How to bring a sales team Do you know how to bring a sales team? Do you know how the potential of the sales team should be tapped? There are many salespersons in the society, but there are not many people who really eat this knowledge. Next I am here to share some small methods with you to teach you to bring a sales team!
How to bring a sales team 1 Selection: Avoid empiricalism At present, there is a universal “empirical” misunderstanding in the selection of sales staff. The vast majority of recruitment emphasize the so -called “related work experience” of the candidates. They always want to find sales masters who can quickly bring customers and orders to enterprises, so as to avoid system training for them. Moreover, if the recruitment of the main examiner is the company’s sales director, it often measures the candidates with its own sales experience, ability and level. At the recruitment scene after another, we heard the so -called “good sales staff really difficult to find” again and again. However, a large number of facts show that not only “good sales staff” are difficult to find, but even if they find sales staff who seem to be good, the actual use effect is difficult to do so. In fact, the past work experience of the sales staff brought them a work experience, and also gave them the imprint of past work. Because different enterprises have different corporate culture, different management systems, different sales strategies and policies, this situation often occurs in practice: the more experienced the recruited people, the more difficult it is to integrate into the sales team of the enterprise The greater its behavior conflict with the company’s sales management behavior, the easier it is to change jobs again. Therefore, the selection of sales staff must go out of the misunderstanding of empiricalism and find candidates with good sales potential, rather than a person with rich sales experience. Therefore, the focus of the selection of sales staff should be to establish a scientific selection criteria, and the difficulty is to establish selection and test methods for selection. To this end, the selection of sales staff of the enterprise shall obtain the help of human resource management experts, or the recruitment supervisor should have the professional knowledge of human resource evaluation. The countermeasures: judge that people should not rely on feelings and experience, and have a set of scientific evaluation methods. In the process of recruiting sales staff, selecting talents with the subjective feelings and experience of the main examiner often forms a situation where the subjects themselves are used as the reference system and selection standards, especially when the number of applicants is large, it is more difficult to find to find A suitable candidate. Therefore, if the company does hopes to select the right talent through recruitment, it is best to give up this approach. At present, human resource management experts have summarized some methods that can be evaluated for quality, abilities and potential for candidates who can be used for different occupations, which can be more objective and accurate to evaluate the appraisers. This training: Get rid of the pan and talk about in recent years, in the training of corporate staff in post training, sales staff training is undoubtedly the most valued. However, in these frequent training, there are often a universal misunderstanding. Because the sales business of the sales staff is equivalent to the marketing of the enterprise, when the sales staff is required to enter the line of training, the enterprise often invites a teacher of the marketing from local universities to teach the market to teach the market Marketing, and the form of training is almost based on teachers’ teaching, and the trainers are extremely passive. In fact, from the perspective of sales staff, this training supply and training needs are often misplaced. Therefore, the focus of the company’s sales training is that before the training, the theme and training object of the training must be clearly determined according to the position of the training target at the corporate management level and the training purpose of the training purpose. Of course, finding the appropriate trainer and training methods has become a difficult point in training. The countermeasures: provide targeted training to the sales staff according to actual needs. In addition to the preaching of knowledge education and enterprise related sales strategies, policies, and sales management systems in terms of marketing, sales and other aspects of sales personnel, enterprises need to be different from different situations to effectively improve their sales skills and improve them. The team spirit, enhance their confidence, increase their understanding and identification of the relevant management regulations of the enterprise, and improve their loyalty to the enterprise. The experience proves that to realize any of the above purposes, it is far from solving the problem by finding a professor to go to class temporarily. You must choose different training teachers and training methods separately. For example, to improve the sales skills of the sales staff, then the case discussion, role -playing, sales of sales, etc. are the right way; to improve the team spirit of the sales staff, then the group experience and role exchange operation of the grouping are Good. Method. of course, in this case, enterprises must spend their efforts to find the right master’s training teachers, and let the trainee as much as possible to understand the company’s sales management measures, systems and related trainers. Training plan and method. Incentives: Choose Objects This companies use the same set of incentive tools and methods to uniformly incentives to all sales staff, or simply motivate according to the amount of sales. As a result, it is either difficult to motivate most people, or to motivate the effect with the overall marketing goals of the enterprise. This is a misunderstanding of sales staff incentives. From the perspective of practical experience, the focus of incentives for sales staff should be in accordance with the incentive objects, and the difficulty is to choose the incentive tools, strength and frequency. The countermeasures: Incentives to sales staff must first distinguish the type of incentives of sales staff, and then select the appropriate incentive tools and maintain an appropriate incentive intensity and frequency. Generally speaking, according to the incentives of sales staff, they can divide them into competitive, achievement type, material type, inertial type and limited target type. (1) Competitive sales personnel are those who show their ability to work better than colleagues. Sales competitions are the best tools that inspire them, and incentives in accordance with the laws of off -season often stimulate their competitiveness. (2) Achievement -type sales staff are those who show their excellent work ability, win respect, and have self -challenge spirit. The challenges that they give enough respect and give them the opportunity to accept sales problems often effectively arouse their enthusiasm. This I have suggested that a company formed such a person to attack the group to specialize in the order that is difficult to talk about. As a result, the order reaching rate of orders not only increased, but also greatly improved their work enthusiasm. Of course, letting them lead their apprentices often have good incentives. (3) Sales staff of material types are those who take economic remuneration as their main work goals. For such people, challenging sales goals and irritating bonus systems will have good incentive effects. (4) The inertial sales personnel are those who lack clear work goals and spend their career time step by step. Such people are more difficult to motivate, but in management practice, it is found that the pressure on their career instability can often stimulate their enthusiasm. In this way, shortening the assessment period and improving the assessment indicators are a good incentive means. (5) Limited target sales personnel are those who have rational considerations of hard work and enjoying their spare time. This is the most difficult group of people. They must first guide them to the previous page 12 On how to bring a sales team 2 how to control the loose sales team C market is a key market for a cosmetics company. The market’s economic indicators are among the best in the country. The market sales of the C market have always occupied a pivotal position in the company. The annual payment of 20 million years ago during the heyday of three years ago, this glory ended with the hopping of a regional manager. In the early days, it has also made good contributions, but as the company’s repayment amount has increased significantly, and personal income has not increased significantly with its own wishes, so it goes to the high. The departure of a region manager would not have a great impact on the market, but this was different. Because the company’s development is relatively rapid, and various management can not keep up in time, it has not formulated modeling, and it has always been like many companies now. It is managed by capable people and can be available. Normal operation, and once the capable person leaves, the market will face the danger of paralysis. The C market is exactly the case. One year after the manager resigned, sales fell by 25%. When the author took over market C two years ago, the market changed two consecutive district managers and frequently changed the generals, making it difficult for the team to stabilize, employees have no sense of belonging, and there is no sense of security. On the one hand The employees who came up were either lost quickly or assimilated. The team became scattered, and the internal fighting increased. In order to pursue short -term repayments to get more commission, they did not hesitate to make a lot of unused short commitments, and even maliciously channeling. The marketing team is extremely scattered. Many of them have long become “old fritters”. Some people are reluctant to travel. Some people travel to the mountains and sleep in the mountains. The performance continued to decline, but the complaints of customers were surging, and at the same time, it also brought a large number of travel costs, which was called “suffer army” by the boss. That is, the customer suffers, and the boss suffers. Customers’ complaints are also one after another. Some of them have switched to other brands, and the sales network that the company’s efforts will be established are likely to be destroyed. In this case, the author came to this company and took over the market C. The East China Manager of Renmou Cosmetics Manufacturer placed in front of a full mess. The so -called “elite” person hired by the boss’s annual salary of more than 100,000 years disappeared without a trace after leaving a personal pocket and leaving a train. In danger, there is no choice. After the author arrived, he conducted a survey and understanding of the situation of the market and personnel. Through analysis, it is believed that the key to solving the problem should work hard from people’s problems. The mentality of employees is generally problematic. The author communicates with some people who are motivated and strive to change their own problems. For some “mixed” types, they will be dismissed. And recruited a lot of newcomers to join in, supplemented with fresh blood for the team. After more than half a year of rectification, the performance has been rapidly improved. In the following days, our team continues to grow and increase its cohesion. After two years, we gradually become a star team in the company. This Looking back at the storms of more than two years, the author believes that it is necessary to improve the team’s combat effectiveness to make it outstanding, and get rid of the team into the most important magic weapon of the “suffering army”. And go deep into execution. And this management concept is not a long story, but only a simple point. To do the market, people are the subject. To do a good job of the market, we must first do a good job of people. In someone who once asserted that the competition of the enterprise is in the final analysis. How to condense excellent talents and exert its subjective initiative is a primary problem in front of each manager. People in the industry today often lamented: the cosmetics industry is getting more and more difficult to do, and it is more and more difficult for excellent talents to find. Many managers are not hesitant in terms of talents, but there are still talents that cannot be recruited. This, as a regional manager in the cosmetics industry, has also faced a “suffering army”, which has a profound experience. The experience is summarized and shared with people in the industry. . The primary task of team management is to have a clear goal (long -term and short -term). This goal must be combined with individual goals, that is, while achieving the company’s goals, personal goals can be achieved. The goal is consistent at a certain level. For example, when the company’s goal is to develop to what stage, and when this stage is developed, how will individuals benefit. The common vision mentioned in the “Fifth Cultivation”, and our grandmother’s grandson once said that “winning the same desire to win” is about this principle. It to unite employees, we must have a common struggle goal, and must be combined with the interests of most people, rather than the so -called personal goals with the company. Man is the ultimate subject.这个目标还要让每个人都清楚明白，打个形象的比喻：员工上了你这条船，你必须在他们上船后告诉他们我们的目的地是去往哪里，到达后我们能够获得什么， Otherwise, employees will feel confused and doubtful, and have no sense of direction and security in their future, and they will prepare to leave at any time. The army is also a team. Why do the army led by our party finally achieved a revolutionary victory? There are many reasons, but one is the most important, a clear goal, and deeply rooted in the hearts of the people, aroused the people’s hearts, aroused the people’s heart Everyone’s revolutionary enthusiasm is liberating the whole China, changing the fate of exploitation and oppression, and turning over as the master, so he can win strong. On the contrary, although the Kuomintang army has a large number, they have their own small abacus, each of which is politics, such as a plate of scattered sand, so the combat effectiveness has greatly weakened and eventually leads to failure. Therefore, it is clear that the goal of everyone’s desperation is the foundation of the team to condense and enhance the combat effectiveness. . The absorption of the poverty -stricken Chinese farmers’ trouble. The saying that business representatives are called “good people are unwilling to do, they can’t do it”, there are many people who raised their respects as a disdain for business. Bitter, dry heart and dryness, you can open a small difference in a few days, and it is easy to transmit negative things to others. Such people have to let him conspire separately. Of course, people who are very stupid can’t do it. We want “poor and middle peasants”, that is, those who are not stupid, but their education is not very high. Family and their own economic conditions are not very good. The situation of its own, so the enthusiasm of the revolutionary work is the highest. One of the important one of Tsingtao Beer’s employment philosophy is to use the most suitable person. On the contrary, some companies pay too much attention to education and experience experience. This approach is not suitable for business representatives of our fast consumer goods industry. First of all, our industry knowledge is not complicated, does not have high difficulty, good and stable mentality and hard -working spiritual spirit. It is the most valuable, and those employees with high education are relatively high compared to employees with low education qualifications. The requirements for the working environment and treatment will be much higher, and the room for work is much greater. It is worse, and the relative stability of the team is crucial to the overall development of the team. three, do the iron first. It to strengthen the basic quality of employees, as a very challenging job as a business representative, in addition to having high industry knowledge and strong communication and negotiation capabilities, I think there are three important basic qualities of basic qualities , That is, confident, courage, and enthusiasm. I think the importance of these three qualities is familiar with everyone who is engaged in marketing. Facing the countless rejection of customers, people who lack courage will not even dare to enter the customer’s door. How can they make a business? There is also no enthusiasm for work, lack of infectious power, cannot infect customers, cannot impress customers, and it is difficult to get customers. In order to strengthen the quality training of employees, we have carried out a variety of actual combat exercises, such as a 5 -minute speech, on -site simulation sales, negotiation exercises, emotional control exercises, etc., which enriched employees’ lives, proficient in business knowledge and negotiation skills, increased The employee’s sense of belonging and improved their psychological quality. . Proper pressure to adapt to pressure. The marketing itself is a very challenging job. The pressure is inevitable. To let employees gradually adapt to work pressure, let employees understand that pressure is normal and necessary. The role, the pressure comes from two aspects. The stylish pressure refers to the clear work tasks and management assessment indicators every month or even every day. Personal habits are corrected, so that bad habits cannot affect the normal progress of work. In addition, it is necessary to cause an invisible pressure that only individuals can feel. For example Praise and convey to other people, there will be an invisible pressure on people with poor these grades, which will spur them to keep working hard to catch up and surpass. The pressure gives people a feeling of negative things, but it is not the power to be motivated. Don’t worry that the pressure will cause people to lose. In fact, it is some people who can’t be competent. The pressure left is the employee who really needs the company that can create value for the company. 5. Inspiration and constant motivation. It constantly incentives. Sales work is a very challenging job. Every day, you will face a lot of rejection and setbacks. It will be difficult and unsuccessful by customers. In the same way, the fighting spirit and confidence will slowly reduce or disappear. Only in time in time will it help restore their confidence and courage. Each of us has experienced this: when you are in a bad mood, you can read some inspirational Books can make people feel self -confidence, and feel that their strength is much stronger. There is also a very important and effective form to formulate a reasonable and scientific salary system and necessary material rewards. 6. Learn from ants. This managers now want to learn the spirit of wolf, we advocate the spirit of learning ants, because ants should be regarded as the richest team spirit in nature. It is not allowed to be underestimated. In Africa, the Ant Army has swept through thousands of miles of grasslands several times. Even if the fire and the flood have not blocked them, why not learn the spirit of ants? In order to mobilize the enthusiasm of the entire team, we divide the employees into multiple groups according to the region or other conditions, and select the team leader. , And if the entire group is not on, personal income will be greatly affected. Let each group compete, guide new and old businesses to conduct transmission, help, and bands, promote the comparison, catching, and superiority between the groups, and enhance the group members of the group. Get up and strive for good performance. In recent years, the cost of manpower has been increasing, and the loss rate has been increasing. It has become a severe and indisputable fact. The reason is very one -sided. In the face of constant new problems, the author hopes that through the above experience and summary, the marketing people in the industry can inspire. After all, the development of enterprises is inseparable from people.
How to bring a sales team
Do you know how to bring a sales team? Do you know how the potential of the sales team should be tapped? There are many salespersons in the society, but there are not many people who really eat this knowledge. Next I am here to share some small methods with you to teach you to bring a sales team!
How to bring a sales team 1 Selection: Avoid empiricalism
At present, there is a universal “empirical” misunderstanding in the selection of sales staff. The vast majority of recruitment emphasize the so -called “related work experience” of the candidates. They always want to find sales masters who can quickly bring customers and orders to enterprises, so as to avoid system training for them. Moreover, if the recruitment of the main examiner is the company’s sales director, it often measures the candidates with its own sales experience, ability and level. At the recruitment scene after another, we heard the so -called “good sales staff really difficult to find” again and again.
However, a large number of facts show that not only “good sales staff” are difficult to find, but even if they find sales staff who seem to be good, the actual use effect is difficult to do so. In fact, the past work experience of the sales staff brought them a work experience, and also gave them the imprint of past work. Because different enterprises have different corporate culture, different management systems, different sales strategies and policies, this situation often occurs in practice: the more experienced the recruited people, the more difficult it is to integrate into the sales team of the enterprise The greater its behavior conflict with the company’s sales management behavior, the easier it is to change jobs again.
Therefore, the selection of sales staff must go out of the misunderstanding of empiricalism and find candidates with good sales potential, rather than a person with rich sales experience. Therefore, the focus of the selection of sales staff should be to establish a scientific selection criteria, and the difficulty is to establish selection and test methods for selection. To this end, the selection of sales staff of the enterprise shall obtain the help of human resource management experts, or the recruitment supervisor should have the professional knowledge of human resource evaluation.
The countermeasures: judge that people should not rely on feelings and experience, and have a set of scientific evaluation methods. In the process of recruiting sales staff, selecting talents with the subjective feelings and experience of the main examiner often forms a situation where the subjects themselves are used as the reference system and selection standards, especially when the number of applicants is large, it is more difficult to find to find A suitable candidate. Therefore, if the company does hopes to select the right talent through recruitment, it is best to give up this approach. At present, human resource management experts have summarized some methods that can be evaluated for quality, abilities and potential for candidates who can be used for different occupations, which can be more objective and accurate to evaluate the appraisers.
This training: Get rid of the pan and talk about
in recent years, in the training of corporate staff in post training, sales staff training is undoubtedly the most valued. However, in these frequent training, there are often a universal misunderstanding. Because the sales business of the sales staff is equivalent to the marketing of the enterprise, when the sales staff is required to enter the
line of training, the enterprise often invites a teacher of the marketing from local universities to teach the market to teach the market Marketing, and the form of training is almost based on teachers’ teaching, and the trainers are extremely passive. In fact, from the perspective of sales staff, this training supply and training needs are often misplaced.
Therefore, the focus of the company’s sales training is that before the training, the theme and training object of the training must be clearly determined according to the position of the training target at the corporate management level and the training purpose of the training purpose. Of course, finding the appropriate trainer and training methods has become a difficult point in training.
The countermeasures: provide targeted training to the sales staff according to actual needs. In addition to the preaching of knowledge education and enterprise related sales strategies, policies, and sales management systems in terms of marketing, sales and other aspects of sales personnel, enterprises need to be different from different situations to effectively improve their sales skills and improve them. The team spirit, enhance their confidence, increase their understanding and identification of the relevant management regulations of the enterprise, and improve their loyalty to the enterprise.
The experience proves that to realize any of the above purposes, it is far from solving the problem by finding a professor to go to class temporarily. You must choose different training teachers and training methods separately. For example, to improve the sales skills of the sales staff, then the case discussion, role -playing, sales of sales, etc. are the right way; to improve the team spirit of the sales staff, then the group experience and role exchange operation of the grouping are Good. Method.
of course, in this case, enterprises must spend their efforts to find the right master’s training teachers, and let the trainee as much as possible to understand the company’s sales management measures, systems and related trainers. Training plan and method.
Incentives: Choose Objects
This companies use the same set of incentive tools and methods to uniformly incentives to all sales staff, or simply motivate according to the amount of sales. As a result, it is either difficult to motivate most people, or to motivate the effect with the overall marketing goals of the enterprise. This is a misunderstanding of sales staff incentives. From the perspective of practical experience, the focus of incentives for sales staff should be in accordance with the incentive objects, and the difficulty is to choose the incentive tools, strength and frequency.
The countermeasures: Incentives to sales staff must first distinguish the type of incentives of sales staff, and then select the appropriate incentive tools and maintain an appropriate incentive intensity and frequency. Generally speaking, according to the incentives of sales staff, they can divide them into competitive, achievement type, material type, inertial type and limited target type.
(1) Competitive sales personnel are those who show their ability to work better than colleagues. Sales competitions are the best tools that inspire them, and incentives in accordance with the laws of off -season often stimulate their competitiveness.
(2) Achievement -type sales staff are those who show their excellent work ability, win respect, and have self -challenge spirit. The challenges that they give enough respect and give them the opportunity to accept sales problems often effectively arouse their enthusiasm.
This I have suggested that a company formed such a person to attack the group to specialize in the order that is difficult to talk about. As a result, the order reaching rate of orders not only increased, but also greatly improved their work enthusiasm. Of course, letting them lead their apprentices often have good incentives.
(3) Sales staff of material types are those who take economic remuneration as their main work goals. For such people, challenging sales goals and irritating bonus systems will have good incentive effects.
(4) The inertial sales personnel are those who lack clear work goals and spend their career time step by step. Such people are more difficult to motivate, but in management practice, it is found that the pressure on their career instability can often stimulate their enthusiasm. In this way, shortening the assessment period and improving the assessment indicators are a good incentive means.
(5) Limited target sales personnel are those who have rational considerations of hard work and enjoying their spare time. This is the most difficult group of people. They must first guide them to the previous page 12
On how to bring a sales team 2 how to control the loose sales team
C market is a key market for a cosmetics company. The market’s economic indicators are among the best in the country. The market sales of the C market have always occupied a pivotal position in the company. The annual payment of 20 million years ago during the heyday of three years ago, this glory ended with the hopping of a regional manager. In the early days, it has also made good contributions, but as the company’s repayment amount has increased significantly, and personal income has not increased significantly with its own wishes, so it goes to the high. The departure of a region manager would not have a great impact on the market, but this was different. Because the company’s development is relatively rapid, and various management can not keep up in time, it has not formulated modeling, and it has always been like many companies now. It is managed by capable people and can be available. Normal operation, and once the capable person leaves, the market will face the danger of paralysis. The C market is exactly the case. One year after the manager resigned, sales fell by 25%. When the author took over market C two years ago, the market changed two consecutive district managers and frequently changed the generals, making it difficult for the team to stabilize, employees have no sense of belonging, and there is no sense of security. On the one hand The employees who came up were either lost quickly or assimilated. The team became scattered, and the internal fighting increased. In order to pursue short -term repayments to get more commission, they did not hesitate to make a lot of unused short commitments, and even maliciously channeling. The marketing team is extremely scattered. Many of them have long become “old fritters”. Some people are reluctant to travel. Some people travel to the mountains and sleep in the mountains. The performance continued to decline, but the complaints of customers were surging, and at the same time, it also brought a large number of travel costs, which was called “suffer army” by the boss. That is, the customer suffers, and the boss suffers. Customers’ complaints are also one after another. Some of them have switched to other brands, and the sales network that the company’s efforts will be established are likely to be destroyed.
In this case, the author came to this company and took over the market C. The East China Manager of Renmou Cosmetics Manufacturer placed in front of a full mess. The so -called “elite” person hired by the boss’s annual salary of more than 100,000 years disappeared without a trace after leaving a personal pocket and leaving a train. In danger, there is no choice. After the author arrived, he conducted a survey and understanding of the situation of the market and personnel. Through analysis, it is believed that the key to solving the problem should work hard from people’s problems.
The mentality of employees is generally problematic. The author communicates with some people who are motivated and strive to change their own problems. For some “mixed” types, they will be dismissed. And recruited a lot of newcomers to join in, supplemented with fresh blood for the team. After more than half a year of rectification, the performance has been rapidly improved. In the following days, our team continues to grow and increase its cohesion. After two years, we gradually become a star team in the company.
This Looking back at the storms of more than two years, the author believes that it is necessary to improve the team’s combat effectiveness to make it outstanding, and get rid of the team into the most important magic weapon of the “suffering army”. And go deep into execution. And this management concept is not a long story, but only a simple point. To do the market, people are the subject. To do a good job of the market, we must first do a good job of people.
In someone who once asserted that the competition of the enterprise is in the final analysis.
How to condense excellent talents and exert its subjective initiative is a primary problem in front of each manager. People in the industry today often lamented: the cosmetics industry is getting more and more difficult to do, and it is more and more difficult for excellent talents to find. Many managers are not hesitant in terms of talents, but there are still talents that cannot be recruited.
This, as a regional manager in the cosmetics industry, has also faced a “suffering army”, which has a profound experience. The experience is summarized and shared with people in the industry.
.
The primary task of team management is to have a clear goal (long -term and short -term). This goal must be combined with individual goals, that is, while achieving the company’s goals, personal goals can be achieved. The goal is consistent at a certain level. For example, when the company’s goal is to develop to what stage, and when this stage is developed, how will individuals benefit. The common vision mentioned in the “Fifth Cultivation”, and our grandmother’s grandson once said that “winning the same desire to win” is about this principle.
It to unite employees, we must have a common struggle goal, and must be combined with the interests of most people, rather than the so -called personal goals with the company. Man is the ultimate subject.这个目标还要让每个人都清楚明白，打个形象的比喻：员工上了你这条船，你必须在他们上船后告诉他们我们的目的地是去往哪里，到达后我们能够获得什么， Otherwise, employees will feel confused and doubtful, and have no sense of direction and security in their future, and they will prepare to leave at any time.
The army is also a team. Why do the army led by our party finally achieved a revolutionary victory? There are many reasons, but one is the most important, a clear goal, and deeply rooted in the hearts of the people, aroused the people’s hearts, aroused the people’s heart Everyone’s revolutionary enthusiasm is liberating the whole China, changing the fate of exploitation and oppression, and turning over as the master, so he can win strong. On the contrary, although the Kuomintang army has a large number, they have their own small abacus, each of which is politics, such as a plate of scattered sand, so the combat effectiveness has greatly weakened and eventually leads to failure. Therefore, it is clear that the goal of everyone’s desperation is the foundation of the team to condense and enhance the combat effectiveness.
. The absorption of the poverty -stricken Chinese farmers’ trouble.
The saying that business representatives are called “good people are unwilling to do, they can’t do it”, there are many people who raised their respects as a disdain for business. Bitter, dry heart and dryness, you can open a small difference in a few days, and it is easy to transmit negative things to others. Such people have to let him conspire separately. Of course, people who are very stupid can’t do it. We want “poor and middle peasants”, that is, those who are not stupid, but their education is not very high. Family and their own economic conditions are not very good. The situation of its own, so the enthusiasm of the revolutionary work is the highest. One of the important one of Tsingtao Beer’s employment philosophy is to use the most suitable person. On the contrary, some companies pay too much attention to education and experience experience. This approach is not suitable for business representatives of our fast consumer goods industry. First of all, our industry knowledge is not complicated, does not have high difficulty, good and stable mentality and hard -working spiritual spirit. It is the most valuable, and those employees with high education are relatively high compared to employees with low education qualifications. The requirements for the working environment and treatment will be much higher, and the room for work is much greater. It is worse, and the relative stability of the team is crucial to the overall development of the team.
three, do the iron first.
It to strengthen the basic quality of employees, as a very challenging job as a business representative, in addition to having high industry knowledge and strong communication and negotiation capabilities, I think there are three important basic qualities of basic qualities , That is, confident, courage, and enthusiasm. I think the importance of these three qualities is familiar with everyone who is engaged in marketing. Facing the countless rejection of customers, people who lack courage will not even dare to enter the customer’s door. How can they make a business? There is also no enthusiasm for work, lack of infectious power, cannot infect customers, cannot impress customers, and it is difficult to get customers. In order to strengthen the quality training of employees, we have carried out a variety of actual combat exercises, such as a 5 -minute speech, on -site simulation sales, negotiation exercises, emotional control exercises, etc., which enriched employees’ lives, proficient in business knowledge and negotiation skills, increased The employee’s sense of belonging and improved their psychological quality.
. Proper pressure to adapt to pressure.
The marketing itself is a very challenging job. The pressure is inevitable. To let employees gradually adapt to work pressure, let employees understand that pressure is normal and necessary. The role, the pressure comes from two aspects. The stylish pressure refers to the clear work tasks and management assessment indicators every month or even every day. Personal habits are corrected, so that bad habits cannot affect the normal progress of work. In addition, it is necessary to cause an invisible pressure that only individuals can feel. For example Praise and convey to other people, there will be an invisible pressure on people with poor these grades, which will spur them to keep working hard to catch up and surpass. The pressure gives people a feeling of negative things, but it is not the power to be motivated. Don’t worry that the pressure will cause people to lose. In fact, it is some people who can’t be competent. The pressure left is the employee who really needs the company that can create value for the company.
5. Inspiration and constant motivation.
It constantly incentives. Sales work is a very challenging job. Every day, you will face a lot of rejection and setbacks. It will be difficult and unsuccessful by customers. In the same way, the fighting spirit and confidence will slowly reduce or disappear. Only in time in time will it help restore their confidence and courage. Each of us has experienced this: when you are in a bad mood, you can read some inspirational Books can make people feel self -confidence, and feel that their strength is much stronger. There is also a very important and effective form to formulate a reasonable and scientific salary system and necessary material rewards.
6. Learn from ants.
This managers now want to learn the spirit of wolf, we advocate the spirit of learning ants, because ants should be regarded as the richest team spirit in nature. It is not allowed to be underestimated. In Africa, the Ant Army has swept through thousands of miles of grasslands several times. Even if the fire and the flood have not blocked them, why not learn the spirit of ants?
In order to mobilize the enthusiasm of the entire team, we divide the employees into multiple groups according to the region or other conditions, and select the team leader. , And if the entire group is not on, personal income will be greatly affected. Let each group compete, guide new and old businesses to conduct transmission, help, and bands, promote the comparison, catching, and superiority between the groups, and enhance the group members of the group. Get up and strive for good performance.
In recent years, the cost of manpower has been increasing, and the loss rate has been increasing. It has become a severe and indisputable fact. The reason is very one -sided. In the face of constant new problems, the author hopes that through the above experience and summary, the marketing people in the industry can inspire. After all, the development of enterprises is inseparable from people.