在国外,股票期权被形象地比喻为“金手铐”,尽管国内企业由于政策法规方面的限制,大多实行的是变通的长期激励制度,并非标准的股票期权,但其激励和约束的基本原理是一样的:既要让“金手铐”的“金”去吸引和激励骨干员工,又要让“金手铐”的“铐”去保留核心人才,实现企业的持续业绩增长和价值提升。 In foreign countries, stock options are vividly referred to as “golden handcuffs”. Although domestic companies mostly implement flexible long-term incentive systems and are not standard stock options because of restrictions on policies and regulations, the basic principles of their incentives and restrictions are: The same: we must let the “golden hand” of the “gold” to attract and motivate the backbone of the staff, but also to “golden handcuffs” to “keep” to retain the core talent to achieve the company’s continued performance growth and value enhancement.