In order to prevent employees from focusing too much on short-term interests, companies can take the following measures when formulating incentive policies: 1. **Incentive mechanism combining long-term and short-term**: Design a comprehensive mechanism that includes long-term incentives and short-term incentives. For example, in addition to annual bonuses, equity incentives, long-term bonus plans or employee stock ownership plans can be introduced to encourage employees to focus on the long-term development of the company. 2. **Set long-term goals**: Clarify the company's long-term development goals and combine them with the personal development goals of employees. Ensure that employees understand the long-term value of their work and incorporate it into the performance evaluation system. 3. **Education and training**: Provide training and education on the importance of long-term strategies and how to achieve long-term goals. Help employees understand the relationship between short-term success and long-term development. 4. **Transparent communication**: Maintain transparent communication with employees, explain the company's long-term development plan and each employee's role and contribution in it. Let employees see the long-term impact of their work. 5. **Diversified evaluation criteria**: Avoid a single performance indicator and adopt a diversified indicator system to evaluate employee performance, including employee development potential, teamwork ability and innovation contribution. 6. **Corporate culture shaping**: Cultivate a corporate culture that emphasizes long-term development, influence employees' values through leadership demonstration and cultural construction, and shift the focus of pragmatism from short-term gains to lasting value creation. Through these measures, the company can better balance the relationship between short-term interests and long-term development, thereby avoiding employees' excessive focus on short-term gains.