Dealers Should Manage Scientifically And Maximize Their Potential.

"Of course, the product price difference!"

Many dealers will answer this question.

Such an answer is not wrong in itself.

But the author needs to add that in the course of the actual dealer operation, the dealer is also a "capitalist", a capitalist who exploits people.

By running the market of the salesmen, we should constantly expand our network, or improve the stability and volume of our network.

A simple logic is: the more salesmen, the larger the dealer network, the greater the dealer's business.

That's why many manufacturers always ask a question when they first contact with a dealer: how many people do you have?

However, in the actual operation of distributors, the number of salesmen is not as good as possible, because the more the salesmen are, the more complex the management is, the harder the performance appraisal is.

A dealer who has an annual turnover of 3 million yuan is enough to have 5 salesmen. But when the distributor develops to 30 million yuan, the management of the salesperson is rather complicated. It may be that there are 4 managers, 8 supervisors and over 20 salesmen.

From the point of view of management, the emergence of management level due to the increase of numbers is an inevitable trend.

However, from the point of view of dealers' management, they can only start with sales volume assessment, whether they are "spur" on employees or reward for employees.

There is no problem in starting sales volume assessment. What is the problem?

On the face of it, salesmen are very busy and run in and out of the market all day long, but in fact, only half a day's work is enough.

Dealer bosses spend money and only buy half of their employees' investment. This is a big problem.

In the final analysis, this issue is still a matter of workload setting and staff enthusiasm.

If dealers can keep scientific and reasonable growth in workload settings, they can make the best use of all the capabilities of their employees.

But such a setup seems hard to make. Even big international companies such as Procter & Gamble do not fully solve the time investment problem of the sales force.

Is there any room for breakthrough in the enthusiasm of the staff?

How can we motivate them to "work hard and work hard"?

From the point of view of management, there are two ways to solve this problem, one is strict management, the other is management of desire, and the other is the management of desire, with clear incentives to enable employees to fight for a clear target.

The two methods are currently used more frequently among distributors, but the problem is that such management will harden the thinking and adaptability of salesmen.

The latter is less frequently used among distributors, and the easy problem is that the salesman becomes a voice only reward for "banknotes", and the incentive stops, and the power stops. This result is equally troublesome.

Then how can we really improve the enthusiasm of dealers staff?

In other words, what is the dealer's "golden touch"?

A full member's values, a full participation of the dealer culture, can make dealers and distributors' employees burst out with unparalleled work enthusiasm.

Dealers also want to talk about the construction of corporate culture, is it far away?

Not at all!

Dealers are real people, and do not need too much stuff.

But a spirit, a value concept, can well unite the morale of the dealers and the "fighting style".

This spirit or culture, as far as my eyes are concerned, is mainly successful in three ways: one is the entrepreneurial culture, and the spirit of entrepreneurship is to stimulate the enthusiasm of all employees, which is suitable for small dealers; the second is the wolf culture, and the spirit of teamwork is used to stimulate the spirit of teamwork and cooperation. This is suitable for distributors who need more cooperation. The third is nail spirit, with the spirit of nail bending and the nail spirit of finding the best cut point, it can stimulate the will of employees to fight, which is suitable for the development of large dealers.

Culture, this "point of gold into the arts", is not "flower" depends on two things: first, whether the dealers themselves pay enough attention to it; two, is there enough expression to stimulate energy in this culture?

From the following example, a dealer's personal experience.

Zhang Mou, a beverage distributor in Weifang, Shandong, has been known for 5 years as "Zhang Da Zui" because he can't control his mouth, so he often offends people.

Originally, before joining the dealer team, he was doing export business in a foreign trade company in Dalian. It was because the mouth offended many of the real power companies in the company at that time and was forced to leave their familiar export posts.

After half a year's wasted efforts, Zhang's big mouth was brought back to his hometown.

"Zhang Da mouth" is a "unwilling to be lonely" people. Under the duet of friends, he went to sea and earned 500 thousand yuan in the field of foreign trade to go to sea to do business.

The 500 thousand yuan is not much, and there are many.

Although Zhang's mouth is easy to offend people, the other advantage is that he is very easy to mingle with friends who have just met.

This is not. He soon got the agency power of a local strong fruit juice brand with the recommendation of his friends.

"Zhang Da mouth" is also very clear that this is a chance of "rebirth", so he worked hard, under the guidance of business sales, not only held meetings every day to catch up the morale of the staff and open the market summary meeting, but also often ran the market with their employees.

The time passed quickly, and soon two years later, "Zhang Da mouth" was puzzled: every day was busy, but the turnover of his company was hard to break through again. The staff were busy getting busy all day, but he knew in his heart that if they could spend half a day working hard every day, he could burn high fragrance.

Seeing that there is a blank service terminal in the market, he also feels that he can get the business back from him. Unfortunately, the employees are no longer rookies, and they can always find various reasons.

"Zhang big mouth" is very distressed, how should "break through"?

Under the wind of a cigarette circle, "Zhang Da mouth" lies on the sofa in the company, recalls the way he has gone through for more than thirty years: when he was a little boy, he was beaten by his father, to work overtime for his family in a foreign trade company, and then he laughed.

Because he suddenly found a brilliant idea, a brand new way to break through: introduce entrepreneurial culture, and let employees work for themselves.

Because he associates himself with why he is so desperate because he knows that he has to work hard to get a reward.

And for employees who earn one thousand yuan or more, the best business can only be three thousand yuan. Who will fight like a boss?

However, if the employees want to buy a house, they have to ask for a wife, they have to raise their son, and the pressure is great. If they turn their employees into "small boss", their pressure will not only turn to their heads, but also inspire their enthusiasm for work.

So he summoned his staff to convene a small communication meeting for his own work. At the meeting, he announced several rules: as long as anyone who can work in his company for two years, whoever will be able to make his three monthly sales champion in his company, he will be able to apply for a venture capital fund to him.

He agreed with his employees: "Zhang big mouth" loan money to the employees who want to start a business, assign them to a sales area, and the employees are responsible for the products provided by Zhang Da Zhang. Before the money of goods and vehicles is over, 1/3 of the agency price difference of Zhang Zuan is finished, and Zhang only earns 1/4.

For the "Zhang Da mouth" this communication will be extremely successful, not only successfully introduced the entrepreneurial culture, but also inspired the enthusiasm of the existing staff, especially when his 3 senior staff joined in his "two batch of business" team with great enthusiasm.

And inadvertently, "Zhang big mouth" successfully escaped from the channel accounts, and realized cash spot in front of his two batch of merchants. The risk of developing market funds and market credit was left to the two batch of merchants.

For former employees, "Zhang Da mouth" not only makes them excited and yearned for their future, but also gives them the chance to make a fortune, as long as they are willing to do it.

Three years later, in the local "Zhang Da mouth" has developed two branches, more than 20 self training two batches of merchants, and more than 30 excellent salesmen, striving to compete for half a dozen new two business quota.

Now "Zhang Da mouth" has not been able to manage the market development very much, his time has spent a lot in the new branch company preparation and the negotiations with the manufacturer.

"Zhang Da Zui" has a very good life now. He often laughs too close to his lips.

This is the charm of entrepreneurial culture.

The length of space is limited, and the topic of culture is not launched.

But one thing is for sure, the team culture with expressive power is the dealer's "point gold".