Clothing Enterprises Must See: On-Site Guidance For Shop Assistants Training

　　 New store clerk After entering the shop, many enterprises expect old mature shop assistants to help new salesmen with experience and skills. However, under the influence of sales performance and job responsibilities, the old shop assistants are less and less instructing for new salesmen, and sometimes they even deliberately suppress the growth of new salesmen due to job competition. Therefore, on the one hand, in order to eliminate the existence of such an impact on the phenomenon of corporate market returns; on the other hand, to make the terminal actual combat experience better. spread Teaching, the author put forward terminal "Instructor" is on-site guidance in shops. Train Method.

Each shop assistant who has a certain time limit at the terminal store can apply for the position of "mentor". The company regularly examines employees who have applied for the job of "mentor", including corporate culture, brand concept, professional standards, operation process and product sales skills. Through examination, a certificate of "instructor" issued by an enterprise can be obtained, which proves that the shop assistant has the qualification to tutor new staff. Then, according to the number of new salesmen trained by the staff, it can be measured whether it can be promoted to the position of "senior instructor", while enterprises give certain symbolic financial reward at different levels.

After the new store enters the store, according to the assignment, the "instructor" can carry out on-site training guidance for the new store staff. In the course of the work, the new shop assistants, who learn the skills and experience of the mature shop assistants, get real-time help from the "mentors": they can point out the deficiencies of the new clerks in time, and give correct guidance and improvement methods; Selling skills Application, immediate observation, immediate improvement.

After 6 working days, the "instructor" and the new store member respectively fill in the 6 day observation instructor feedback form and the 6 day observation period clerk feedback form, respectively, for each other's evaluation, so that the brand managers can know whether the two sides are competent for their work in a short time so as to make timely adjustments. During the probation period, the new dealer's Commission will be awarded to the "mentor" in a certain proportion, which is also a remedy for the loss of the sales staff during the guidance process.

By grading the personal image and working quality, combined with other textual research projects, we finally confirm whether the new salesperson can spanfer to a full shop assistant. Under such a site guidance system, the enterprise has enriched the terminal position and post honor system, enhanced the enthusiasm and real income of the mature shop assistants in actively training new salesmen, and better stabilized the terminal sales team, promoted the marketing collaboration and realized the improvement of the overall staff quality.

We should pay attention to the "on-site guidance law" operation. The "mentor" assessment should be fair, just and open, and it should be faced with every salesperson in the shop. It should not appear in the form of internal designation, so as to embody the authority of "mentor". The symbolic financial reward not only embodies the superiority of the "mentor", but also excite the enthusiasm of the "mentor".

At the same time, enterprises should regularly summarize and summarize the training methods and methods of each "mentor", and form a text file to facilitate the retention and circulation, and to form an interactive and effective dissemination of experience. During the new employee's probation period, it is advisable for two "mentors" to conduct the "on-site guidance method" successively, so that not only can new salesmen be able to integrate into the new team better and faster, but also make new salesmen get different guidance experience.