"Stimulates" Salesmen's "Three Stunt"

Good salesmen are usually closely related to three aspects, including leaders, incentive policies and systems. In terms of importance, incentive policies are generally regarded as the most important means to stimulate salesmen.

Many companies have their own very strict incentive systems. These systems are summarized in the long-term market practice and have high practical value.

But after a long period of tracking analysis, we find that many enterprises are not strict in incentive policies, but their effects are not very good. Many of them are more like tools of balancing interests rather than incentives.

Those seemingly simple and lack of systematic incentive methods show strong vitality.

After repeated comparison, it is found that there are strong similarities in the three aspects of incentive mode, internal structure and achievement expectation.

Stimulating "

This is a very worthwhile study.

We found salesmen.

This scene has given great inspiration to enterprises. Why can't we put the royalty into the form of cards and change the way of cash collection? Is it not more able to reflect the pride of salesmen? Since then, the company has insisted that all the royalties be paid in cash, and the sales staff's hard work results are actually in front of them, and the excitement is not preoccupied, and many unhappy feelings are swept away.

At that time, interviews were conducted, that is, salespersons were counted out for performance interviews at the same time, but they could not hear them now. They were unwilling to do so.

The same content, different forms of effect are completely different, and more importantly, this form of enterprise has lasted for many years and enduring.

Another marketing type company is more stimulating in the form of incentives. Because most of their salespeople are direct sellers, sales conditions are extremely difficult, and a strong incentive is needed.

Every time a bonus is issued, a salesperson is asked to stand in line with the sales performance. A long table is placed opposite the table, which is a bonus for the salesperson. Even in order to reflect the gap between the salesmen, the company specifically changes the bonus of the salesperson to RMB 10 yuan, so the gap between the number of the first and the last salesperson becomes very obvious.

Then each salesperson came to the table to collect their bonuses one by one. When the first one took the time, it took a lot of effort to finish counting the money, and it took a lot of effort to get the money back to his place. In this case, all the people were staring at it, and its irritation was self-evident.

But the more exciting thing is still behind. When the last one's commission is only 10 yuan, the salesman takes the money very embarrassingly, and his frustration and shame arrive.

Many people think that such an incentive is a little inhumane, which is likely to cause the antagonistic mentality of salespeople. But after many enterprises' practice, direct and effective stimulation is the best way to motivate salespeople.

In fact, salesmen of most enterprises do not earn money or companies do not encourage them. Rather, these incentives and incentives are not shown naked, and do not form great stimulus.

Therefore, a lot of enterprises have also done money and things, but they have not had the desired effect, which is closely related to the lack of a strong incentive form.

"Stimulation" is embodied in: simple, simple and simple.

The salary structure of salesmen is basically: base salary + royalty plus bonus. The form of bonus is not necessarily for every company. The purpose of most companies designing bonus is mainly related to basic tasks, daily performance and so on. In fact, he should be a part of basic salary. In order to increase motivation, it separates it from the base salary and becomes an independent assessment part.

The calculation of bonus is often done by grading and grading, and then the general bonus is calculated.

Generally speaking, salesmen do not attach much importance to the bonus and feel that his incentive effect is not very obvious.

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Sales commission should be an important means to stimulate salesmen. Different companies have different sales patterns because of their different formats.

For example, sales of large customers, because the amount of contract is very large, and the account period is very long, so the sales commission calculation is often related to two important factors, one is sales revenue and return rate, and some companies in order to reduce risk, sales costs and profits will be included in the examination area.

Another example: direct sales personnel or shopping guides, their commission calculation is much simpler, mainly according to the sales volume or sales commission, but in the end they can get full commission, but also related to their daily performance.

No matter what way of encouragement and no matter what his internal structure is, there is an important principle that can be easily understood by salespeople.

The more easily understood, the better the incentive effect.

We have seen many enterprises' sales performance incentive policies, which are less than five or six pages and dozens of pages, and the contents of calculation are very complex. Those incentives are more like a counting game. Only those who design this incentive can understand that other people do not understand that such an unclear way of encouragement is hard to win the trust of salesmen, let alone incentive.

The following is a royalty calculation method for a large customer sales company:

Bonus for marketing personnel: F= (B x X1+C) x X2 * X3+D-N

1.B price deduction

2.X1 sales coefficient

3.C charges

4.X2 regional sales volume completion factor

5.X3 new market development coefficient

6.D interest on loan recovery

7.N old market lost

The calculation was finished in ten pages. At that time, I felt dizzy after I saw it. This equation is not only a salesperson's ignorance, but even our professional personnel seem to be laborious, let alone applied.

After understanding, the company's general manager is an accountant, no wonder he will produce such a super formula.

We have followed the sales staff to understand that most salespeople are very disgusted with this way. According to this formula, at the end of the month, we do not know how much money we should take, we take more or less, and we are all very pparent.

For this reason, we suggest that they must reform the existing royalty design and adhere to the following principles: first, the principle of addition of large numbers.

The so-called big plus method is the addition of 100. There should be no very complicated formula. The royalty scheme should be as simple and clear as possible. Even salesmen can calculate their own deductions through oral arithmetic, so that the visibility of the royalty will be greatly improved and the incentive effect will be greatly improved.

Second, the principle of pparency.

All sales methods should be unified, with direct horizontal comparison. Not only the results can be compared horizontally, but also the contents of assessment should be compared horizontally, so that everyone can supervise and compare each other.

Indicators that can not be compared horizontally are firmly unused. It is worth noting that data acquisition should also embody the principle of simplicity and pparency, otherwise it will create an unfair feeling.

Third, avoid scoring system.

Although scoring is advanced, it has brought many disadvantages.

For example: fairness, pparency, implementation of the system and so on. As long as there are people scoring, all kinds of contradictions are inevitable. Instead, money does not play an incentive role, but causes a lot of negative effects, which weakens the enthusiasm of salesmen.

Therefore, the salesperson's Commission design resolutely avoids the way of grading. If we really need to control certain process behaviors, it is recommended to use the reverse system, which is how much money a penalty is violated.

According to this guideline, the enterprise will change its royalty calculation as follows:

Marketing Commission Award: F=B * X1-N

Among them, X1 is as follows:

The above simple calculation method, though simple, has made sales staff's enthusiasm improved unprecedentedly.

Practice has proved that spending the same amount of money differently will have a completely different effect.

Therefore, those enterprises with performance incentive problems should first check whether their thinking is right or not.

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The "stimulus" is embodied in the 20-60-20 principle.

Many people know the 20/80 principle. In sales, it means that twenty percent of the sales staff finish the sales task of eighty percent of the company, and the distribution way of sales is also often reflected in the distribution of rewards. As most enterprises are deducted from sales revenue, the higher the sales revenue, the higher the company's policies are inclined to the sales of more than 20%, resulting in a strong and strong situation. This 20% situation in the long run will not bring any benefits to motivate salespeople's enthusiasm, and will even cause a huge crisis for the company.

Through the observation of various types of enterprises, whether in the design of sales tasks, or in the distribution of sales commission, if we can embody the 20-60-20 principle, that is, 20% of the staff will overfulfill the task, 60% will basically complete the task and 20% will not complete the task, so the incentive effect is the most powerful.

First of all, more people should be able to complete.

Only more people can accomplish their tasks in order to effectively mobilize the enthusiasm of more people, so as to maximize the efficiency of the role of incentives.

Many enterprises fear that too many sales people will be completed, which will make salesmen feel too easy to stimulate salesmen's laziness.

In fact, after studying, we found that the complacency and laziness of salespeople did not happen in 60% of this part, but more concentrated on the top 20% parts.

Most of the 60% people will confirm the correctness of the company's system and direction as a whole when they complete their tasks, so as to strengthen the belief of salesmen in their efforts. If only a small number of 20% of them are completed, then more people will feel that such a policy is in a significant shortage, and even many people will feel flickered.

This requires us, regardless of design targets and incentive policies, we should aim at 60%, instead of 20%, so that more people will be able to occupy the side of the company rather than the other side.

Unfortunately, in order to save costs, many enterprises often lock the incentive on 20% of the people. His sales force is either distracted or suspicious of each other and can not form a strong fighting capacity.

Therefore, incentives should not be directed against a few people, but should be directed against a wider range of people so as to be in line with the ultimate interests of the company.

Secondly, we must have 20% behind.

Any incentive measures, if there is no final 20%, then his effect will be greatly reduced. Once the salesmen of the enterprises have over fulfilled their tasks, there is no failure to complete them. At this time, such a phenomenon will occur. The salesperson who has completed the task does not think that his sale will be attributed to his own efforts under the wise leadership of the company, and will even be considered as a reasonable thing.

In addition, everyone is lack of necessary passion even if they get the money. In the process of horizontal comparison, it is easy to breed the idea of small wealth and immediate peace.

What is more serious is that without the following 20%, the whole team will lack the sense of crisis and develop the habit of doing good work and doing nothing.

All of these are very dangerous.

Therefore, the last 20% must be retained and, if necessary, mandatory, for example, the punishment system at the end.

Salesmen must be stimulated by carrot and stick to ensure the best results. Only carrots can form a bunch of scoundrels and slacker.

Conclusion:

The form of stimulation is sometimes more important than content.

Simple is the best!

Stimulation must face more people, not very few.