很多人認為，干股激勵的發放方式就是發錢，這是常規的思考方式。干股激勵存在的大問題是現金流，而現金流往往是企業生存的水源，所以要結合企業的情況選擇發放方式，避免因此影響了現金流，導致企業發展困難。
Many people believe that the distribution method of dry stock incentives is to issue money, which is a conventional way of thinking. The big problem with dry stock incentives is cash flow, which is often the source of survival for enterprises. Therefore, it is necessary to choose the distribution method based on the situation of the enterprise to avoid affecting cash flow and causing difficulties in the development of the enterprise.
常見的發放方式是現金、現金+虛擬股獎勵(相當于華為的配股，干得好，干股對應的分紅可以一部分發放現金，一部分再折合配股)、現金+消費性資產(如車、房子等)、現金+福利計劃(如出國旅游)。
The common distribution methods are cash, cash+virtual stock rewards (equivalent to Huawei's stock rights issue, where a portion of the dividends corresponding to the shares can be distributed in cash and then converted into stock rights), cash+consumer assets (such as cars, houses, etc.), and cash+welfare plans (such as overseas travel).
雖然發放方式不同，但其核心內涵是一致的，就是給員工的激勵方式一定是員工想要的，這需要老板在事前進行充分的調研，對員工進行量身定做的激勵。
Although the distribution methods are different, the core connotation is consistent, which is that the incentive methods given to employees must be what they want. This requires the boss to conduct sufficient research in advance and provide tailored incentives to employees.
干股激勵既是虛擬股的一種方式，對員工來說也是一種勞動報酬的所得，對企業來說一般是計入管理成本的。干股激勵所有的約定一定是基于激勵方案和協議的匹配，才具備完善的激勵體系，規避員工與企業發生糾紛的風險。
Dry stock incentives are not only a way of virtual stocks, but also a form of labor remuneration for employees, and are generally included in management costs for enterprises. All agreements on dry stock incentives must be based on the matching of incentive plans and agreements in order to have a sound incentive system and avoid the risk of disputes between employees and the enterprise.
山東股權激勵公司認為，目前我們常講的“干股”就是紅利股，不辦理股權轉讓，不辦理工商登記，職工離職后，干股就不存在了，但是可以分紅。實際上，這種干股并不是股權，取得這種干股，并不具有股東身份，屬于企業的管理范疇。
Shandong Equity Incentive Company believes that the commonly referred to "dry stocks" are dividend stocks, which do not handle equity transfer or industrial and commercial registration. After employees leave, dry stocks no longer exist, but can be distributed as dividends. In fact, this type of dry stock is not equity, and obtaining this type of dry stock does not have shareholder status and belongs to the management scope of the enterprise.
但對于員工的激勵來說應當是長期結合，并且考慮到未來員工的歸屬感和價值體現，所以前期的干股激勵會起到一定的作用，長期考慮就要結合限制性股權、期權、期股、實股等其他模式了。
But for employee incentives, it should be a long-term combination, taking into account the sense of belonging and value embodiment of future employees. Therefore, early dry stock incentives will play a certain role, and long-term considerations should be combined with other models such as restricted equity, options, futures stocks, real stocks, etc.
比如當激勵對象連續三年達到激勵條件，獲得干股的分紅收益，就可以考慮將這部分干股對應的股權出資變成實股，或者說以期權的方式按照當前的股權價格，三年之后進行購買變成實股。結合企業的發展、員工的晉升、激勵體系等設置股權的晉升通道，達到持續的激勵效果。
For example, when the incentive object meets the incentive conditions for three consecutive years and receives dividend income from the dry shares, it can be considered to convert the corresponding equity contributions of these dry shares into real shares, or to purchase them in the form of options at the current equity price after three years to become real shares. Establish equity promotion channels based on the development of the enterprise, employee promotion, incentive system, etc., to achieve sustained incentive effects.
That's all for the explanation of the distribution methods of dry stock incentives. I hope you can be helpful. For more information, please come to our website http://www.lfttpm.com Consultation and understanding!
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