Often consulted by fans and friends: the sales performance of the company's salesmen is difficult to complete, and most of them are in the state of "waiting for orders".
So, I'll share with you today: the method of encouraging sales staff is simple and practical. ...
0 1
Form a phalanx
According to the historical performance of employees, employees are divided into two squares: A square and B square.
A phalanx member:. . .
B phalanx members:. . .
Note: A few people may not enter the square PK under special circumstances, but they also need to set personal goals.
02
target setting
1. According to the market evaluation, the company sets the bottom line target for each class. This bottom line goal must be recognized by employees.
2. Employees set personal goals for themselves according to their own conditions.
Special note: employees will use the non-public system when filling in personal goals, and then make public after filling in.
03
Target primary key
1, and 50% of each box is selected as the main reward object (such as 6 people, that is, the top three).
2, according to the actual performance of AB phalanx ranking, cash reward.
04
Reward source
1, employee target PK: if the actual performance result of the employee exceeds the personal target, PK will be paid for every certain amount, and if it is lower than the personal target, PK will also be paid.
Example: A set a target of 6,543,800 yuan, which actually reached 80,000 yuan, and paid 200 yuan PK gold. If it actually reaches 120000 yuan, it will also pay 200 yuan PK gold.
2. Follow-up of the company: If the bottom line goal is reached, the company will invest the same amount of bonus into PK gold according to the total amount of PK gold paid by the team. You can also extract a certain percentage of bonuses to invest in PK gold according to the overall performance.
05
PK excitation
1. In the following cases, the reward will be discounted and the reward will be 50% off:
(1). When setting personal goals, rank the bottom 50% in the same box.
(2) Although the actual performance was ranked in the top 50%, the personal goal was not reached 100%.
(3) If the company fails to reach the company's bottom line target, the company will not invest any bonus. 50% of the total personal PK will be awarded to the top 50% of colleagues, and the remaining 50% will be included in the company's annual target award. (In this case, the above two concessions can be waived).
(4) After the bonus is discounted, if there is any balance in the employee's PK, it will be included in the annual target reward.
2, reward distribution
(1). According to the actual contribution performance of AB phalanx, the total prize amount is allocated according to the contribution proportion.
(2) The top 50% of the awards, such as the top three, are distributed in proportion: 50% for the first place, 30% for the second place and 20% for the third place (the specific proportion can be adjusted by each enterprise).
06
Clear rules
1. Except the personnel designated by the company, other business personnel must set targets, which shall not be lower than the personal bottom line targets set by the company.
2. The first month of new business personnel can be indefinite. You must join this PK activity from the second month.
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