The formation of an efficient team in an enterprise is inseparable from the recruitment of personnel. How to choose the right person is the key to team building (see the introduction of Ma's blog "Classification of Job-seekers and Selection of Employees in Career" for details). The quality and practical skills of recruiters will directly affect the overall cooperation, communication and combat ability of the team.
When recruiting salespeople, we should first consider the conduct of salespeople. Salespeople are exposed to money and things, and honesty is a necessary requirement. At the same time, the knowledge level is the embodiment of the comprehensive quality of a salesperson, which requires the salesperson to master and set foot in a wide range of medical professional knowledge levels: industry knowledge, professional knowledge, market research and other levels of knowledge. Moreover, before planning the sales target, sales target and sales field, sales personnel should first be familiar with some principles and links of planning.
Through team building, we will further strengthen the construction of management, R&D, design and marketing teams, and build a high-quality comprehensive team with more reasonable structure and innovation through planned hierarchical team training, enterprise knowledge sharing and information platform construction, thus promoting the further promotion and development of enterprise brands.
2, a clear division of labor, clear responsibilities.
There are many difficulties in enterprise marketing, and the market also determines that only when each team member is clear about his/her job responsibilities will there be no undesirable phenomena such as buck passing. If someone fills in the blanks in the team, it will bring not only the loss of wages, but also the psychological imbalance of other people, which will eventually lead to the overall decline of the company's work efficiency.
Therefore, it is necessary to formulate a clear job description, so that all levels of the team can know their specific tasks and scope, their own ability requirements and the relationship with other positions in detail, so as to guide the work of team members.
At the same time, for a team, it is also very important to define and motivate the team's future goals and describe the team's vision after the goals are achieved. Everyone has a dream. You should let your team see it and try to realize that dream.
3. Be honest and set an example.
Correct yourself first and be a man in advance. For managers of enterprise teams, if they want to manage their subordinates well, they must set an example and be brave enough to take responsibility for them. Moreover, they must put everything first, be strict with themselves, and do not do to others what you don't want them to do to you. The so-called train runs fast, all by the front.
The result of "a lion leads a flock of sheep" is absolutely different from that of "a sheep leads a flock of lions". A mediocre leader will only turn the following people into mediocrities, so the management art, skills, professional skills, personality and personality charm of sales team leaders are the key to whether a team has combat effectiveness.
Therefore, the power of leading demonstration is amazing. Once the prestige is established among employees by setting an example, they will unite from top to bottom and greatly improve the overall combat effectiveness of the team. Being a leader admired by subordinates will make the team get twice the result with half the effort.
4, trust and authorization, * * * grow together.
If an enterprise wants to achieve an efficient team, there must be full trust between leaders and team members. Trust is the basis of team cooperation. With trust, we should empower them and equip them with appropriate resources.
Active communication with team members and smooth information exchange with team members will make team management like a duck to water, thus correcting mistakes in management in time and making more feasible plans and systems. Otherwise, it will become "let the horse run, don't give the horse grass", and finally can't complete the task.
Everyone wants to prove their worth with their own abilities, and team members are no exception. Giving them more space to display their talents is the greatest respect and support for them. Don't be afraid of their failure, give appropriate support and guidance, and give team members opportunities to exercise and play at appropriate opportunities. Their growth will bring greater contribution to the work of team leaders, and let the "eagle" in your hand fly and let them soar in a wider sky.
5, performance appraisal, survival of the fittest
In order to maintain the vitality and creativity of employees and realize the rational flow of talents, enterprises need to establish a set of mechanisms for discovering talents, cultivating talents and eliminating unqualified talents suitable for the development of the industry and their own characteristics, so as to realize the "survival of the fittest" of organizational personnel and realize the optimal allocation of human resources, including performance appraisal, promotion and elimination mechanisms, career development and selection mechanisms.
To "shunt" employees whose ability or value orientation does not meet the development requirements of the clothing industry, eliminate the sediment layer and promote all employees to work hard.
Enterprises can further establish the internal labor market, adhere to the competitive recruitment system, make employees get in and out, promote the attraction and emergence of outstanding talents, realize the optimal allocation of internal human resources, and promote the career development of employees on the basis of rational flow of talents. Make the value orientation of employees and the value orientation of enterprises converge, employees are willing to contribute to the enterprise, and the enterprise provides the stage for employees to develop.
A fair and reasonable salary system is an important guarantee for the formation of team cohesion, so is the enterprise marketing team. The salary must be formulated in consideration of marketing objectives, combined with specific market conditions and the salary level of competitive enterprises. With the salary system, it is necessary to establish an assessment mechanism, and linking the salary system with the assessment results is also an important guarantee to strengthen team cohesion (see the related introduction of "Some Choices and Feelings of Sales Team Management" on Ma Blog for details).
Although the performance appraisal is carried out within the team, this elimination mechanism of survival of the fittest should also be implemented. In any team, 20% is progressive, excellent, 20% is backward, and the other 60% is neutral and vacillating.
In the sales team, various marketing competitions are often held. The winners are rewarded, and the laggards are punished or even eliminated (the heart of reward, the heartache of punishment). 60% of the team must follow the excellent 20%, and the team members are full of competition. The whole team will form a more positive atmosphere than learning, which will greatly mobilize the enthusiasm of marketing personnel, and the whole team will develop in waves.
6. Learning team, combining kindness with kindness.
One of the guarantees of the efficiency of enterprise marketing team is to improve the quality and ability of employees, which is also an effective way to improve the management level, and this needs to be realized by building a "learning team". Continuous learning is conducive to improving team execution and enhancing team cohesion. On-site hands-on guidance can correct employees' mistakes in time and is one of the important forms to improve employees' quality.
However, too many small and medium-sized enterprises are * * * in nature. After recruiting salesmen, only simple product knowledge and introductory training are held, and without other training, salesmen are sent to the front line of the market (see Ma's blog "How to manage the front-line marketing team" for details).
Some salesmen learn from old salesmen, while others grope for it themselves. In this way, the market performance and performance of high-quality salesmen are not bad, most of them are unsatisfactory, some are quickly eliminated, and some choose to leave when they find themselves "incompetent and inappropriate".
Treating employees with poor learning awareness, blindly creating a good soft environment for him and helping him may not necessarily make him feel the importance of "radish", and sometimes it is inseparable from the threat of "stick". This combination of goodness and goodness will stop their passive and lax mentality in time and inspire them to play their potential.
Employees with strong self-awareness also have times of satisfaction, stagnation and depression, and they also have dependence. Appropriate criticism and punishment can help them recognize themselves and re-inspire new work morale, which is always based on the principle of letting them know the importance of learning.