Analysis Of Several Important Factors Determining Employee Capability

For example, a person's background, the level of education, experience, accomplishment and knowledge level will determine the position of the person's work starting position. Correspondingly, the market environment and work platform can also affect the future development of employees. Of course, these subjective and objective factors are not enough to completely change people's life. As the saying goes, fate is in your own hands. When employees enter a store, it is a more important factor to decide whether they can find their own working methods, apply their skills to their full use, and constantly improve their sales quality, execution and teamwork ability. Note that here I use "more" rather than "most". As the opening paragraph puts it, store development needs strong support from all sides. Similarly, staff development is also restricted by many factors. We can not generalize.

For example, in Teamwork There are many branching factors, such as communication. Many students reflect that employees do not have rich sales experience and are not very well trained. This is a common phenomenon. Although they try their best to train employees, it is difficult to achieve the desired results.

Therefore, because employees are constrained by the level of knowledge and their personal backgrounds are different, managers need to consider the different situations of everyone when formulating training programs, so as to improve their quality while helping them improve their operational ability. In addition, the working method is also very important, but because of personal habits and other factors, employees use different ways to solve the same problem. As managers, helping them find the most suitable way is the right choice to promote the development of stores.

Here, I would like to tell you a story:

Zhang Hui is a family. Couture The boss, who was one of my students, once said to me, "teacher, salesmen have changed several batches, and they can never satisfy me. What abilities should they possess?"

I sincerely put forward my proposal: "you might as well think about it first, and what are the daily work of the clothing store?" he told me: "we need to purchase goods, inspect the goods, talk about the price, and have to show the best results of clothes. The important job of opening a shop is, of course, to face customers, to let customers be willing to buy products, and to catch" repeat customers "and publicize our brands. I asked, "is that the only thing?" he thought, and listed some: "the efficiency of employees' work is also very important. My requirements and the requirements of customers should be completed quickly. Of course, I hope that employees have a sense of teamwork."

I smiled and said, "you know what kind of employees you need." Zhang Hui said thoughtfully, "should I discover these abilities from my employees instead of changing them?" I told him, "before you choose your employees, you should have a purpose to find the people you need, instead of asking them to do things without thinking, and the salesperson who already works in your shop may not be" perfect ", so knowing the reason is not enough, and you need to train them and make them into excellent employees.

After the first training session, Zhang Hui said to me, "teacher, thanks to what you told me before, it not only saved me from changing the cost of changing shop assistants, but also made my clothing store develop better and better, and my work was much easier."

Many managers can take time out of heavy work to do other things, because they have mastered good methods, know what kind of employees they need, and bring them to their ranks. In the process of developing stores, they are constantly helping employees improve their quality, the ability of clerks is stronger, the work of managers is more relaxed, and the development of stores will go up to a higher level. So, how do you make yourself an excellent employee?

　　 First, look for the details of the store. staff 。

I often tell the trainees that despite the experience of giving you many management experiences, you need to suit yourself to suit the needs of the people in the process of implementation. You can successfully invite employees, but you may not necessarily use them. For example, the A shop has just opened, and the C store is a "time-honored brand". The two stores have opposite requirements for their employees. A stores pay attention to the brand promotion ability of their employees, whether they can sell the products, let customers remember the brand, is the biggest challenge for the employees, requires them to have a higher sales quality, and is more popular with the salesmen who are good at catching the customers' psychology. The brand of C shop has a certain appeal. When there are fixed customers, it is very important for the employees to continue the brand's advantages and maintain the market share of the brand. If the staff has the spirit of innovation and high accomplishment, it will be very helpful to win customers. It can be seen that managers should refer to the actual situation of the store before choosing employees, and find the most suitable employees among those who come to the job, and put them in the most suitable positions.

　　 Secondly, we should pay more attention to "special abilities".

If you want to recruit the best employees in the world at one time, I advise you to keep your feet on the ground and not to think of finding perfect people, which will not only make you spend more energy. In fact, managers should pay more attention to the "special ability" of employees. For example, some specific and professional skills can enable them to successfully accomplish some important links: the clerk needs to face the customers everyday, and the communication ability is very important. How to know the psychology of the customers lies in whether he has rich experience; the working methods of the employees determine his work efficiency; whether they are good at teamwork and the overall operation of the stores. As for other skills, employees can grow in the later stage of exercise.

Instead of spending time looking for "perfect" employees, managers can see more about their strengths. If these advantages are exactly what you need, they will be the most valuable employees for you.

　　 Finally, solve problems through scientific training.

Many students complained to me: "the quality of employees is not up to standard." I asked them, "how do we deal with these employees?" "replace!"

Frequent change of employees does not mean that you are a good manager. Smart people are trained to solve these problems. As far as I know, many store managers will organize staff training, but little effect is achieved because they consider training as a form and even become part of the management process, which makes training itself not well played.

I have repeatedly stressed that only through scientific training mechanism, the potential of employees will be excavated, for example, you can first classify employees: class a staff lack of communication skills, B class sales staff quality is not high enough, C class staff execution is not strong...... When you know the specific circumstances of employees, you can carry out targeted training, the effect will be much more obvious.

To sum up, if you want to achieve meticulous management of stores, you must first have excellent employees. Secondly, follow up every step of setting up excellent teams. From selecting employees, training employees, observing their work ability, and then training them, you should carefully consider every link and guide them to become the best store employees in your mind.