Misunderstanding In Telemarketing Training

With the vigorous development of telemarketing in China, many experts in teaching telephone marketing skills have been spawned.

Indeed, we really need a group of consultants who can provide constructive advice when we encounter difficulties in telemarketing. We can increase sales by training.

But what is the actual situation? Has the problem really been solved through training?

Most companies get some benefits through training, but in fact, training has not been able to achieve immediate results. Moreover, after two months of training, their telemarketing success rate has increased a little, and can not be increased.

Why do we need experts to instruct the front-line telemarketing staff, but they failed to achieve the desired results?

I've heard quite a lot about telemarketing courses.

I feel that there are several main reasons for this kind of problems: obstacles in communication between the two sides, the fact that the project manager of the consulting company is not in good working position, the students do not know much about the curriculum and have no induction on their own problems.

First of all, obstacles in communication between the two sides are not enough for the project manager of the consulting company.

The training manager of a consulting company should bear considerable responsibilities when the training effect is not satisfactory.

Because the project manager plays a role as a bridge, it is necessary to clarify the needs of the clients and participate in the actual work of the trainees, so as to convey the customers' information to internal and telephone sales experts, so as to enable the experts to adjust the contents of the previous courses, so as to facilitate the more targeted development of the courses.

Of course, problems will arise in the course of practical implementation. For example, the teaching style of experts, the application of cases and the interaction on the spot, the project managers should continuously communicate in the middle of the courses and students who attend training. Of course, training can not achieve 100% satisfaction, but the project manager should constantly find problems and make telephone sales experts correct in the middle of teaching.

Finally, we say why the effect lasted for only 2 months, and why it can not be sustained for a long period of time, partly because of the follow-up service of telemarketing experts.

These experts are having problems in follow-up follow up. This part of the problem is more serious in domestic telemarketing experts.

There are also some communication between human resource managers and grass-roots telemarketing personnel. After all, HR managers are only responsible for the departments contacting with the consulting companies, but the training department is the telemarketing department. The actual demand of the marketing personnel directly affects the training effect. If the training contents and the needs of the business departments can not be effectively combined, such training will not be done.

Secondly, students do not know much about the curriculum and fail to sum up their own problems.

Part of the reason for the failure to achieve the desired results lies in the sales of front-line telemarketing staff themselves.

Taking part in training is just a kind of welfare, and we can get together and have food and drink. Indeed, some students will think this way, though only a very small number of people, but this part of the people's influence is also relatively large, because their thoughts will diffuse in the training staff, and will inevitably affect other trainees' mood.

This result is often unabsorbed in class and unable to grasp the course content.

If the training of telemarketing staff to summarize their own problems, after receiving the training notice of human resources or the head of telemarketing department, conscientiously study the content of the course, sum up their skills in the telephone sales process, and actively speak in the course, then the room for upgrading in practical work is still very large.

Before training and after training, the difference between success rate and 70% success rate has been found. Of course, the sales staff of the telemarketing staff are not very complicated, and the degree of trust of their business customers is relatively high.

Finally, training consultants also have their own shortcomings in curriculum guidance.

Telemarketing experts often have different styles in teaching, and they are unlikely to get anywhere in the company.

Often a group company, when a group company asks an expert to go on the telephone sales skills course, the human resources management staff of the group subordinate company will give priority to the experts chosen by the group when undertaking the risk. When we say that experts are only suitable for the southern people's style and how to say the effect is not obvious in the north, the managers of human resources are still afraid to choose other experts when taking risks. At this time, we say that the reason why the telephone sales training effect is not good should be attributed to the human resources management personnel.

Therefore, a telephone sales skills training course should be well implemented.

First, the management of the human resources department should communicate with the telephone sales department and carefully select the lecturers.

Two, telemarketing departments should carefully assess the first-line salesmen who participate in training, especially during the training period.

We should take part in training and study seriously, make a summary and analysis in the early stage, and have a general understanding of the content of the course.

Three, when contacting with the project manager of the consulting company, the human resource managers should assess the work of the project manager, ask the project manager to provide the preliminary research report, summarize the problems in the implementation process, evaluate the training effect, assess and evaluate the trainees, evaluate the performance, and follow up the training plan in the later stage.

When the process is clear, the effect will be much improved.

Four, the best advice is to enable telemarketing experts to conduct on-site research because the curriculum is ultimately implemented by experts.

The significance of the survey is to have a clearer understanding of the actual needs of telemarketing staff.