R100 Success Of Fashion Juvenile Dress

When interviewing applicants, we should attach great importance to the candidates' behavior. First of all, we can infer whether they can be competent for the business of the franchised stores, and ask the candidates to complete the relevant information, and tell her that the application materials should be approved by the head office, because the company is in charge of the franchise chain operation of the whole country. All the stores must obey the unified leadership of the company. The probationary period of the new employees is one week, and the two sides choose each other to decide whether to stay or not.

Through this way, the applicant realizes that anyone in the store can not fool around. This improves the brand image of the company and effectively safeguards the employing mechanism of the exclusive store.

A few days before going to work, new employees are required to give the old staff a "precaution", asking them to have a friendly coexistence with new employees, and to teach the new staff without knowledge of their knowledge and experience.

In fact, they have gone through many detours in the training of new employees, so they used the training of "spoon feeding", and sent them several training manuals, so that they could memorize the names of commodities and the number of products. They poured all the knowledge of products into their brains, but the result was that they were easily frightened, and even those who should have been able to do the same thing had to quit.

Later, they looked for reasons for their analysis and changed their training methods to "

"Professor, if you first teach the pillow, quilt and other things that are easy to understand and accept, let them memorize a product at a time. During the business process, customers who buy such products happen to encourage them to receive and give them opportunities to communicate with customers.

When business is done, giving proper praise, affirming its ability, and failing to do business, they will comfort her mood, put an end to discouragement, and tell her what methods and skills are needed to make the success rate greatly improved and promote sales.

The purpose of them is to cultivate their self-confidence and self-confidence, and they will study harder, and make the related knowledge of varieties, goods number and so on in mind unconsciously.

Then according to the company's training methods for them to explain systematically, because they have a better understanding of products, then give appropriate pressure can also withstand, through this way of training, a month or so can become a qualified guide.

But specifically, how can the franchisee encourage the enthusiasm of the shopping guide?

Some of us

The salesperson will start the task at the beginning. This month will be completed by 100 thousand, and the next month will be completed by 200 thousand.

Franchisees think that pressure can be exchanged for each other's motivation, and the result is often contrary to expectations.

For example, some store salesmen do their sales up. The boss sees that the Commission is high, and deliberately reduces the royalty, so that the salesperson's income is reduced.

In particular, when sales promotion activities are not made, they do not tell the salesperson how to get the Commission. After the end of the sales promotion, the Commission is less. As a result, the salesperson has a complaint, and a good salesperson has also lost.

How can we conduct the assessment and encouragement of the shopping guide members in order to effectively mobilize their enthusiasm and make the franchised stores develop fast and steadily?

In pairs

In terms of assessment and encouragement, the past stores used the "fixed task to commission".

At the beginning of each month, the sales target should be worked out, and the basic salary will be taken out of the index in the month, and the percentage will be deducted in excess. If it can not be deducted in proportion, the wages will be deducted.

Originally, they wanted to pressure the purchasing agents to drive them to sell more products, but it turned out to be the opposite.

When the task is not finished, they will no longer strive for it like they did at the beginning of the month, but abandon themselves.

In any case, sales targets have not been completed, they will not be sold or sold.

After finding this symptom, we should immediately adjust the method of assessment and encouragement.

Adopt "no top down, bottom guarantee".

The basic salary is 500 yuan per month, lunch is served at noon, and different commission is made according to regular goods and special items.

In the new year and holidays, another red envelope will be issued. The "opening and bonus" method is adopted for high-grade or unsalable products. The opening and bonus is the first sale of the new product, except for the deductions that should be paid, and a portion of the money will be drawn as a bonus to cash on the same day.

For those who fail to qualifying for the shopping guide, the franchiser first gives them some time to study again, and if they fail again, they will make a euphemistic dismissal.

Tell the Dismissal: "you have worked very hard, but you are not suitable for our work. Maybe other jobs are more suitable for you."

After such an explanation, those who are dismissed can accept it with conviction. Generally, they do not have any conflict mentality, but they also have room to be friends with those who are dismissed.