Marketing: how to build a stable paint sales team

Core tip: it is more and more difficult to find and retain conference marketing talents Coating enterprises do conference marketing, many governance will appear more tired people Do conference marketing some paint enterprises to taste, some fear like tiger, some like chicken ribs, only a few stick to it, and do well So today's conference marketing executives should consider how to build a stable sales team? Difficulties in paint conference marketing: how to build a stable sales team? To build a stable sales team, we should do the following two things: first, we must keep it effectively Application scope and advantages of roller ceramic coating Recommended introduction: the surface of ceramic rubber plate used for roller ceramic coating is cast into durable rubber plate by hundreds of independent small ceramic pieces Each ceramic piece has raised characteristics Under general conveyor belt pressure, thousands of unique cast bumps can produce positive traction, prevent slipping and extend the service life of conveyor belt roller At the same time, the bottom layer adopts high-quality rubber, which has strong elasticity and can play a good impact resistance role The scope of application of roller ceramic coating is one three six 83857180 (the same as V) 1 Roller coating in extremely harsh working environment 2 The belt joint is not suitable for fixing with iron buckle; 3 It is suitable for leather Paint Home News: today's conference marketing talent is more and more difficult to find, more difficult to stay Coating enterprises do conference marketing, many governance will appear more tired people Do conference marketing some paint enterprises to taste, some fear like tiger, some like chicken ribs, only a few stick to it, and do well So today's conference marketing executives should consider how to build a stable sales team? Difficulties in paint conference marketing: how to build a stable sales team? To build a stable sales team, we should do the following two things: first, we must effectively retain employees (as summarized below) 1 The old is not in the knowledge-based economy, and the new is not in the knowledge-based economy society, and the employees are no longer a simple manual workers Their knowledge, skills, experience, information and information are the most valuable resources of the market In case of staff turnover, what the market loses is not only a labor force, but also a skill, a group of customers and a market So the market leader must try his best to keep the old employees, so as to reduce the loss of the market and the company As new employees enter a market, they are not the first-line managers of the market, but the old employees in their daily work and life If the first-line managers of the market do not pay attention to the treatment and emotional investment of the old employees, then they will speak ill of the first-line managers of the market or the market or even the company in front of the new employees They will vent their work emotions to new employees In the end, new employees become the outlet of old employees So most new unions choose to leave Today, the current situation in most markets is that old employees cannot stay and new employees cannot be recruited So this is because the market front-line managers ignore the social changes, market changes, staff changes and so on Now the quality of new employees is declining and the requirements are improving They don't work as hard day and night as the old employees in the past For post-85 and post-90 employees, the less work, the better, the higher the salary Because most of them are only children growing up in the greenhouse, they can't understand what "hardship" is So the new employees only ask for salary and are not willing to work The first-line managers of your market will do as they see fit, not as they leave Anyway, today's students would rather be unemployed than wronged Because they had no crisis, the sky fell down and there was a family holding it What are they afraid of if they don't work for half a year and don't worry about food and clothing? But you have no way to manage the market You can't wait, or you can't delay, or the business that makes money will pay off Therefore, if the front-line market managers want to do a good job in the market, you should treat employees as customers and serve employees as customers Especially the old employees can not be ignored They are the God of wealth in the market! However, now some market leaders don't pay attention to the management and operation of the old employees They always think that the flowers at home are not fragrant or that the new employees are better at management than the old ones As a result, the people inside didn't stay and the people outside didn't come in The people in the market are unwilling to stay in the market because the front-line managers do not attach importance to it People outside, because they can't see hope, dare not come in If the front-line managers of the market think about it from a different perspective, deepen the emotional exchange between the old employees, and attach importance to their future development, then the old employees will also stay, and the new employees will be envious when they see the ability growth and income increase of the old employees, and they will naturally want to come in So the market can attract new employees only by retaining the old ones It's like whether a child is filial to his parents, that is, whether his parents are filial to his grandparents In fact, the same is true for the employees in the market Whether the market front-line managers are good to the new employees depends on whether they are good to the old employees! If an old employee does not get the respect and trust of the market front-line managers in the market, then no matter how many good words the market front-line managers say, the new employees will not believe it 2 Benefit sharing and common development now some markets, long for the benefit of their children or short-term interests, will bring all the good resources of the market into their hands, so that they can eat meat alone in the whole market, while others can't even drink soup In fact, among some well-developed teams, it has become a common phenomenon that the market appears in the form of team interest combination; if you want to make money or develop, you must have the strength of the team Only in this way can employees have a positive impact on their work Therefore, the sharing of interests, risks and common development is the fundamental to meet the economic purpose and development of the market 3 The change of work task should inform the staff in advance that "iron camp, water soldier" is the true portrayal of our work In fact, the working environment and tasks of every employee in the market will be adjusted or changed at any time due to the nature of our work When this happens, the market leader should inform the employees of the adjustment and change in advance, which will have a positive effect on the development of the market and respect for the employees On the contrary, the front-line managers of the market will frustrate the employees' enthusiasm for work, and as time goes by, the employees will stand on the opposite side of the market leader and have serious confrontational psychology, which will give birth to the market Deposit and development bring huge risks 4 Let employees understand that the division of labor within the market should be clear, and everyone should have their own role To make sure that everyone has something to do and everyone has something to do A clear division of labor is the condition for orderly work and development The first thing for a new employee to enter the market is to understand what the market is doing, how to do it, what positions to take, and their positions and roles in the market 5 Let employees know the expectation of market front-line managers As a market front-line manager, it's relatively easy to implement his own decision into all aspects of market management and management What's difficult is to let employees take the initiative to tie their own development and interests with market development, so that every employee can know what the market front-line manager is thinking and what he wants most If he needs to solve problems such as sales, he hopes to have several powerful helpers And so on Market front-line managers should give employees an opportunity to enhance cohesion, enhance subjective initiative and actively think for the market, so that the development and interests of employees are closely linked with the development of the market Note that this is not a small team 6 To set an example for the market, as a front-line manager of the market, there is no need to spend a lot of time and energy on improving the working skills of employees But some practical problems do exist among the employees with low ability One of the best ways is to ask the employees with better ability in the market to help him This can not only save the energy of the market front-line managers, but also solve problems More importantly, it can make employees feel the value of existence 7 Encouragement and reward should be given to employees frequently in regular work On the contrary, as time goes by, employees will lose their enthusiasm and initiative 8 To help new employees quickly get familiar with the working and living environment, the most difficult thing to forget and change is the first impression The first impression is to lay a foundation for tacit understanding and smooth work in the future, so that employees have a sense of belonging and feel the warmth of home 9 One of the most important factors for the survival and development of the market is how to form team cohesion It's a good way to communicate effectively with employees' thoughts and feelings Maintaining a certain degree of contact and communication with employees' families can eliminate the gap between market front-line managers and employees, and enable family members to understand and support employees' work in the company 10 To help employees realize their wishes, everyone has their own ideals, and they are eager to realize or achieve them In order to make employees maintain their work enthusiasm and sense of achievement, market front-line managers should help employees to realize and achieve some wishes, so that employees have self-confidence and positive personality 2、 Set up a reminder mechanism for target Governance: 1 Set up a work column in the office, which can be divided into three boxes: corporate culture column, enterprise system column and market announcement column Each part has an independent sales announcement column, which can announce the total task quantity, individual task quantity and current completion situation of some parts in the form of table or histogram 2 The daily sales logo can be used to remind the employees of the gap in daily sales The red star can be used to encourage employees to make further efforts, remind other employees who are the first in the Department now and how much performance they have Compare their positions and encourage employees to quickly surpass Use the black star to warn the employees that you are still the last one You must work hard, or you will not catch up When the sales statistics of all employees in the market are published, the sales status of employees can be marked in the form of multi star stickers The first place is marked with ★★ and the second place is marked with ★ and the last one is marked with black stars to indicate a warning 3 At the staff meeting at the end of the month, the manager handed over the activity red flag to these monthly champions and delivered the award-winning speech, holding the black horse forever At the same time, black horse won other awards from the marketing office and the headquarters of the company B Two quarterly Golden Eagle employees and a quarterly golden eagle team are selected from each market every quarter At the staff meeting at the end of the quarter, the head office of the company handed over the Crystal Golden Eagle of marketing activities to the quarterly champion, and enjoyed the rewards from the marketing office and the headquarters of the company C The annual gold collar employees are selected by the company according to the annual income of more than 50000 yuan of grass-roots employees, market directors, market managers, company leaders and other employees Their comprehensive quality and image have made great progress Let a large number of employees through the annual gold collar employee selection