More marketing dry goods are available in medicine
First of all, the store manager must understand that he is not God, he can't say that he wants the mountain, the mountain will come, I want water, the water will come, and the store manager will train a new employee, but also rely on time and accumulation, there is no shortcut in the middle, what the store manager has to do is how to make him finish it faster. When a new person comes to our store, how can I make him my backbone as soon as possible?
There are roughly two ways of management, one is result-based management and the other is process-based management. It is not enough for a newcomer to make just a request, we have to teach him by hand.
You should care about the process and method of doing this, and if your work energy allows, you can even sit next to him and correct the problem in time.
Generally, newcomers don't have too many mentality problems when they come in, and they are exposed to a new industry, with freshness and passion, but what they lack is the ability to survive.
If you can't even live, how can you let him continue to grow and create performance for us?
So the method I use is like this: it is not easy for newcomers to make a deal, so I first go to see how the old employees receive customers, so that I can quickly learn the sales skills and professional knowledge of the old employees. Then give the new employees the opportunity to receive customers, and let the old employees help by the side.
When a new employee gets his salary after the transaction, this will be more motivating than all my preaching, so first of all, we must solve the new person's life problems in order to better talk to him about development.
People are competitive and competitive, and if you let him do something very dullly, he may not be able to do it well.
But if I tell him that there are three or five people, whoever does it first will have a certain reward, and whoever does it at the end will have a certain punishment, and the competition mechanism will come out, so that he can take the initiative to complete the work more actively.
When dealing with a new employee, it is impossible to have only one immutable requirement, when his ability reaches a starting line, you have to draw a higher line for him.
For example, when we work in a store, we may be rewarded for how many customers you can make in the early stage, and over time, everyone can make so many transactions, and I will reward the person with the highest performance.
Then when everyone can achieve a certain performance, then we have to start looking at the customer's evaluation of the employee, and we will reward the employee with higher performance and better evaluation. Our requirements will gradually increase as your people grow.
First of all, a person came to us, and we told him that there may be a monthly salary of 50,000 yuan in our industry, so it is better to tell him directly how much performance a certain employee I had here last month and how much salary he received last month.
The role of the team is not only our small team, you can use some external forces to give new employees more nutrients.
The so-called one person is short, and everyone is long, so you must rely on the advantages of the team to assist in the cultivation of your newcomers.
In addition, the store manager may have a lot of transactional work to do in a team, so you can find some old employees to divide these tasks ......Rely on our colleagues and resources around us to achieve the growth of newcomers as soon as possible.
In the process of a newcomer's growth, it is impossible to be a positive factor, and there will always be a situation of seven, seven, eight, eight.
First, there will always be people leaving
* Lost, people are gone, people are promoted, this is an inevitable process. Therefore, to face it correctly, there is no need to affect our own mentality for the resignation and promotion of a colleague, and to achieve a level, you must have the mentality to adapt to this position.
If you don't have a balanced mindset yourself, what kind of mindset will your group members have? What we can do is to make the person's job life cycle as long as possible, so that he can create as much performance as possible, earn money for himself and the company.
Second, find out the mentality problem in time
To give an inappropriate example, why did the Chinese People's Liberation Army and the Red Army of the Soviet Union before the collapse fight so well?
They come to do the ideological work, and they tell these fighters why you are fighting, how you can adjust your mentality to the environment. It is impossible to set up such a role in our store, so our store manager should do this job.
The adjustment of employees' work skills and working methods is attributed to the technical level, so while doing a good job in the technical level, we must do a good job in the mentality of employees.
It is impossible for an employee without a mentality to create performance. Paying attention to the mentality of employees is a very important topic in our emotional management.
Third, pay moderate attention to the lives of employees
In fact, there are many employees around us who leave because of life problems. Maybe in a certain period of time, he will eventually lead to this loss due to economic reasons or some conditions in the family.
But we can't relax our requirements for work, so how can we bring the relationship between two people closer to a tipping point without reducing the quality and quantity of our work? So help him solve his life problems.
Solving life problems is not necessarily to lend him money to keep this person, it may be to care about some small details in life, which can make our employees better unite around us.