his own economic situation.

Equity incentives, we can come to Mingde to consult, Mingde Tiansheng's investment projects.

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There are many models of equity incentives, including virtual equity (vote) incentives, restricted equity (votes) incentives, option incentives, etc., if it is a virtual equity incentive model, generally the incentive object does not need to pay fees, and the incentive object only enjoys a certain dividend income, but does not have the right to vote, the right to know and other shareholder rights, the "shares" you talked about are actually shareholders to transfer a part of the dividends to them. Other models generally require the incentive recipient to use a certain amount of preferential funds to purchase shares.

It's not for nothing, it's conditional, but you have to know what the equity incentive goal is.

Whether the company's equity incentive should be bought or not, the nature of the company's equity should be considered, as well as the mold of the company's equity incentive. The company's equity incentive refers to a long-term incentive mechanism set up by the company in order to motivate or retain the company's core talents.

Legal basis] Article 125 of the Company Law, the capital of the shares is divided into shares, and the amount of each share is equal. The company's shares take the form of **. ** is a certificate issued by the company certifying the shares held by the shareholder.

Legal analysis: equity incentives to pay for themselves; When listed companies implement equity incentives, they are all exercised, and if they are lower than the market price, they will be cancelled or lowered. Equity incentive is an incentive method that gives certain economic rights to enterprise operators in the form of obtaining the company's equity, so that they can participate in corporate decision-making, share profits and take risks as shareholders, so as to serve the long-term development of the company diligently and responsibly.

Among the different incentive methods, the salary is mainly determined in advance according to the manager's qualifications, the company's situation and target performance, which is relatively stable in a certain period of time and has a very close relationship with the company's target performance. Bonuses are generally used to determine the income of the manager by the assessment of the performance beyond the target, so it is closely related to the short-term performance of the company's training, but the relationship with the long-term value of the company is not obvious, and the manager may sacrifice the company's long-term interests for the sake of short-term financial indicators.

Legal basis: Measures for the Administration of Equity Incentives of Listed Companies

Article 2 The term "equity incentive" in these measures refers to the long-term incentives of listed companies to their directors, supervisors, senior managers and other employees with the company as the target. If a listed company implements an equity incentive plan in the form of restrictive or optional options or other methods permitted by laws and administrative regulations, the provisions of these Measures shall apply.

Article 3 The equity incentive plan implemented by a listed company shall comply with the provisions of laws, administrative regulations, these Measures and the articles of association, and shall be conducive to the sustainable development of the listed company and shall not harm the interests of the listed company. The directors, supervisors and senior managers of listed companies shall be honest and trustworthy, diligent and conscientious in the implementation of equity incentive plans, and safeguard the frank interests of the company and all shareholders.

Someone set up a person ****. What is the concept of a person ****? That is, there is only one founder who invests the capital.

The founder invited Suiqin to three good friends, all of whom served as vice presidents of sales in one of the company's regions. As a result, Zheng Bi's results are very good, and the company's development is very good. The founder is ready to give 30% of the equity to reward everyone.

His plan is to give 30% and give 20% to A, because A is in charge of the better area and the sales performance is very good, and B and C each get 5%.

This ** case is very instructive, because there are many misunderstandings hidden behind the generosity of the boss.

Equity is best bought by employees.

Equity is best for employees to buy, rather than easy to give, to do equity incentives, in principle, so that employees can buy must buy. Like chasing girls, why should girls be reserved, this is the characteristic of human nature, when a man pursues a girl very hard, the man will love him for a period of time because he has paid. Conversely, it's the same with girls chasing boys.

If you easily give the equity to others, he will be grateful to you for a short time, but after a long time, he has no pressure, at the beginning the equity also corresponds to the debt, the employee's own money is not put in, and the debt has nothing to do with him.

Therefore, equity incentives are not only incentives, but also deposits and investment certificates from the perspective of management psychology. Unless the employee has a very grateful heart, and you know him very well, don't give away equity easily, even if the boss lends Cong Hong's money to the employee to buy it.

Do not suffer from few, but suffer from unevenness.

In the allocation of 20% of one person, 5% of the other two people, although 20% of the people contribute a lot, but the other two will not be convinced, maybe the first person happens to be in charge of the area is good, the other two areas are not good, and it is not easy to make achievements.

The distribution must be balanced, and the ideal state is to set up an equity pool for equity incentives, which has water in this pool, but it cannot be taken immediately, but cashed out after the performance reaches a certain level.

In addition, everyone has a different base, everyone can give the same amount of shares first, and everyone has the right to buy different shares according to the increase in performance.

In layman's terms, starting a company is almost the same as getting married, nothing more than getting married with only one person, and opening a company can be with many people. And equity distribution is the same as living, everyone throws money into the bowl, everyone has the right to make economic expenditures for the family, and the money earned is distributed among everyone.

The purpose of equity incentive is different at different stages of development.

The first purpose of equity incentives is to stabilize people's minds. There will be some special signals in the growth of enterprises, such as being an excellent enterprise employee frequently.

The company can choose to participate in the equity incentive. Because this incentive is equivalent to a kind of welfare given by the company to individuals, so that individuals have the opportunity to become shareholders of the enterprise and obtain the rights and interests that shareholders can have. Although the shares given by equity incentives are not very many, they are enough to give individuals a better experience.

Of course, the incentive object of equity incentive must be an employee who works for the company.

Equity incentives are a special way to improve employees' motivation to work, and this model is more effective than general bonus incentives.

1. Improve performance: When employees own a part of the company's equity, they will be able to devote themselves to their work more enthusiastically, and the bad mood will be reduced, so that the value created by employees for the company will increase, and the company will develop in a better and better direction;

2. Community of interests: The general company model is that employees are working for the boss, but the form of equity incentive can make employees think that they are working for themselves, so employees will be more concerned about the company's performance, and will also take the initiative to innovate to make the company more dynamic.

Whether to buy the company's equity incentive or not, it is necessary to consider the nature of the company's equity and the mode of the company's equity incentive. Company equity incentive refers to a long-term incentive mechanism set up by the company in order to motivate or retain the company's core talents.

1. Should performance bonuses be made public?

Performance award refers to the bonus paid by the enterprise to motivate employees to achieve a certain performance. Of course, performance awards also include monetary and non-monetized rewards. Everyone's aspiration is different, so the implementation plan of the performance award is also ever-changing.

The disclosure of performance bonuses depends on the company's rules and regulations.

2. What is the difference between the first shareholder and the second shareholder?

Difference Between First Shareholder and Second Shareholder:

1. The shareholding ratio is different. The capital contribution of the first-level shareholder generally accounts for more than 50% of the total capital of the limited liability company, while the second-level shareholder generally does not have the above requirements.

2. The meaning is different. Primary shareholders refer to shareholders who directly hold the company's equity, while secondary shareholders refer to shareholders who are primary shareholders and shareholders who indirectly hold the company's equity.

3. What is the unreasonable shareholding structure of the company?

The unreasonable shareholding structure of the company includes:

1. The shareholding ratio is too even.

2. Husband and wife shareholders.

3. Excessive concentration of equity.

4. The family business is looking for someone to be the nominal shareholder.

5. Foreign-funded enterprises, state-owned enterprises and special potato industry shareholders have special regulations, and it is illegal to hold them on behalf of them.

6. Disputes over dry shares, free shares, and equity incentives.

7. Employees do not register their shares.

Article 125 of the Company Law states that the capital of a share is divided into shares, and the amount of each share is equal. The company's shares take the form of **. ** is a certificate issued by the company certifying the shares held by the shareholder.

Generally, whether it is a real stock or a dry stock, there will be dividends. Whether there is a dividend at the end of the equity incentive at the end of the year, it is necessary to see whether there is a clear vote for the shares: if ** has not been recorded in his name, it is just an expected equity, so there is no dividend; If you have already obtained, it is only a limited sale requirement, and such a ** has dividends.

Article 46 of the Detailed Rules for Information Disclosure of Listed Companies on the National Small and Medium-sized Enterprise Share Transfer System (Trial) shall be disclosed within two transfer days from the date of occurrence of the following circumstances:

If any of the following circumstances occurs in the listed company, it shall disclose the transfer within two days from the date of occurrence of the fact:

1) Change of controlling shareholder or actual controller;

2) Appropriation of funds by controlling shareholders, actual controllers or their affiliates;

3) The court rules to prohibit the controlling majority shareholder from transferring the shares of the company held by him;

4) More than 5% of the company's shares held by any shareholder are pledged, frozen, judicially auctioned, trusteeship, set up a trust, or have voting rights restricted in accordance with law;

5) Changes in the company's directors, supervisors, and senior management; The chairman of the board of directors or the general manager is unable to perform his duties;

6) Decisions on capital reduction, merger, division, dissolution and bankruptcy application of the company; or enter bankruptcy proceedings in accordance with the law and be ordered to close;

7) The board of directors has formed a resolution on mergers and acquisitions, dividend distribution, share repurchase, directional issuance** or other ** financing plans, and equity incentive plans;

8) Change of accounting firms, accounting policies, and accounting estimates;

9) Provision of external guarantees (except for guarantees provided by listed companies to holding subsidiaries);

10) During the reporting period, the company and its directors, supervisors, senior managers, controlling shareholders and actual controllers have been investigated by competent authorities, taken compulsory measures by judicial discipline inspection departments, transferred to judicial organs or investigated for criminal responsibility, inspected by the China Securities Regulatory Commission, punished by the China Securities Regulatory Commission, banned from entering the market, identified as unsuitable persons, or received penalties from other administrative departments that have a significant impact on the company's production and operation;

11) Ordered to make corrections by relevant institutions or corrected by the board of directors by the decision of the board of directors due to errors in the information disclosed in the previous period, failure to disclose in accordance with regulations, or false records;

12) Other circumstances identified by the sponsoring securities firm or the National Share Transfer System Company.

Article 25 of the Guidelines for the Content and Format of Information Disclosure of Unlisted Public Companies No. 1 - Public Transfer Prospectus The applicant shall disclose the remuneration and incentive policies of the company's directors, supervisors and senior management, including but not limited to basic annual salary, performance bonuses, welfare benefits, long-term incentives (including equity incentives), whether they receive remuneration from the applicant's affiliated enterprises and other circumstances.