Five Process Details Of Store Manager Management

The formulation of the management process can help the manager to manage the people and things in the store in an orderly way.

What are the most basic management processes of franchised stores?

First, communicate with each subordinate individually.

Communicating with subordinates is one of the main duties of a shop keeper, and is also a communication skill that must be mastered.

Only with good communication can a lot of work be carried out smoothly, so as to continuously enhance the cohesive force of the team and improve sales performance.

Why should a store manager communicate independently with each subordinate employee? What are the advantages of individual communication?

As a manager, if a store manager does not know much about his subordinates and does not know the ability of each employee, he will not be able to "set up posts for people". It is also very difficult for employees to maximize their capabilities in the course of their work.

In such a long time, the interest and passion of the employees will be exhausted. Then there will be endless complaints or resignation directly.

Each employee has his own characteristics, expertise and characteristics. If you want to know more about each employee, the manager will have to communicate with each employee individually.

The advantage of individual communication is to make new recruits feel their importance first, so that employees can get a sense of existence and value. Secondly, individual communication is more conducive to the deep excavation of each employee's inner thoughts, needs, expectations and so on, because face-to-face is easier to persuade and impress each other, and the other party can open their hearts as much as possible.

Only when employees are willing to communicate with you, from work to personal to family, do you really know this employee when you talk about everything.

In the actual work process, very few employees will tell the leaders in all aspects of their lives without reservation, and the zero defense staff basically do not exist.

Therefore, the manager and each subordinate staff communication requires certain skills.

If you want to have an in-depth understanding of an employee, first you have to master some basic information through a separate communication, and then discover some special skills and hobbies of your employees through the observation in the process of work. Then take this as a topic to enter the mouth and discuss with employees again, and do further in-depth understanding.

Learning to communicate with subordinates is one of the basic processes of store management. "Understanding employee expertise" is the key to communication.

Only when we know the staff's expertise can we make a definite choice in the assignment of work tasks, make reasonable arrangements, effectively enhance the operating efficiency of the exclusive stores, and improve the sales performance.

"Knowing others and making good use" is a requirement for manager's management ability.

If a store manager knows his subordinate staff, but he doesn't know what kind of employee he will use, it is a failure of personnel management.

For example, in a general home textile monopoly shop, the shopping guide plus a shopkeeper at most does not exceed 6 persons, and the reasonable arrangement of staff is very important.

The work ability of each subordinate staff is different. Some employees are quick and efficient, but they are not good at communicating with customers. Some employees are slow in hand, but they are sweet at hand. They are good at chatting with strangers, while some employees are not quick at hand and feet, and their mouths are not sweet, but they are good looking. They can attract the passers-by's attention at one stop of the shop entrance.

Therefore, for the store manager, being familiar with each subordinate employee and knowing the expertise of everyone can easily arrange them to the corresponding jobs. The main purpose is to keep the store's harmonious operation and ultimately improve sales performance.

Every work content formulated by the store manager must be strictly in accordance with the requirements of the relevant time node, and each job should be responsible to the specific person and make clear demands.

Each job is responsible to the specific person, so as to exercise the management ability of the store manager, and also to improve the work efficiency of the staff, so that we can finish the day and end the day, and do not develop the habit of procrastination and delay, so that we can really exercise ourselves, so that we can develop good work habits and get a fast career growth.

Secondly, every job is responsible to people, and everything can be found and found in the storehouse management process, so that we can find a specific cause, so that we can neither injustice any employee nor tolerate any employee.

Of course, the final thing is to find out the specific reasons for the employees according to the specific responsibilities, and then make a summary analysis to avoid making the same mistake next time, so as to achieve the purpose of improving the operation efficiency and management level of the storefront.

"Doing things well" is the most basic requirement for employees, but it is really not easy for every employee in the team to do things well.

How can a manager supervise the staff to do a good job through the management process? This requires the store manager to have a strong executive ability. That is to say, the shop keeper must first be strict with himself in every aspect of his work. Only the store manager strictly executes the process, so that the employee can be driven from the beginning like a duck to the shelves, and gradually becomes a bird like the dark and will go home voluntarily.

For example, in the home textile monopoly store, the store manager can put a white board in the shop, write all the recent work arrangements of the team members on the whiteboard, then check the progress of each member through the morning and evening meetings, remind the partners who need to speed up the process, and emphasize the final time node requirements, and clarify the related responsibilities.

Only in this way can the store manager clearly grasp the progress of every work in the store and ask every employee to do well.