Clothing Companies Want To Improve Their Performance? Please Establish Your Own Sales Team First.

Many of the dealers in the clothing industry are often burdened with the burden of one person or family. They are reluctant to develop the backbone of the grassroots, and can not afford to build their own energy. Marketing Network and efficient team, unwilling to build themselves as a sales leader, but rather willing to become a small street boss. Everything is hands-on and feels that no one is as good as himself. As a result, he was tired to death and poor in performance.

Look at the excellent dealers in the industry. When they are running their businesses, they are good at becoming leaders, forming their own teams, and developing franchisees and their marketing partners. Never do it alone. Even if you have the greatest skills, your personal market development capability is limited. Even if you have great wisdom, you can't surpass the collective wisdom of a team.

The dealers in the clothing industry are all doers. No one does not want to grow bigger and stronger. But in practice, some dealers lack a systematic brand operation mode and a company operation management system. The existing ideas are backward or incomplete, and there is no clear operation idea and management concept.

They complain that on the one hand, outstanding talents are not good at selecting, managing and leaving. The team is imperfect, unstable and irregular, and is extremely short of excellent professional managers. It is basically a lack of good personnel training environment and incentive mechanism, and lack of corresponding overall management methods and models.

On the other hand, with the refinement of customer service management, more and more complaints come from customers. Many years of cooperation between terminals, which are not convenient for standardizing management at once, are also unable to start. How Is it good?

With the increasing market competition, more and more competitors and increasingly thin profits, the lack of clear analysis and judgement and effective countermeasures will lead to confusion, Dilemma and confusion. The marketing team structure of many dealers is characterized by unscientific and irregular personnel structure. Most of the staff are bosses, or their relatives or relatives. They are lack of management ability, disregard of standard management and arrogance. We dare not authorize, unwilling to add or drag, lack of high-quality career managers and professional staff, and the management mechanism of the company is not standardized and imperfect. In particular, the environment and mechanism for selecting, breeding, using and retaining personnel.

Such a team is formed at the early stage of the development of agents, because the business volume is not large, the operation mode is simple, and there is no big negative effect at the beginning. But with the rapid development of agents, such a single staff structure will be bound to the development of the company. The most obvious embodiment is that the company should regulate, and those relatives and friends who had made contributions to the development of the agents originally, because their own quality is limited, and have hardly been regulated by the original management, therefore, once standardized and institutionalized, they will immediately be dissatisfied, and even will conflict with the professional managers who have entered or introduced later, or even get rid of others, resulting in the bottleneck of management upgrading.

The following 5 strategies enable you to build your own sales team efficiently.

Strategy 1:

Optimize team member structure

Relatives and friends and the introduction of foreign personnel should maintain the ratio of 2:8. With the development of the company, relatives will be gradually reduced, so that the company will be able to take care of the company, even if they are paid less or less. The age of the team members suggests that the 3:7 system should be maintained, that is, the number of people in the key management positions and the older salesmen over 28 years old can account for 30%. 70% of the employees still rely on more aggressive and passionate young marketers. In terms of gender structure, it can be maintained at 4:6, and the appropriate proportion of men and women can stimulate team vitality. At the same time, female salesmen are more careful and have strong affinity, and are more convenient for product promotion, and establish good customer relationship with downstream channel customers.

Strategy two:

Recruitment channels for wide open personnel

As an agent, you want to set up a satisfactory one. Marketing The team must break the way of relying solely on relatives, or through relatives and friends to introduce the way to form a team. Although this method has many advantages, such as loyalty is relatively high, and more comfortable, but it is easy to fall into the embarrassment of "please God is easy to send God".

In addition to the introduction of friends and relatives above, it can also be passed through the formal talent market. Once again, it is feasible to introduce the company's marketing personnel through cooperation, and find a more suitable person through "borrowing water from the canal". Internet search, friends introduction, advertising and headhunting recommendation are all good ways to recruit.

Strategy three:

Introducing professional managers

Set up a set of personnel management system to make the best use of talents. First of all, we must make sure that we do not need to be suspicious. Many agents are unable to retain people, sometimes with their own ideas have limitations. If you want to make them work hard and work hard, but they are afraid of losing control and bring losses to themselves, in this case, it is unavoidable to be afraid of employing people. Therefore, some professional managers who have gone through the world will feel embarrassed and unpleasant. Therefore, brain drain is inevitable. If an agent wants to avoid this misunderstanding, he must let go of his ideas and establish a relatively sound management mechanism of responsibilities and rights in the light of the principle of authorized control. It not only enables these professional managers to play a platform, but also does not control them, and brings losses to the market.

Second, the success or failure of the performance theory, the market on the hero. If people do not suffer from inequality, they will suffer injustice. As an agent, we must not be able to eat large quantities of food in the face of our team members (relatives and friends) and foreigners. We must pay a fair share of the company's contribution to the market and create a fair, open and fair competition mechanism so that competent people can play as much as possible. Finally, avoid relatives and avoid virtuous. To your relatives and friends, it is not impossible to reuse, but if you have the ability of a friend or a friend, you can be competent for a certain position, then let it take the heavy burden, so that you can truly serve the crowd. But you should not let the relatives and friends who occupy the toilet do not shit, do not learn and have no enterprising spirit as important posts, otherwise, the whole team will die hard.

Strategy four:

Flexible grasp of selection criteria

The use of talents and the strength of teams are very large. degree Depends on the foundation of the election. Talent is the foundation of team and the most valuable resource of team. Talent quality mainly refers to the following aspects: professional attitude, professional level, physical condition and reaction ability. At the same time, we must pay more attention to the fact that we do not unilaterally pursue education level, ability is more important than knowledge; personality is more important than professional knowledge; we should not neglect mental quality and work attitude. Only one goal is to find a person with better psychological quality. A real person should have both ability and integrity. Morality is more important than ability.

Strategy five: innovative ways of retaining people

As an upstream manufacturing company, it can rely on a large platform to retain people, but as a small distributor with smaller strength and scale, it does not have this condition. But by improving the internal and external environment and building a platform for development, we can also achieve the goal of retaining people.

Keep people in a strategic vision and not be short-sighted. Many agents, for many reasons, always hold realistic expectations for professional managers, fantasizing about the ability to bring their own financial resources to their own fast. Once the short-term goals fail, they begin to doubt their abilities. Finally, they have to go away. To understand that truly talented people are the ones who can create long-term stability for you, some of their initiatives may not be immediately reflected in the short term.

Foster strengths and circumvent weaknesses and employ talents. Many agents often lack in management ability or professional marketing ability, and by using the power of others, they can achieve the purpose of effective management. But if dealers want to better retain people, they must create a relaxed, harmonious and warm atmosphere for companies to keep people. It is necessary to use a common heart, make good use of their strengths, take advantage of their strengths, tolerate weaknesses, and use magnifying glasses to see the advantages of team members. Only in this way can they become more competitive with their professional managers and enhance their loyalty.

The platform is reserved. Agents may not give more to the real material interests, but they can provide a broader development platform to provide a larger space for them to better retain people.

Vision remains. As a distributor, we should constantly give the marketing staff "cake" and constantly show the company's bright future, so as to attract marketing personnel to fight for the company with heart and soul, and also achieve the purpose of retaining people. For example, some agents pay dividends through the end of the year, but avoid the situation that they want to whip fast cattle and do not want cows to eat grass. We must pay special attention to the fact that we must not be treacherous, and we must not lose sight of the promises. Bonus, bonus, royalty and other commitments, no matter how large the number is, can not be fulfilled.

In short, agents want to set up their own marketing. team To enhance their core competitiveness, it is necessary to employ their own, in line with the way of corporatization development, to hire and use marketing personnel, through innovative means, to educate and retain people reasonably, so as to win a greater victory by creating their own wolf team and actively participating in market competition.