Paint knowledge: how to recruit, employ and retain paint dealers?

Core tip: Q: in recent years, the company's growth in performance is relatively stable, but it is difficult to make a big breakthrough, which has a lot to do with personnel instability Now our company has more than 20 employees, most of them are business people, but nearly 50% of them leave for various reasons every year Some people are dismissed by the company because of their lack of ability, some are transferred to other companies or choose other occupations, including even the backbones with outstanding performance It's hard to see the salespeople trained by themselves contribute to other companies, but how to keep them? A: to solve the problem of difficult employment and retention of dealers, we can't just 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 House News: in recent years, the company's growth in performance is relatively stable, but it is difficult to make a big breakthrough, which has a lot to do with the instability of personnel Now our company has more than 20 employees, most of them are business people, but nearly 50% of them leave for various reasons every year Some people are dismissed by the company because of their lack of ability, some are transferred to other companies or choose other occupations, including even the backbones with outstanding performance It's hard to see the salespeople you train contribute to other companies, but how to keep them To solve the problem of difficult employment and retention of dealers, we can't just find reasons from employees Everyone is eager for better development However, due to the limitations of the company system and the personal management ability of the boss, dealers can't provide employees with satisfactory career prospects, so employee turnover is a natural thing Therefore, dealers must think about the recruitment and retention of talents as a whole The way to attract people: choice is very important The dealer is always recruiting, but can't find the right person It's hard to find a barely right person It's very hard to train Within a month, the person leaves the job The dealer can only continue to repeat the process of recruitment, interview, trial and resignation talk So, first of all, we need to be clear about what kind of people to look for Only honest, sales loving, extroverted and passionate employees can work for the longest time and best in the business company Second, we need to build the company's attractiveness Many dealers only focus on making money, but neglect to build the company's image and attraction In fact, it is very important for dealers to build the company's attraction, the boss's personal charm and a good personal growth environment Third, hire different people at different stages When there is a shortage of people at the beginning, we need to hire diligent people, because diligent people are more responsible and more stable; in the rapid development period, we need to hire smart people, because smart people are more creative and adventurous; in the stable development period, we need to hire diligent and management talents, because we need more standardization and execution The way of employment: encourage employees to realize their aspirations To this end, first of all, we should seize the needs of employees, stimulate their motivation, and reward and affirm their outstanding performance in time Specifically, there should be a clear promotion mechanism, fair employment standards and scientific and standardized performance appraisal mechanism Secondly, we should teach students according to their aptitude It is difficult for dealers to employ people in two aspects: one is that employees do not make achievements and grow slowly; the other is that they make some achievements and require more For different types of employees, dealers should adopt different management strategies: for employees with high willingness and strong ability, they should give more authorization and more guidance; for those with high willingness and low ability, they should give more guidance and less motivation; for those with low willingness and high ability, they should give less guidance and more motivation; for those with low willingness and low ability, they should set a time limit and eliminate them as soon as possible On this basis, through the training and internal competition to improve the quality of employees The way to stay: don't give up Why do dealers try to keep employees? Recruiting and training a new employee is more expensive and takes longer than changing an old one As a member of the company, employees can retain as much as possible It is a principle not to abandon, not to give up, but also to give employees a sense of security and belonging There are three ways to retain people: emotional retention: first, think about the problems of employees, let employees talk, and then say the expectations of the company, the expectations of the department head, his own potential, and hope that he will continue to struggle in the company Business retention: the business of dealers is in the front line of the market They know more about local channels and are better at communicating with terminals Therefore, no matter whether they start their own business or develop their own production enterprises, their success in the business and trade company will be of great help to them in the future Therefore, if they want to have greater success, they should first be based in the company Career development retention: understand the employees' ideas and future plans, help them plan the implementation path, and infect them with our management mechanism and employment concept [focus on WeChat official account "paint net"; pay attention to surprises; scan code to see what the paint sales are Great! 》Paint home is specialized in coating, diatom mud, paint coating, coating process, news information and coating of fireproof coating, diatom mud, paint coating, coating process, decoration knowledge and decoration effect map of fireproof coating,