{"id":67470,"date":"2025-10-28T12:04:14","date_gmt":"2025-10-28T11:04:14","guid":{"rendered":"https:\/\/techma.bakertilly.es\/?post_type=diccionario&#038;p=67470"},"modified":"2025-10-27T17:05:25","modified_gmt":"2025-10-27T16:05:25","slug":"incentive-plans-in-capital-as-commotivating-and-retaining-key-talent-in-company","status":"publish","type":"diccionario","link":"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/","title":{"rendered":"Equity incentive plans: how to motivate and retain key talent in your company"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_83 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Contents\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #ffffff;color:#ffffff\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewbox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #ffffff;color:#ffffff\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewbox=\"0 0 24 24\" version=\"1.2\" baseprofile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#%C2%BFQue_son_los_planes_de_equity_incentives\" >What are equity incentive plans?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#%C2%BFA_quien_van_dirigidos_los_planes_de_incentivos_en_capital\" >Who are the equity incentive schemes aimed at?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#%C2%BFPor_que_es_recomendable_implementar_un_plan_de_equity_incentives\" >Why is it advisable to implement an equity incentive scheme?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#%C2%BFEn_que_momento_son_mas_interesantes\" >When are they most interesting?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#Tipos_de_planes_de_compensacion_con_acciones\" >Types of equity compensation plans<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#Stock_Options_Opciones_sobre_acciones\" >Stock Options<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#Restricted_Stock_Acciones_restringidas\" >Restricted Stock<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#Phantom_Shares_Acciones_fantasma\" >Phantom Shares<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#Elementos_clave_para_disenar_un_buen_plan\" >Key elements for designing a good plan<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#Casos_practicos_de_uso_segun_tipo_de_empresa\" >Practical cases of use according to type of company<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/planes-de-incentivos-en-capital-como-motivar-y-retener-al-talento-clave-en-la-empresa\/#Asesoramiento_para_un_plan_de_equity_incentives_a_largo_plazo\" >Advice for a long-term equity incentive plan<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFQue_son_los_planes_de_equity_incentives\"><\/span><strong>What are equity incentive plans?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"translation-block\"><strong>Equity incentive plans<\/strong>, commonly known as <em>equity incentive plans<\/em> in English, are tools increasingly used by companies to <strong>attract, retain, and motivate<\/strong> key talent. This type of compensation offers employees, executives, and even external collaborators the opportunity to <strong>participate in the ownership or value creation<\/strong> of the company.<\/p>\n\n\n\n<p class=\"translation-block\">Although more common in startups and tech companies, an increasing number of businesses of all sizes and industries are considering these plans as a strategic way to build a <strong>culture of ownership and commitment<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFA_quien_van_dirigidos_los_planes_de_incentivos_en_capital\"><\/span><strong>Who are the equity incentive schemes aimed at?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>These plans usually focus on the following profiles:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong>Executive team<\/strong> or <strong>key management<\/strong>.<\/li>\n\n\n\n<li class=\"translation-block\"><strong>External advisors<\/strong> with strategic roles.<\/li>\n\n\n\n<li><strong>High-impact technical profiles<\/strong>.<\/li>\n\n\n\n<li class=\"translation-block\">In less common cases, <strong>the entire team<\/strong>, when the goal is to build a participatory culture across the whole organization.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFPor_que_es_recomendable_implementar_un_plan_de_equity_incentives\"><\/span><strong>Why is it advisable to implement an equity incentive scheme?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"translation-block\">The reasons why companies opt for <em>equity incentives<\/em> schemes are diverse and strategic:<\/p>\n\n\n\n<p class=\"translation-block\"><strong>1. Attracting and retaining talent<\/strong>: in highly competitive markets, offering equity participation can make the difference when it comes to hiring highly qualified professionals.<\/p>\n\n\n\n<p class=\"translation-block\"><strong>2. Motivation and alignment<\/strong>: when employees feel like <strong>owners<\/strong>, their mindset shifts. They don\u2019t work just for a salary, but for the growth of the company\u2019s value, aligning their interests with those of the shareholders.<\/p>\n\n\n\n<p class=\"translation-block\"><strong>3. Cash preservation<\/strong>: in early stages or during times of financial strain, current salaries can be reduced by offering greater future rewards tied to the success of the project.<\/p>\n\n\n\n<p class=\"translation-block\"><strong>4. Ownership culture<\/strong>: a well-structured plan can create a <strong>sense of belonging<\/strong>, foster loyalty, reduce turnover, and enhance collective performance.<\/p>\n\n\n\n<p class=\"translation-block\"><strong>5. Preparation for sale or succession<\/strong>: they are useful when preparing for an <strong>IPO, partial or full sale<\/strong>, or a management transition. They help ensure continuity and keep the team motivated until the end of the process.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFEn_que_momento_son_mas_interesantes\"><\/span><strong>When are they most interesting?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>These plans are particularly relevant in:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong>Startups<\/strong> with high growth potential.<\/li>\n\n\n\n<li><strong>Phases of restructuring or low liquidity.<\/strong><\/li>\n\n\n\n<li><strong>Expansion processes through acquisitions.<\/strong><\/li>\n\n\n\n<li><strong>Generational transitions or successions.<\/strong><\/li>\n\n\n\n<li><strong>Stages prior to a sale or IPO (Initial Public Offering).<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"translation-block\">The common denominator is that all these scenarios involve <strong>a medium\/long-term vision<\/strong> where the team must be involved to <a href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/ss-a1-maximise-sale-of-a-company\/\" target=\"_blank\" rel=\"noreferrer noopener\">increase the value of the company<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Tipos_de_planes_de_compensacion_con_acciones\"><\/span><strong>Types of equity compensation plans<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Although there are many variants, the main ones can be grouped into three main categories:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Stock_Options_Opciones_sobre_acciones\"><\/span><strong>Stock Options<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"translation-block\">They are rights (not obligations) to purchase company shares at a <strong>fixed price<\/strong> in the future, provided certain conditions are met (time, performance, strategic milestones).<\/p>\n\n\n\n<p><strong>Advantages:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The beneficiary only gains if the company grows in value.<\/li>\n\n\n\n<li>They perfectly align the interests of management and shareholders.<\/li>\n<\/ul>\n\n\n\n<p><strong>Ideal for:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong>Publicly traded companies<\/strong>, where the goal is to maximize value for the shareholder.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Restricted_Stock_Acciones_restringidas\"><\/span><strong>Restricted Stock<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"translation-block\">Actual shares are granted (not options), but subject to <strong>restrictions<\/strong> such as tenure or performance. They cannot be sold or exercised until the conditions are met.<\/p>\n\n\n\n<p><strong>Advantages:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The beneficiary gains value even if the share declines.<\/li>\n\n\n\n<li>They may include discounts or free concessions.<\/li>\n<\/ul>\n\n\n\n<p><strong>Ideal for:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong>Startups<\/strong>, where low current salaries are compensated by more stable future profits.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Phantom_Shares_Acciones_fantasma\"><\/span><strong>Phantom Shares<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"translation-block\">They simulate participation in the capital, but without granting actual shares or voting rights. The beneficiary participates <strong>economically in the growth of value<\/strong>, but has no voting rights or dividends until maturity.<\/p>\n\n\n\n<p><strong>Advantages:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>They do not alter the shareholding structure.<\/li>\n\n\n\n<li>They can be settled in cash in a liquidity event (sale, IPO, etc.).<\/li>\n<\/ul>\n\n\n\n<p><strong>Ideal for:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\">Companies that <strong>plan a sale in 2-3 years<\/strong>, and want to incentivize the team without giving up ownership.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Elementos_clave_para_disenar_un_buen_plan\"><\/span><strong>Key elements for designing a good plan<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p><strong>1. Clearly define the objective<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Talent retention?<\/li>\n\n\n\n<li>Preparing a sale?<\/li>\n\n\n\n<li>Increase productivity?<\/li>\n\n\n\n<li>Attracting key profiles?<\/li>\n<\/ul>\n\n\n\n<p>Each objective requires a different design.<\/p>\n\n\n\n<p><strong>2. Determine beneficiaries and total percentage<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Who are the key profiles?<\/li>\n\n\n\n<li>What percentage do you want to allocate (e.g. 10% of the capital is common, but can vary)?<\/li>\n\n\n\n<li>How will it be distributed among them?<\/li>\n<\/ul>\n\n\n\n<p><strong>3. Liquidity planning<\/strong><\/p>\n\n\n\n<p>Especially important if there is no clear liquidity event (such as a sale). The company should anticipate how it will pay the beneficiary if there is no market to sell shares.<\/p>\n\n\n\n<p><strong>4. Choosing appropriate indicators<\/strong><\/p>\n\n\n\n<p class=\"translation-block\">The best plans are linked to <strong>concrete results<\/strong>: EBITDA growth, turnover, enterprise value, achievement of strategic milestones, etc.<\/p>\n\n\n\n<p><strong>5. Communicate it well<\/strong><\/p>\n\n\n\n<p>A common mistake is to design a good plan, but not communicate it clearly to employees. If the team does not understand it, they are not motivated. Transparency and pedagogy are key.<\/p>\n\n\n\n<p><strong>6. Managing dilution<\/strong><\/p>\n\n\n\n<p>The original owner will see his stake reduced (e.g. from 100% to 90%), but if this leads to a significant increase in value, it amply compensates.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Casos_practicos_de_uso_segun_tipo_de_empresa\"><\/span><strong>Practical cases of use according to type of company<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><td><strong>Type of company<\/strong><\/td><td><strong>Recommended plan<\/strong><\/td><td><strong>Justification<\/strong><\/td><\/tr><\/thead><tbody><tr><td>Technology startup<\/td><td>Restricted Stock<\/td><td>Retention with low current salary and high projection<\/td><\/tr><tr><td>Listed company<\/td><td>Stock Options<\/td><td>Alignment with stock market value<\/td><\/tr><tr><td>Family business in succession<\/td><td>Phantom Shares<\/td><td>Incentivizing without losing control<\/td><\/tr><tr><td>Company for sale in 2 years<\/td><td>Phantom Shares<\/td><td>Plan linked to sales success<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Asesoramiento_para_un_plan_de_equity_incentives_a_largo_plazo\"><\/span><strong>Advice for a long-term equity incentive plan<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"translation-block\">Creating an <em>equity incentives<\/em> plan is not a one-off or isolated exercise. It requires:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Advice <strong>legal, tax and accounting.<\/strong><\/li>\n\n\n\n<li class=\"translation-block\">Embedding it within the <strong><a href=\"https:\/\/techma.bakertilly.es\/en\/como-hacer\/strategy-in-ma\/\" target=\"_blank\" rel=\"noreferrer noopener\">growth and human resources strategy<\/a>.<\/strong><\/li>\n\n\n\n<li>Periodically review it and adapt it to new business realities.<\/li>\n<\/ul>\n\n\n\n<p class=\"translation-block\">As the webinar speaker rightly points out, <strong>it\u2019s not a \u201c<em>one-shot<\/em>\u201d, but a structural part of corporate development.<\/strong><\/p>\n\n\n\n<p>A good stock incentive plan can be one of the most powerful tools for transforming a company's culture, maximising value and attracting top talent.<\/p>\n\n\n\n<p class=\"translation-block\">It is not just about \u2018giving shares\u2019, but about <strong>building a shared vision of the future<\/strong> between the partners and the team that makes it possible.<\/p>\n\n\n\n<p class=\"translation-block\">Whether you are in a startup, in a succession process or <a href=\"\/\/techma.bakertilly.es\/en\/como-hacer\/ss-a1-maximise-sale-of-a-company\/%e2%80%99\/\" target=\"\u2018_blank\u2019\" rel=\"\u2018noreferrer\">preparing for a sale<\/a>, there is probably a type of plan that fits your goals. With the right design and communication, equity can become the silent engine that drives your company's sustainable growth.<\/p>\n\n\n\n<p>\u00bfQuieres aprender a dise\u00f1ar un plan de equity para tu equipo? Te dejamos a continuaci\u00f3n un webinar con los consejos de nuestros especialistas en la compraventa de empresas del sector tecnol\u00f3gico:<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"C\u00f3mo dise\u00f1ar un plan de equity para tu equipo: Stock Options, RSU y Phantom Shares | Tech M&amp;A\" width=\"1080\" height=\"608\" src=\"https:\/\/www.youtube.com\/embed\/v1QMwfvXtFM?start=4&#038;feature=oembed\"  allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>","protected":false},"author":4,"featured_media":0,"template":"","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"<!-- wp:heading -->\n<h2 class=\"wp-block-heading\"><strong>\u00bfQu\u00e9 son los planes de equity incentives?<\/strong><\/h2>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Los <strong>planes de compensaci\u00f3n con acciones<\/strong>, conocidos en ingl\u00e9s como <em>equity incentive plans<\/em>, son herramientas cada vez m\u00e1s utilizadas por las empresas para <strong>atraer, retener y motivar<\/strong> al talento clave. Este tipo de compensaci\u00f3n ofrece a empleados, directivos e incluso a colaboradores externos la oportunidad de <strong>participar en la propiedad o en la creaci\u00f3n de valor<\/strong> de la empresa.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Aunque m\u00e1s comunes en startups y empresas tecnol\u00f3gicas, cada vez m\u00e1s compa\u00f1\u00edas de todos los tama\u00f1os y sectores consideran estos planes como una forma estrat\u00e9gica de construir una <strong>cultura de pertenencia y compromiso<\/strong>.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading -->\n<h2 class=\"wp-block-heading\"><strong>\u00bfA qui\u00e9n van dirigidos los planes de incentivos en capital?<\/strong><\/h2>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Estos planes suelen enfocarse en los siguientes perfiles:<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Equipo directivo<\/strong> o <strong>management clave<\/strong>.<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li><strong>Consejeros externos<\/strong> con funciones estrat\u00e9gicas.<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li><strong>Perfiles t\u00e9cnicos de alto impacto<\/strong>.<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>En casos menos frecuentes, <strong>todo el equipo<\/strong>, cuando se busca construir una cultura participativa en toda la organizaci\u00f3n.<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:heading -->\n<h2 class=\"wp-block-heading\"><strong>\u00bfPor qu\u00e9 es recomendable implementar un plan de equity incentives?<\/strong><\/h2>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Las razones por las que las empresas optan por planes de <em>equity incentives<\/em> son diversas y estrat\u00e9gicas:<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>1. Atracci\u00f3n y fidelizaci\u00f3n del talento<\/strong>: en mercados altamente competitivos, ofrecer participaci\u00f3n en la empresa puede marcar la diferencia para fichar a profesionales muy cualificados.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>2. Motivaci\u00f3n y alineaci\u00f3n<\/strong>: cuando los empleados se sienten <strong>propietarios<\/strong>, su mentalidad cambia. No trabajan solo por un sueldo, sino por el crecimiento del valor de la empresa, lo cual alinea sus intereses con los de los accionistas.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>3. Conservaci\u00f3n de caja<\/strong>: en etapas tempranas o momentos de tensi\u00f3n financiera, se pueden reducir los salarios actuales ofreciendo una mayor recompensa futura ligada al \u00e9xito del proyecto.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>4. Cultura de propiedad<\/strong>: un plan bien estructurado puede crear un <strong>sentimiento de pertenencia<\/strong>, generar lealtad, reducir la rotaci\u00f3n y mejorar el rendimiento colectivo.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>5. Preparaci\u00f3n para venta o sucesi\u00f3n<\/strong>: son \u00fatiles si se est\u00e1 preparando una <strong>salida a bolsa, venta parcial o total<\/strong>, o una transici\u00f3n en la gesti\u00f3n. Ayudan a asegurar la continuidad y a mantener al equipo motivado hasta el final del proceso.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading -->\n<h2 class=\"wp-block-heading\"><strong>\u00bfEn qu\u00e9 momento son m\u00e1s interesantes?<\/strong><\/h2>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Estos planes son especialmente relevantes en:<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Startups<\/strong> con alto potencial de crecimiento.<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li><strong>Fases de reestructuraci\u00f3n o baja liquidez.<\/strong><\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li><strong>Procesos de expansi\u00f3n mediante adquisiciones.<\/strong><\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li><strong>Transiciones generacionales o sucesiones.<\/strong><\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li><strong>Etapas previas a una venta o IPO (salida a bolsa).<\/strong><\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:paragraph -->\n<p>El denominador com\u00fan es que todos estos escenarios implican <strong>una visi\u00f3n a medio\/largo plazo<\/strong> donde el equipo debe implicarse para <a href=\"https:\/\/techma.bakertilly.es\/como-hacer\/ss-a1-maximizar-venta-de-una-empresa\/\" target=\"_blank\" rel=\"noreferrer noopener\">aumentar el valor de la empresa<\/a>.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading -->\n<h2 class=\"wp-block-heading\"><strong>Tipos de planes de compensaci\u00f3n con acciones<\/strong><\/h2>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Aunque existen m\u00faltiples variantes, podemos agrupar los principales en tres grandes categor\u00edas:<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\"><strong>Stock Options (Opciones sobre acciones)<\/strong><\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Son derechos (no obligaciones) a comprar acciones de la empresa a un <strong>precio fijo<\/strong> en el futuro, si se cumplen ciertas condiciones (tiempo, desempe\u00f1o, hitos estrat\u00e9gicos).<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>Ventajas:<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>El beneficiario solo gana si la empresa crece en valor.<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>Alinean perfectamente intereses de directivos y accionistas.<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:paragraph -->\n<p><strong>Ideal para:<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Empresas cotizadas<\/strong>, donde se busca maximizar valor para el accionista.<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\"><strong>Restricted Stock (Acciones restringidas)<\/strong><\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Se otorgan acciones reales (no opciones), pero sujetas a <strong>restricciones<\/strong> como permanencia o rendimiento. No se pueden vender ni ejercitar hasta cumplir las condiciones.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>Ventajas:<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>El beneficiario gana valor incluso si la acci\u00f3n baja.<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>Pueden incluir descuentos o concesi\u00f3n gratuita.<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:paragraph -->\n<p><strong>Ideal para:<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Startups<\/strong>, donde se compensan salarios bajos actuales con beneficios futuros m\u00e1s estables.<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\"><strong>Phantom Shares (Acciones fantasma)<\/strong><\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Simulan la participaci\u00f3n en el capital, pero sin otorgar acciones reales ni derechos pol\u00edticos. El beneficiario participa <strong>econ\u00f3micamente en el crecimiento del valor<\/strong>, pero no tiene voto ni dividendos hasta su vencimiento.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>Ventajas:<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>No alteran la estructura accionarial.<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>Se pueden liquidar en efectivo en un evento de liquidez (venta, IPO, etc.).<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:paragraph -->\n<p><strong>Ideal para:<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Empresas que <strong>planean una venta en 2-3 a\u00f1os<\/strong>, y quieren incentivar al equipo sin ceder propiedad.<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:heading -->\n<h2 class=\"wp-block-heading\"><strong>Elementos clave para dise\u00f1ar un buen plan<\/strong><\/h2>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p><strong>1. Definir claramente el objetivo<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>\u00bfRetenci\u00f3n de talento?<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>\u00bfPreparar una venta?<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>\u00bfAumentar productividad?<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>\u00bfAtraer perfiles clave?<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:paragraph -->\n<p>Cada objetivo requiere un dise\u00f1o distinto.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>2. Determinar beneficiarios y porcentaje total<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>\u00bfQui\u00e9nes son los perfiles clave?<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>\u00bfQu\u00e9 porcentaje se quiere destinar? (Ej. 10% del capital es com\u00fan, pero puede variar).<\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>\u00bfC\u00f3mo se distribuir\u00e1 entre ellos?<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:paragraph -->\n<p><strong>3. Planificar la liquidez<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Especialmente importante si no hay un evento de liquidez claro (como una venta). La empresa debe prever c\u00f3mo pagar\u00e1 al beneficiario si no hay mercado para vender acciones.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>4. Elegir indicadores adecuados<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Los mejores planes se vinculan a <strong>resultados concretos<\/strong>: crecimiento de EBITDA, facturaci\u00f3n, valor empresa, cumplimiento de hitos estrat\u00e9gicos, etc.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>5. Comunicarlo bien<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Un error frecuente es dise\u00f1ar un buen plan, pero no comunicarlo con claridad a los empleados. Si el equipo no lo entiende, no se motiva. La transparencia y la pedagog\u00eda son clave.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><strong>6. Gestionar la diluci\u00f3n<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>El propietario original ver\u00e1 reducida su participaci\u00f3n (ej. del 100% al 90%), pero si esto conlleva un aumento de valor significativo, compensa ampliamente.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading -->\n<h2 class=\"wp-block-heading\"><strong>Casos pr\u00e1cticos de uso seg\u00fan tipo de empresa<\/strong><\/h2>\n<!-- \/wp:heading -->\n\n<!-- wp:table -->\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><td><strong>Tipo de empresa<\/strong><\/td><td><strong>Plan recomendado<\/strong><\/td><td><strong>Justificaci\u00f3n<\/strong><\/td><\/tr><\/thead><tbody><tr><td>Startup tecnol\u00f3gica<\/td><td>Restricted Stock<\/td><td>Retenci\u00f3n con bajo sueldo actual y alta proyecci\u00f3n<\/td><\/tr><tr><td>Empresa cotizada<\/td><td>Stock Options<\/td><td>Alineaci\u00f3n con el valor en bolsa<\/td><\/tr><tr><td>Empresa familiar en sucesi\u00f3n<\/td><td>Phantom Shares<\/td><td>Incentivar sin perder control<\/td><\/tr><tr><td>Empresa en venta en 2 a\u00f1os<\/td><td>Phantom Shares<\/td><td>Plan ligado a \u00e9xito de la venta<\/td><\/tr><\/tbody><\/table><\/figure>\n<!-- \/wp:table -->\n\n<!-- wp:heading -->\n<h2 class=\"wp-block-heading\"><strong>Asesoramiento para un plan de equity incentives a largo plazo<\/strong><\/h2>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Crear un plan de <em>equity incentives<\/em> no es un ejercicio aislado ni puntual. Requiere:<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:list -->\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Asesoramiento <strong>legal, fiscal y contable.<\/strong><\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>Incorporarlo dentro de la <strong><a href=\"https:\/\/techma.bakertilly.es\/como-hacer\/estrategia-en-ma\/\" target=\"_blank\" rel=\"noreferrer noopener\">estrategia de crecimiento<\/a> y recursos humanos.<\/strong><\/li>\n<!-- \/wp:list-item -->\n\n<!-- wp:list-item -->\n<li>Revisarlo peri\u00f3dicamente y adaptarlo a nuevas realidades del negocio.<\/li>\n<!-- \/wp:list-item --><\/ul>\n<!-- \/wp:list -->\n\n<!-- wp:paragraph -->\n<p>Como bien se\u00f1ala el ponente del webinar, <strong>no es un \u201c<em>one-shot<\/em>\u201d, sino parte estructural del desarrollo corporativo.<\/strong><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Un buen plan de incentivos en acciones puede ser una de las herramientas m\u00e1s poderosas para transformar la cultura de una empresa, maximizar su valor y atraer a los mejores talentos.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>No se trata solo de \u201cdar acciones\u201d, sino de <strong>construir una visi\u00f3n compartida del futuro<\/strong> entre los socios y el equipo que lo hace posible.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Si est\u00e1s en una startup, en un proceso de sucesi\u00f3n o <a href=\"https:\/\/techma.bakertilly.es\/como-hacer\/ss-a1-maximizar-venta-de-una-empresa\/\" target=\"_blank\" rel=\"noreferrer noopener\">prepar\u00e1ndote para una venta<\/a>, probablemente haya un tipo de plan que se ajuste a tus objetivos. Con el dise\u00f1o correcto y una comunicaci\u00f3n adecuada, el equity puede convertirse en el motor silencioso que impulse el crecimiento sostenible de tu empresa.<\/p>\n<!-- \/wp:paragraph -->","_et_gb_content_width":""},"tags":[],"paso-howto":[2291],"sectores":[],"class_list":["post-67470","diccionario","type-diccionario","status-publish","hentry","paso-howto-consistencia-garantia"],"acf":[],"_links":{"self":[{"href":"https:\/\/techma.bakertilly.es\/en\/wp-json\/wp\/v2\/diccionario\/67470","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/techma.bakertilly.es\/en\/wp-json\/wp\/v2\/diccionario"}],"about":[{"href":"https:\/\/techma.bakertilly.es\/en\/wp-json\/wp\/v2\/types\/diccionario"}],"author":[{"embeddable":true,"href":"https:\/\/techma.bakertilly.es\/en\/wp-json\/wp\/v2\/users\/4"}],"wp:attachment":[{"href":"https:\/\/techma.bakertilly.es\/en\/wp-json\/wp\/v2\/media?parent=67470"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/techma.bakertilly.es\/en\/wp-json\/wp\/v2\/tags?post=67470"},{"taxonomy":"paso-howto","embeddable":true,"href":"https:\/\/techma.bakertilly.es\/en\/wp-json\/wp\/v2\/paso-howto?post=67470"},{"taxonomy":"sectores","embeddable":true,"href":"https:\/\/techma.bakertilly.es\/en\/wp-json\/wp\/v2\/sectores?post=67470"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}