For managers and senior managers, the main purpose of equity incentive is to produce dual effects of positive incentive and negative constraint. Therefore, the author believes that under the current legal framework, most enterprises should mainly adopt the equity incentive model of restricted stock futures combined with dividend rights. Here? Stock futures? Indicate the source of equity to implement the incentive and the way for the motivated person to obtain equity; ? Restrictions? What are the conditions for restricting the rights of the motivated? Restrictive function? ; Besides? Dividend right? On the basis of its own incentive function, it has been strengthened? Stock futures? Is the positive incentive function also owned by the motivated person? Human capital? Definitely.

Besides,? Blue chip stocks? It is also a good choice to motivate managers and executives. The main problem is cashing out? Blue chip stocks? Timely supply design. As for it? Stock options? The author thinks that even if the stock option is feasible after the revision of the Company Law, it will not be a realistic and rational choice for most enterprises except a few high-tech start-ups for a long time, depending on the standardization of China's securities market and the governance level of listed companies.

Equity incentive, also known as option incentive, is a long-term incentive mechanism implemented by enterprises to motivate and retain core talents, and it is one of the most commonly used methods to motivate employees at present. Equity incentive is mainly to give employees some shareholders' rights and interests by attaching conditions, so that they can have a sense of ownership, thus forming a whole body of interests with enterprises, promoting the growth of enterprises and employees, and then helping enterprises achieve the long-term goal of stable development. Restrict directors, senior managers, core technical (business) personnel and other personnel that the company thinks should be encouraged.

Constraints are mainly manifested in the following three aspects: 1) After the incentive object obtains the shares of the company, it will share the operating risks and losses of the company with the shareholders of the company; 2) Through some institutional arrangements and designs, the target can complete the performance indicators within the specified time, and at the same time, it is not allowed to engage in acts that harm the interests of the company and leave the company. Otherwise, the shareholders or the company will buy back this part of the equity, or the incentive object will assume other agreed responsibilities, thus increasing the binding force on the incentive object; 3) Restrict the behavior of the incentive object by signing confidentiality agreements, non-competition agreements and other documents with the incentive object. For management backbone, technical backbone, etc. Important employees? There are usually two purposes of motivation: one is to fully mobilize the enthusiasm and creativity of employees, so as to have a positive incentive effect on employees, and the other is to achieve the goal of stabilizing core employees. So, can we focus on? Restricted stock futures? Combination? Performance bonus, right? Equity incentive mode. As mentioned earlier? Restricted stock issuance? Refers to granting these core employees a certain number? Dividend right? Do you recognize it? Human capital? Value and the right to participate in distribution, but this? Right? Exercise should be directly linked to your work performance, rather than unconditionally participating in dividends.