Team Lax, How Do Regional Managers Rectify Disaster Troops?

Case: the C market is a key market for a cosmetics company. The economic indicators of the market are the top spears in the country. The sales volume of the C market has always been a decisive factor in the company. The annual repayment amount reached 20 million in the heyday of three years ago, and this brilliance ended with the job hopping of a regional manager. The manager also made a lot of contributions in the early stage of the company's start-up, but with the substantial increase of the company's repayment amount, the personal income did not increase as much as he wished, so another high went.

The departure of a large district manager will not have a great impact on the market, but this is different.

Because the development of the company is relatively rapid, and all kinds of management have not been able to keep up with the time. It has not formed a model, and has always been like many other enterprises nowadays. Relying on the management of capable people, capable people, and relying on personal prestige and ability can guarantee the normal operation of the market, and once the capable person leaves, the market will be in danger of paralysis.

The C market is just like that. Sales volume dropped by 25% in the year after the resignation of the manager.

When I took over the C market two years ago, the market changed to two regional managers. The frequent changes made it difficult for the team to be stable. The employees did not have a sense of belonging. There was no sense of security on the part of the employees. On the one hand, the enterprises were recruiting a lot, while the employees recruited were either quickly lost or assimilated, the teams became slack, and the internal fighting increased.

The marketing team is extremely lax, many of whom have long been "lax", some people are unwilling to travel, some travel after traveling, go to bed, go to bed, some of them go around and stop sales.

Performance has been declining, and customers' complaints are surging, and at the same time, they also bring a lot of travel expenses.

If the customer suffers, the boss will suffer.

Customer complaints are also coming and going. Some of them are turning to other brands. The sales network built by the company is likely to be destroyed.

In this case, the author came to this company and took over the C market.

As a cosmetics manufacturer, the manager of East China is facing a complete mess.

The so-called "elite" employed by the boss in the tens of thousands of salary has disappeared without leaving a train left behind.

You have no choice but to risk your life.

After my arrival, I made a survey of the market and personnel, and began to sort out the mess.

Through analysis, it is considered that the key to solve the problem is to work hard from the human problem.

There are widespread problems in the mentality of employees. The writer has communicated with some motivated people to change their problems, and for some "mixed up" type, they will be dismissed.

And recruited many new recruits to add new blood to the team.

After more than half a year's consolidation, our performance has been rapidly improved. In the following days, our team continued to grow and strengthened. After two years, we gradually became a star team in the company.

After reviewing the past two years, I believe that the most important magic weapon for getting rid of the team to become a "disaster army" is to have a good and effective team management concept and go deep into execution.

And this management concept is not a long story, and only a few simple points to do the market, people are the main body, to do a good job in the market, first of all, we must do the work of good people.

It has been asserted that the competition of enterprises is ultimately the competition of talents.

How to condense excellent talents and give full play to their initiative is a major problem for every manager.

Nowadays, people in the industry often sigh: the cosmetics industry is becoming more and more difficult to achieve, and the excellent talents are becoming more and more difficult.

There are a lot of managers who are not stingy in terms of talent, but there are still talented people who can't recruit them. They can't keep them, retain them, be disappointed, and dismiss them.

As a regional manager of the cosmetics industry, I also had a deep understanding of a "disaster army".

Now summarize the experience and share it with people in the industry.

A person who enjoys the same desires will win.

The first task of team management is to have clear goals (long and short term). This goal should be combined with personal goals, that is, to achieve the company's goals and achieve personal goals. The goals of individuals and enterprises are consistent at a certain level, such as when the goal of the company is to develop to what stage, and when developing to this stage, how will the individual gain?

The common vision mentioned in the fifth disciplines refers to this principle, which was once mentioned by our grandparents and grandsons.

In order for employees to unite, they must have a common goal and must combine with the interests of most individuals, rather than combining their personal goals with the company.

The goal is to make it clear to everyone that an image metaphor can be used to get employees to board your ship. You have to tell them where our destination is and how we can get there after they get on board. Otherwise, employees will feel confused and misgivings. They will have no sense of direction and safety in their future. They will be ready to leave at any time.

The army is also a team. There are many reasons why our Party led the army to win the revolution in a variety of ways. But one of the most important things is that there is a clear objective of struggle, and is deeply rooted in the hearts of the people, arousing everyone's revolutionary enthusiasm, that is, to liberate the whole China, change the fate of exploitation and oppression, and turn over to be masters, so we can defeat the weak and win the strong.

On the contrary, although the Kuomintang army has a large number of people, each of them has its own small abacus, and each has its own way, such as loose sand, so the combat effectiveness has been greatly weakened and eventually led to failure.

Therefore, a clear goal for everyone to aspire to is the foundation of team cohesion and enhancement of combat effectiveness.

Two, absorb the poor middle peasants to make revolution.

There is a saying in the saying: "the good people are unwilling to do the work, but the people can not do it". Many of the well deserted people are disdain for the business. Maybe they are trying to be curious at the moment, but they can't eat bitterness. They can't get rid of the bad things for a few days.

Of course, very stupid people can not do it. We want "poor middle peasants", namely those who are not stupid, but not very educated, families and their own economic conditions are not very good employees, these people are hardworking, eager to change their own situation, so the enthusiasm of revolutionary work is the highest, Tsingtao Brewery's employment philosophy has an important one, is to use the most suitable person.

On the contrary, some companies attach too much importance to education and experience. This practice is not suitable for our fast moving consumer goods industry. First of all, our industry knowledge is not complicated, not high difficulty, good stability and hard working spirit is the most precious. And those with high academic qualifications have much higher requirements for the work environment and treatment than those with less education. The job has much more room for their choice, their stability is relatively poor, and the relative stability of the team is crucial to the overall development of the team.

Three, iron must first be hard.

To strengthen the basic quality of employees and to be a business representative, this is a very challenging job. Apart from having higher industry knowledge and strong communication and negotiation skills, I think there are three important basic qualities: self-confidence, courage and enthusiasm. I think the importance of these three qualities is well known to everyone who is engaged in marketing. How can people who have no confidence believe in him and cooperate with him?

Faced with numerous refusal from customers, people who lack courage will not even dare to enter the door of their customers. How can they become a business?

Similarly, no enthusiasm for work, lack of infection, can not infect customers, can not impress customers, it is very difficult to win customers.

In order to enhance the quality training of our employees, we practiced many kinds of practical training activities, such as 5 minute speeches, on-site simulated sales promotion, negotiation exercises, emotional control exercises, etc., that is, enriching the life of employees, skilled in business knowledge and negotiation skills, increasing the sense of belonging of employees and improving their psychological quality.

Four, appropriate pressure, adapt to pressure.

And it is necessary to have a positive and positive effect. The pressure comes from two aspects. The type of pressure means that every week and even every day, there are clear tasks and management assessment indicators. Every day, we should fill in the telephone report and work report. The purpose of strict management is to correct the bad habits of the individual, so that bad habits can not affect the normal work of the work. In addition, we should create a kind of invisible pressure that only the individual can feel. For example, when someone has made a breakthrough in the performance, we must timely praise and convey this praise to other people. For those who are slightly worse, there will be an invisible pressure which will urge them to make continuous efforts to catch up and surpass. Marketing is a challenging job. Stress is inevitable. It is normal for employees to gradually adapt to the pressure of work and make employees aware of stress.

The pressure gives people the feeling that it is negative, but actually it is not. There is pressure to drive. Do not worry that pressure will cause the loss of staff. Actually, those who are not able to do the work are normal and reasonable. Instead, those who can withstand pressure are the employees that the company really needs to create value for the enterprise.

Five, encouragement and constant encouragement.

In order to motivate people, sales work is a challenging job. Every day, it will face many rejections and setbacks. It will be difficult and uncooperative for the customers. For a long time, they will be like balloons, and their morale and confidence will gradually decrease or disappear. Only in time, some incentives can help restore their confidence and courage. We all have such experience: reading some books of Li Zhi in bad mood will make people feel confident and recover, and feel that their strength is much stronger.

A reasonable and scientific salary system and necessary material reward are also important and effective ways to motivate employees.

Six, learn from ants.

Nowadays, many managers are eager to learn the wolf's team. We advocate learning the spirit of ants, because ants should be regarded as the most energetic team in nature. No matter how small individuals are, the strength of unity should not be overlooked.

In Africa, the ant army has swept through thousands of miles of grasslands several times. Even if the fire and flood can not stop them, why not learn the team spirit of ants?

In order to mobilize the enthusiasm of the whole team, we divide the staff into several groups according to the regional or other conditions, and elect the team leaders. The performance and management index of each group determine their personal income, and their personal performance is higher.

Let each group carry out a competition, and guide the new and old business people to carry on the pmission, help and bring, promote the group to carry out comparison, catch up and exceed, and enhance the sense of collective honor of the members of the group, so that they have to unite and strive for good performance.

In recent years, the cost of manpower has been increasing, and the rate of wastage has been increasing. It has become a serious and indisputable fact. Many people in the industry attribute it to the decline in the quality of personnel, and the poor sense of responsibility among the post-80s young people. The reasons for this are very one-sided. In the face of emerging new problems, the author hopes to enlighten the marketing people through the above experiences and summaries.

After all, the development of enterprises is inseparable from human beings.