China's pet industry is very similar to the cosmetics industry 20 years ago and the maternal and infant industry 10 years ago. On the other hand, the user base is extremely huge, and the number of one-person pet families in China has exceeded 12.5 billion households, and the penetration rate of pet households is increasing year by year. The retail end of the intermediate channel connecting the two ends is thin and long, there are few national chain brands, and even the regional leaders are scarce.
Judging from the vitality and operating efficiency of the store, most pet stores are still struggling to survive.
According to relevant industries, in 2023, 34% of pet stores will be open for less than 1 year, 59% of pet stores will be less than 100, 59% of pet stores will have a monthly income of 3-50,000, and a single individual pet store will still be the mainstream, accounting for 618%, only 13% payback period is less than 1 and a half years.
On the one hand, the industry maintains double-digit growth every year, on the other hand, the pet store closest to the user is so inefficient and "incompetent", what kind of problems have occurred in the business model and operating efficiency of pet stores? How to improve?
Status quoHigh costs and low human efficiency
High labor costs, heavy tax burdens, expensive store rents, high costs for developing new customers, lack of talents, slow time to train talents, and high turnover rate of employees who are hard to cultivate...
Status quoA high salary may not be able to keep people, and leaving people may not be able to leave a heart
Keeping people with a high salary is just like "taking Viagra", which is indeed immediate, but it can only be happy for a while, but it cannot be long-lasting. Why don't employees always take the initiative and do things voluntarily? Why are employees not enthusiastic enough to do things? Why aren't employees as motivated as they used to be?
Status quoBosses and employees, the convergence of interests is difficult to achieve
Essentially, the interests of bosses and employees converge, but no one will want to do it for others, everyone will want to do it for themselves. How to change the relationship between employees and bosses from an employment relationship to a cooperative relationship or even a partnership relationship through the benefit distribution mechanism?
It can be seen that how to give full play to everyone's personal value? How to solve the problem of who employees do for through the compensation mechanism? In the early stage of protecting the interests of the company, how to stimulate the new vitality of the organization through the setting of the partnership mechanism?
These problems are like the "roots" of the enterprise, if they are not completely solved, there is no way to better implement the business strategies and tactics of the store, and it is impossible for the seedlings to grow into trees and spread out the branches.