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How To Manage Staff In A Store Well

2014/3/2 20:46:00 78

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Clothing Store Staff Management Store Management

Managers in a href= "http://www.91se91.com/news/index_c.asp" > clothing shop < /a > will always encounter the headache problem of difficult recruitment of employees and difficult recruitment of excellent employees.

the author concludes that the reasons are mainly as follows: first, the starting point of shop staff is relatively low, which leads to the difficulty of recruiting excellent employees.

General shop < a href= "http://www.91se91.com/news/index_c.asp" > recruitment < /a > are all "18 years of age, high school education, height 160cm above, regular facial features", especially for those who have no work experience, they choose to do shopping guide as a pition; two, the work of shop staff is relatively hard, and wages are generally, resulting in a larger turnover rate of employees.

After obtaining certain communicative ability and courage, many employees may make other choices; three, they can not give the shop staff certain salary and ability to increase their space, so that the personal development of shop staff has certain limitations, so that employees can not expect their own development. This largely restricts the development of excellent employees. Four, with the development of China's family economy, the general family can bear the cost of opening a clothing store, which makes some excellent employees choose to invest in their own time after a certain period of time. Five, it is the competition between the staff of the shops.

, then, how will we make countermeasures?

attach importance to employees /p >

(1) the customer is the God of the staff, and the employee is the God of the boss.

no matter whether we buy a LV of ten thousand yuan or buy a 100 piece Metersbonwe, no matter whether we buy a 2 million BMW or buy a 200 bike...

We are always faced with employees. Employees are the most direct facing customers of an enterprise and brand. The image and quality of an employee directly affect the image of a shop and brand. Therefore, for a shop, employees are the most important components.

Store managers can not directly face customers, so we should focus on staff training, motivation and care, so that employees have a better mentality and better service to customers, thereby improving the sales performance of stores.

(2) pay attention to employees who do not show favors to employees

there are also some shop operators who are always afraid of losing staff because of too strict management because their employees are hard to recruit.

In fact, the loss of employees caused by management is not due to too strict management, but rather to the problem of management methods. This is the two thing.

Pay attention to employees only in training, motivating, caring and so on, rather than pet workers.

It turns out that the more lax the staff is, the looser the management is, the greater the turnover rate of employees.

On the contrary, the rate of staff turnover is relatively small in strict management shops.

(3) let employees become the owners of shops

China's many franchisees are "wife and wife shop", which is related to the development process of Chinese clothing and the form of Chinese enterprises.

With the change of brand competition and market form, this form of shops will gradually be eliminated and can not expand.

It is an inevitable choice for a brand store to give the store to the store manager and other employees of the store.

the owner of a store loses its performance. This is not a staff problem, but a boss's management problem.

It is a process of investment to hand over the store's management to the manager and other employees.

The store manager and other employees of the store manage and manage a shop. The performance may drop a little at the beginning, but it will soon be on the right track, and let the staff develop a master's attitude and loyalty. Even if an employee needs to leave because of a special reason, the shop will not be affected a little, so as to enhance the anti risk ability of employee turnover.

recruitment staff /p >

How can we recruit our ideal employees? First of all, we need to know the way of recruitment.

There are several ways to recruit employees.

(1) through employment agency recruitment

with the development of economy and the progress of society, the phenomenon of talent flow is becoming more and more common and more and more active.

In order to meet this demand, there are many talent exchange centers or employment agencies in many cities.

These institutions play a dual role, not only for enterprises and units, but also for job seekers.

The staff recommended by professional organizations are generally screened, so the successful rate of recruitment is relatively high, and the effect of placement is relatively good.

Some standardized exchange centers can also provide follow-up services, which makes the recruitment enterprises feel at ease.

The advantages of this channel are the strong pertinence and low cost.

(2) recruitment by on-site recruitment Committee

on-site recruitment is a common channel for recruitment of companies and stores.

At the recruitment meeting, shops and candidates can directly contact and communicate, save the time of shops and candidates, but also provide many valuable information for the person in charge of recruitment.

Due to the concentration of candidates, the wide range of talent distribution, and the large selection of employers, the recruitment staff can not only understand the local human resources quality and direction, but also understand the personnel policy and manpower demand of other enterprises in the same industry.

But the level of applicants through this channel is relatively uneven, so the quantity and quality of recruitment may be greatly restricted.

(3) media advertisement recruitment

publishing recruitment information in newspapers, magazines, television or Internet has the advantages of wide audience, and can also play a role in publicizing shops and brands.

Generally speaking, more information will be received, but the relative authenticity of candidates in newspapers, magazines or TV advertisements is hard to distinguish. For medium and small cities, professional newspapers, magazines and television are not professional enough in terms of recruitment.

At present, it is not so common for Chinese shop workers to find jobs through the Internet.

(4) posting a recruitment advertisement in front of the shop door

"P" in the actual shop recruitment in this way to use more.

As the applicant is posted at the door of the shop, the applicant is generally more aware of the position of the shop and the brand and the position of the recruitment, so the applicant is relatively more targeted, the success rate of the recruitment is higher, and the staff will also have better performance in the post job.

When we make poster ads, we should be beautiful, eye-catching and atmospheric. Many shops are simple, and some even practise "Chinese calligraphy".

In fact, this kind of advertisement is also the image of shops and brands, and it is the first impression left to applicants.

(5) digging people

dig people into other shops and dig into your ideal employees.

It is difficult to dig a person with strong pertinence, employee quality and professional level. But generally speaking, the more excellent employees are, the harder it is to "dig", especially when the staff of the entire shop are excellent.

Because the operators of such shops know how to train people, and they also know how to keep people. The loyalty of employees here is relatively high.

Of course, due to the mobility of shop staff, the overall quality of employees is relatively general, so if the method of success is still relatively high.

The key to digging people is to compare the advantages of your shop with what he is dissatisfied with, such as working hours, training opportunities, salary and so on, instead of simply digging people with high wages, so the success rate is not very high.

Because digging people is not a special "moral" behavior, but business is originally a competitive industry, so for digging people here do not advocate, nor oppose.

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< --EndFragment-- > understand employees /p >

(1) observe new employees

when new employees arrive at posts, they do not know enough about their work ability and character, so the general stores have set up a probationary period. However, many shop operators regard the probation period as a way to compress the wages of employees. Some have adopted the super long probation period, and more often do not know how to observe new employees during the probation period.

Observing new employees can be achieved in these three aspects: first, observe the work discipline of new employees (rules and regulations implementation, etc.); two, observe the performance of new employees (initiative and individuality of work); three, observe the details of new employees.

Generally speaking, new employees usually perform more actively than they do in the future. One of the employees is fond of flattering, and some shop operators are hard to distinguish from this flattering attack. P

What kind of employee is the flattering employee? In fact, not flattering is just a person's personality and the style and characteristics of doing things for people. It has nothing to do with his work ability and achievements. You just need to clearly distinguish his character from his work ability and enthusiasm.

(2) four forms of staff and corresponding management mode

good work done and efficient performance must be done at the same time with the ability to work (the necessary conditions to complete the work) and the passion for work (willingness to work).

So we divide these employees into four types through these two factors.

one is capable and passionate.

This kind of staff is few and far between, having both the conditions for completing the work and the good working attitude.

For such employees, the managers of the shops should show a sense of absolute trust, and at the same time, give them as much responsibility and power as possible to enable them to fully display their talents.

two is incapable and passionate.

There are two kinds of employees, one is a new employee, or just entered the clothing store shopping industry, or from other styles and brands, which has not yet adapted to the current brand store operation; the other is the original work ability is strong, but because of promotion can not adapt to higher level jobs.

For the first case, if new employees arrive, they usually have motivated and positive work enthusiasm. As store managers, they should give good training opportunities, and also give training to the second employees.

three is capable and passionate.

Such employees usually have some work experience and think that managers' abilities are not as good as those of others, dissatisfied with company management and salary, or because they are bored with the same industry or same job for a long time, thus losing their enthusiasm and initiative in their work.

For this type of employees, we must continue to encourage.

four is incapable and passionate.

There are two kinds of employees in this category. One is the "habitual baby" at home, because it is really boring, so they just go to a clothing store to fool around, and the other is because they feel unable to adapt to higher jobs after promotion, so they lose confidence in themselves and lose their passion at work.

For the first case, we simply do not need to, and for the second case, we should first encourage him, develop his passion and self-confidence, and then develop his working ability.

Training and < a href= > http://www.91se91.com/news/index_c.asp > incentive staff < /a > /strong > /p >

(1) training staff's working ability

employees have different abilities, so we need to constantly train our employees.

The trained staff are very familiar with your brand style characteristics and store operation, and have the advantage of "blood" more pure than the new recruit.

At the same time, employees who improve their personal skills due to training will generally be grateful and will work harder.

one is the form of training.

It does not mean that it is called training for the staff to gather together for a class lecture. In practice, it is also a form of training for a certain employee in a timely manner, and this targeted real-time training will often leave a deeper impression on the staff.

two is the content of training.

The training content of shop staff mainly includes company culture, product knowledge, display and clothing collocation, business process, shopping guide skills and so on.

three is targeted training.

Not all training materials are suitable for every employee. Training must be able to be understood by employees.

four is planned training.

It is time to plan, for example, what aspects of training this time period will mainly train, and what aspects of the next training period will be the main training.

five is a summary of training objectives and achievements.

For example, what are the contents of this secondary training and what kind of effect it is expected to achieve?

(2) to motivate employees' work attitude

when the same employee is in the same position, their ability may only be higher and higher, while passion may fluctuate, which may be high and low for a period of time. This requires us to constantly motivate our employees.

one is public praise, independent criticism.

Public praise workers who perform well can not only enhance their sense of honor, but also play an example for other employees.

And criticism should never be carried out when other employees are present, not to criticize your employees in front of customers.

two is timely.

Some shop operators always like to say, "do your best, and I will reward you well by the end of the year."

This will make employees feel very distant and not trust enough, and pay more than the effect of timely encouragement.

Timely and rewarding material or spiritual rewards for excellent employees can help employees continuously improve their work motivation and initiative.

three is accurate.

In particular, the material reward must be accurate, otherwise it will make other employees feel unfair and play the opposite effect.

four is to make employees fully understand.

"You have done well this month, everyone has a bonus." this statement is very vague and can not motivate.

To tell the staff how much time, how much performance, how much reward each person...

In this way, they will constantly encourage themselves.

five is to keep employees busy.

Making employees busy is not to assign tasks blindly to employees, but to allocate staff work hours reasonably.

In particular, some shop operators who do not have good management concepts always like to work hard for employees.

In fact, sales work is different from production, not by time to accumulate sales volume, its mood and work attitude is more important.

For example, in the working hours that 3 people can cope with, it is necessary to arrange 5 people, which will make employees less idle. As time passes, employees will become lazy. Even if they are busy, they will not be willing to take the initiative to receive customers and other jobs.

Therefore, it is not reasonable to arrange shift classes or shift shifts in the morning and evening. It is necessary to arrange shifts according to the actual situation of the shops and the time and volume of people. The time for the same shops should not be arranged according to their own sales data.

Every employee is busy, and after a long time, he has formed a good habit of diligence.

six is an occasional relaxation of employees.

For example, in a less crowded time, it is very effective to let an employee leave work a few hours in advance.