How To Create An Excellent Store Manager Quickly?

"Do not open shop to see the boss, earn no money to see the manager".

The shop keeper is a store.

But the manager has to do too much.

How to build an efficient store manager? We think it's more important to manage, to manage well and to lead a good team.

Self management and excellent Store Manager

Li Fei is a store manager of a brand clothing Beijing District store.

In front of a pile of work, Li Fei seemed very strenuous. Even though she had already done all her work, there would still be some mistakes in her work. She had been on the low side for several consecutive months in the performance ranking of all the store managers.

What should Li Fei do to make himself comfortable and make the manager well and relaxed?

Not only is Li Fei, but there are still a handful of shopkeeper like Li Fei. They scattered in various industries, clothing stores, daily necessities, food chain stores and restaurants.

It seems that a small store manager, but they have to face different roles of people - the company's management, customer's difficulties, with emotional work staff, and so on, how the store manager through good self-management to achieve the normal operation of the store, this is every manager's dream of seeking state.

According to di Zhicheng business management consulting, self management of shopkeeper mainly starts from the following aspects:

Self assessment

As a store manager, we should first examine ourselves, analyze our strengths and weaknesses from the abilities, characteristics, strengths, mindset and mindset that we have, and make the best of ourselves to the utmost. We should always pay attention to and strengthen rapidly in the management of stores.

Most people have been working in the shop manager for several years, and have not been careful about their own assessment. They have been working hard. This shop manager is not the best manager.

Some shopkeeper will only work as a migrant worker in his work, but he will try his best to do the job well, and he will have no long-term plan for his career.

Target management

Store managers should set goals for each work module of the store, such as what goals, profit targets, team building goals, inventory turnover control objectives, store display targets, etc.

After setting goals, we decompose the targets, formulate detailed plans for promoting them, implement them to relevant responsible persons, and draw up corresponding rewards and punishments mechanisms, and track regularly the progress of the target so as to ensure that the whole team effectively promotes various goals.

Many shop managers lack target management for stores, and lack of management for the tasks assigned by the company. They sell day by day, sell less, and demand that they sell more tomorrow. Similar cases are not rare in reality.

Establish a phased goal.

Yu Minhong, founder of New Oriental, is a shrewd business leader and an effective self manager.

He believes that if a person wants to succeed, he should set a stage goal.

"For example, I'm going to recite this text today, and before I go to bed, I have recited little success and little achievements.

Adding up these small successes may be a big success in the end.

time management

Some shopkeeper is short of time concept. He works eight hours a day and still feels that time is not enough. He is tired and confused when he is busy one day. As a result, many important things are done half or even not done. In the final analysis, the manager is short of effective time management.

Each store manager should plan daily, weekly and monthly time to take priority principle.

The priority principle has three meanings: priority, concentration and constant.

This is also the three principle of management.

Priorities should be given priority.

In the face of unimportant emergencies and urgent matters, the latter is preferred.

The reason is simple: since the former is not important, doing nothing will have little impact.

Another reason is that no urgent matter is often overlooked, so do it first.

For example, in 2000, Geoff, Bezos, founder of the e-commerce company and CEO Bezos, said that he would try not to arrange meetings and leave time to himself every Tuesday and Thursday.

At that time, he went shopping in the shopping center to see how the shopping mall displayed the goods.

He also spends a lot of time browsing himself and others' websites.

Moreover, he used these two days to thank people.

"There are many things that are never the most important," he said. "Giving thanks to people is a typical example.

But in the long run, it is also very important. "

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Facing emotions and pressures

All kinds of negative work emotions are great harm to individuals and organizations.

Long term emotional distress can not be resolved, in addition to reducing the quality of personal life, it will also make individuals lose enthusiasm, influence personal relationships with colleagues, and affect personal performance level.

In the long run, negative emotions, and the body's immunity is also the lowest, vulnerable to diseases.

The unhealthy body will strengthen people's negative emotions and trigger other negative emotions, thus making the whole body in a vicious circle.

When faced with all kinds of pressure, a qualified store manager will control people's emotions.

Depressed mood brings more bad results. Learning to understand your emotions is the first step in emotional management.

The second step is to express your emotions appropriately. The third step is to vent your emotions in a proper way.

Relieving your emotions is to give yourself a chance to clear your mind, make yourself feel better and make yourself more capable of facing the future.

It is not an appropriate way to relieve feelings only by temporarily escaping pain and suffering more pain afterwards.

Self motivation is also an effective way to manage emotions. The store manager motivate himself every day and always keeps himself in a positive attitude.

I am inspired by "seeing the final results".

Yu Minhong is at the top of the enterprise. Who will motivate him?

The answer is: Yu Minhong motivate himself by "seeing the final results".

New Oriental as a training organization, the final result is the change of students.

Therefore, Yu Minhong often gives lectures. "I have great motivation to do New Oriental. I think I have done a good thing, which needs to be strengthened through lectures.

If you haven't been in contact with students for half a year, this enhancement will be weak. "

Self summary

A person who is good at summarizing his work can better carry out the next stage of work. As a store manager, he should sum up his work day and week, sum up the progress of his work, summarize the loopholes in his daily work, and sum up the success of his work.

Correct problems in time and avoid similar mistakes in future work.

Yu Minhong will write a diary once a week, review the experience of seven days, and star himself according to the size of the harvest.

Yu Minhong said that the following situation will get more stars: "read a book at home, there is no other interference on this day, or wrote one or two articles that I think are outstanding, or by talking with each other really learned a lot."

Ways of self shaping

Keep learning mentality.

Yu Minhong did not take the work related to New Oriental as a consideration of star beating, because he thought that the work done well was only a repetition of ability, rather than improvement.

But he talked about an exception that he participated in discussing the New Oriental case at Harvard Business School. He regarded it as an opportunity brought by the work of New Oriental.

"I learned a lot from the way they behave, the way they speak and the way they teach, which is brand new to me, even though I didn't sleep well that day, but I still want to give it five stars."

If you want to be a good store manager, self study is very important. If you work too busy, you should take some time to recharge yourself.

Staff's effective motivation, marketing, communication skills and many other contents are all knowledge that the store manager should possess. The store manager knows more than the shop assistants, and sees further in order to effectively manage the team, lead the team to move forward, and lay a good foundation for their career development.

As a qualified store manager, the above suggestions are enough. If you want to become an excellent shop manager, these are far from enough. If you want to do well, you have to do a lot, and constantly surpass yourself before you can make yourself better and go further.

The author is a consultant from Beijing Di Zhicheng Enterprise Management Consulting Co., Ltd.

How to create salesperson's satisfaction

Customers always vote with feet. Customer satisfaction is the direction of the service industry's efforts. But the fatalism of the service industry seems to be always the most important person in the service company. The satisfaction of employees has a great influence on customer satisfaction.

In fact, building a store with higher employee satisfaction is actually a systematic project, which is very large to the corporate culture and small to the operation process.

Of course, there are many things that can be done for managers with greater responsibilities and limited power.

The key to bringing new people

How do I integrate new people as soon as possible? Here are some tips for me to share with others in a supermarket chain.

First, the shop assistant personally welcomes.

On the day of the new arrival, the store's highest leader - the shop keeper must work in the shop to show his importance.

The new staff is escorted by the store manager to "visit the garden" (visit the new employee's future work place).

1, ask the new employee's birthplace, eating habits, hobbies, etc., one by one to introduce the staff and new knowledge.

2, accompany new staff to visit the store, post warehouse, staff lounge, toilet, entrance and exit, etc., tell the specific location of fire escape, and escape method.

3. Inform employees about commuting time, meal time, location, etc.

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Two. Designated coaches.

On the day of the new arrival, the store manager must designate a senior coach or manager who has a coach qualification as the coach of the staff. During the internship, he is responsible for answering staff queries and directing the work of the new staff, and noting the changes in the working status and mentality of the new employees. If abnormal, it is necessary to timely adjust and report to the store manager.

In actual operation, we found that the use of coaches, the new staff work skills improved relatively fast, for the stability of new staff has a very good effect.

Three. Fill in the new entry form and track the entry status.

On the day of entry, new employees' training cards will be issued to new employees. They will be kept by new employees. After each job is completed, the trainers will sign with new employees, and the general coaches will follow up the new employees for about seven weeks.

Training is a must.

As a global chain catering giant Kentucky's practices may give us some inspiration.

The first is a good training system and a suitable promotion mechanism.

KFC's jobs, such as French fries, are called workstations.

When new employees come in, they will learn from different workstations, and train them as old employees, or what they call "Star Training". After training a qualified workstation, the new employees will get a star, indicating that they are competent for the whole process of the "workstation".

Then there are other jobs.

Although it is also a simple operation, KFC gives employees a sense of achievement in their learning and working process, and a small progress can be affirmed, even if it is just a "Star". It is also an exciting thing for old staff to become masters of others.

The prerequisite for a manager to be promoted is that he must be a trainer. Theoretically speaking, a shop keeper must first be a qualified trainer.

The employee handbook of a multinational chain store reads: "receiving training and training others is your power and obligation."

The atmosphere of a mentor with an apprentice is more likely to be a satisfying environment for employees.

Job rotation to keep employees fresh.

Work is always duplicated. If possible, the manager can adjust staff's work according to the high and low peak of passenger flow and make the work less boring.

It is also the frequent job rotation of KFC in the field management. When an employee owns several "workstations" at the same time, it will operate in different positions at one day, even in front office (service area).

The staff in the front office must not exceed three hours of continuous service time. Once they exceed, they will be replaced by colleagues in the backyard.

The reason is that constantly receiving customers and welcoming customers to answer questions from customers is a very hard thing to do.

The exchange between the front desk and the backstage staff can make the simple and repetitive labor interesting and fresh, and because of the rotation system, it can communicate and cooperate with different employees in the shop, and 8 hours a day will be shorter.

Make a mountain out of a molehill and turn a job into a game.

Repetitive work is boring. How to make the same thing become meaningful and challenging every day is a matter often considered by the management of a company. For example, a chain restaurant will be a good rider, and a chain store will distinguish a skilled worker from a level, a two level and a senior employee.

Mature chain enterprises regularly hold some skills competitions, which are faster than the basic posts, more accurate than innovation.

For example, for cash registers, the speed of counting money can be counted, including the ability to distinguish counterfeit banknotes, singing, singing, paying, singing and finding, and the use of greeting language.

Compared with the winners, the company can not only encourage them through honorary certificates and reward tours, but also have the right to add bonus points when there are opportunities for promotion in the future.

In this way, it makes boring work meaningful.

In addition, the head of the shop, through the Star shop activities, let people focus on a few key goals, cooperate with the Kanban in the staff area, check the nuclear target through lively language and pictures, and regularly praise and celebrate.

The role of the leader of chain enterprises is very critical. "Walking management" is the basic requirement.

Store managers or managers need to appear frequently in the backcourt and the front area, and maintain interaction with employees. When some jobs are busy, store managers support them, so that front-line employees feel the support of their superiors. At the same time, leaders are able to do what ordinary employees do, and this is the affirmation of grass-roots jobs.

Development is the absolute principle.

Opening a new store is a requirement for the scale of chain operations, and also a great opportunity for employees to provide promotions.

New stores mean new managers, managers and other management positions.

For chain enterprises, in principle, most store managers need to be promoted from within, because on the one hand, chain enterprises do not have a high demand for basic quality of personnel. On the other hand, the catering industry is very particular about the experience industry.

With such a system, it is necessary to cooperate with the progressive training system, such as from the leader of the grass-roots group, to the duty manager and the deputy manager to the store manager, so that each post can be trained in corresponding management skills and technical skills.

No matter from communication skills, training subordinates, supervision skills, etc., step by step training should be carried out. At the same time, an example should be set up, so that managers at the grass-roots level can participate in management work, so that grass-roots employees can see hope.

Chain catering companies must form an atmosphere and tilt to the front line.

All managers, even airborne troops, must face the customers at the grass-roots level and sweat with their employees.

The advantage is that when a senior policy is formulated, it will give full consideration to the needs of customers and the problems that line managers may encounter in implementing policies.

Let employees be their own bosses.

Of course, ESOP is also a very good way.

Chain corporation can stipulate that when employees work for a certain number of years or achieve certain management positions, they can get a certain share of the company and share the growth of the company. They can also make some stores in the form of management contract or acquisition, so that they can make the real decision; or they can get the franchise conditions with the privilege and become the owners of the franchisees.

Because of the long-term experience of enterprises, such franchisees will be more effective in implementing corporate culture and implementing head office policies.

Conclusion

Customers patronize a restaurant or shop will not have a good mission or vision, or how many auras they have on the CEO head, or how many SOP (standard operating procedures) you have. The reason for their choice must be the bright and clean environment, the stable and tasty quality products, and the friendly and friendly service. All this is not achieved by standardization.

The premise of customer satisfaction is the satisfaction of employees. The fundamental reason for them to remain passionate is to make them feel that their labor is valuable and that they are respected. This will always be the direction of managers' efforts, including managers, and constantly improve and endless.