Clothing Store &Nbsp; We Should Build Our Own Team From The "Heart".

Clothing stores

The understanding of the barrel theory is that if the staff is the wooden board that makes up the barrel, then the leader is the center of the barrel. If the leader only closes the staff's heart in the wooden barrel (that is to say, the wood planks bend towards it instead of facing the outside), the wood plate can form centripetal force, so that it can be tightly combined; if the staff's heart runs outside the wooden barrel, the plank will no longer turn to the center, and the barrel will leak.

So what do we need to do to care about the team?

First, concern for life and work.

If a company starts with its employees stepping into the door of the company, it will make people feel much more familiar with many fine items such as meals, accommodation, office space and so on.

What does a team rely on to keep employees' hearts?

As a team leader, there should be several points for concern for employees:

(1) pay attention to every aspect of employee life as much as possible and bring family warmth to employees.

(2) care for employees' adaptation to work, create a harmonious atmosphere, and promote close cooperation between the team, so that employees can work happily and give their team a sense of belonging.

(3) ensure smooth communication and fair, just and open team management and give employees a sense of security.

Second, give employees the right place to mandate.

Personal heroism of leadership will only stifle the creativity of employees.

Since it is a team, different members should have different abilities and play different roles. As a leader of the team, even if the ability is stronger, it is impossible to do everything personally.

Once a team leader does not know how to delegate, he will not be able to do it on the one hand. On the other hand, team members will choose to leave because they are useless.

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Therefore, employees should be given enough power to enable them to expand the market with ease, develop their initiative, think positively about market strategies, and make timely decisions to cope with competition.

The marketing team's empowerment should include:

(1) the right to appoint and remove personnel.

For example, the regional managers should give full consideration to the opinions of regional managers and support them in carrying out the appointment and removal of marketing representatives.

(2) encouraging assessment power.

(3) the right to use market charges.

(4) dealer's right to choose.

Third, we should care about the growth of our staff and set up an ascending channel for our employees.

Caring for employees requires us to do well in addition to giving guidance and training to employees.

(1) market rotation.

For outstanding staff, we must regularly replace him with a better and more challenging regional market.

(2) establish a talent pool system.

For outstanding employees, after relevant assessment, let them enter the "talent pool" which is designed to reserve talents for a higher level.

In this way, employees can be promoted to half a level, and on the other hand, they also provide reserve talents for enterprises.

(3) establish an ascending channel for talents with different grades.

(4) career design for employees.

Let employees recognize their strengths and weaknesses, and remind employees to overcome impetuosity, enhance learning and work hard.

It's useless to keep a person in mind.

So the two key word in team building is caring, first of all, to lock the hearts of employees instead of going blindly.