The Key Point Of Training Should Be The Corporate Culture.

The profit margins of modern enterprises are unprecedentedly pparent. Because of the cost increase, the enterprises are overwhelmed with burden, which will eventually lead the shopping guides to leave without paying high salaries.

Moreover, even the thriving enterprises, the training effect of their purchasing team also directly affects the terminal image and sales performance.

The so-called "training does not speak, under a new", perhaps this is the glamour of the training work.

Therefore, we only refuse to raise the salary simply, but also advocate a well-trained professional purchasing guide team.

Objectively speaking, the guide buyer is an inevitable creature under the "buyer's market" environment.

Under the guidance of the manufacturer's control of the terminal, the shopping guide has unprecedented initiative in product image display and promotion.

No matter whether it is the image of terminal stores or the service to customers.

But at the same time, we can not ignore the great limitations brought by the overall quality of the shopping guide team. Therefore, in the daily training work of guide buyers, we should pay close attention to and accurately grasp their real needs, so as to effectively avoid the unrestrained and generalized sermon, and achieve the goal of communicating with each other.

I am engaged in the management and training of purchasing agents, and I have been listening to other people's training field for some days. During this period, there will always be a strange situation of "the listeners are torrential, but the listeners are faint".

Next, the author briefly summarizes the key points that the trainer should pay attention to during the training process of his guide, combined with his own training experience.

Because of the reasons for work, shopping guides are often in terminal stores, whether in geography or in psychology, there is a great distance from headquarters or branch offices.

They are generally easy to feel bad about themselves. They think they are very low, and do not consciously exclude themselves from the company.

Moreover, on the one hand, they have great contacts with customers and salesmen, while on the other hand, it is impossible for them to maintain good and effective psychological communication with them every day.

Thus, under the influence of the double power "half hearted", they showed a high level of information, which directly led them to know the ABC of the competitive brand as well.

I have made more careful observations in this regard: as many large stores often display similar products in a concentrated manner, in order to display the uniform image and facilitate the purchase of customers, but at the same time, it provides a convenient way to explore the actual situation for different manufacturers.

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For example, are all gas cookers purchasing guides, how much of your base salary, how high my commission is, how much his work expenses reimbursement standard, whether she has overtime pay, and so on, often when you meet in your spare time, you touch the bottom.

As a result, some individuals who are usually lacking in corporate culture training and lack of corporate identity will not be too resolute in guiding their customers.

Therefore, in our training work, we should give a detailed and systematic introduction to the company's history of entrepreneurship, development, honorary awards, certification and strategic planning. (whether big or small businesses, as long as we dig hard, we can find "bright spot" belonging to our company. Many companies should learn from Haier in mining highlights.)

Some companies tend to overlook the seriousness of these problems.

Training stays at the salesman level, especially the strategic planning of the company.

As we all know, sense of honor is the normal psychological need of every normal person.

Honors and awards can not only make the guide members more convincing when they introduce products to customers, but also enable them to share their pride with the enterprises.

The author often gives examples in practical training: like a student, when he speaks of Peking University or Tsinghua, he will be impressed by others.

Similarly, when people hear that you are a shopping guide for a large company or a brilliant company, they will also be envious.

In the final analysis, yes.

The penetration of corporate culture is to enhance their sense of belonging and belonging to the company.

The simple point is: first, let them know who they are doing; second, let them be proud of the enterprise; third, let them be willing to work here for a long time.

Although we all know, the sense of belonging and sense of belonging of the shopping guide to the company can not be accomplished overnight through several training, but it still does its best.

Here is an inappropriate example, just as we all often have to do patriotic education: knowing clearly that we can not solve things overnight, or we must go all out to implement them.