Set Up Workplace Rules And Manage Your Staff Well.

　　 Will employees see? Technological process !

I often train the terminal, and I find that there are many deficiencies in the terminal staff's ability and profession. Therefore, the first solution for my customers is the training of staff skills. However, when you go into the observation, many terminals do not do well on the existing basis. They are not unwilling to do it, but unwilling to do it. Even if the employees have not done anything, employees can solve it if they want to do well. However, only quantitative examination can be conducted in the examination, so the assessment that can be carried out at the terminal is the achievement rate and the achievement rate of the index. So the difference of employee working methods and the style of individual work style will obviously affect the execution atmosphere of a store. The basis of the performance, working style and work culture is the standardization of the process first. That is, when every new employee comes to work, he first needs to know what the standard of his work is. This is not a sound standard for many small and medium enterprises, so once the company is replaced, it will be an operation for the enterprise to break some of the original ways to add some new ways.

Enterprise as the terminal Set goals The terminal's purchase and sale service process, product allocation process, product order planning process, new product listing management process, VIP management process, shop management process, sales promotion application process, supervision process, assessment process and so on, these processes will be different according to the size of the enterprise, the decision-making system and so on. When every new target is challenged, there should be some difference solutions so as to make some fine-tuning in the original process so as to enable the team to play a different driving force in an orderly working environment. This is the objective support of the enterprise that completes the index, not just the result, not the method, the whole individual, the passive waiting result! The process oriented is the important factor in deciding the result oriented. Guide and motivate employees to complete tasks as an example.

　 　 staff Do not do, look at the system!

Some business owners in the management do very thin, some boss flick up everyone to do it! Process management set the re science, the key to see the staff's wish. In terms of willingness, the management system of an enterprise, especially the salary system, assessment system and supervision system, is becoming more and more important. At present, human resources are most proficient in this aspect, but the human resources department is often not the executive supervisor, but the professional manager is busy with the work and does not want to offend people. In the aspect of salary, performance and examination system, a lot of reward and punishment measures are formalised. The real power potential of the grass-roots staff has not been mobilized. That is, the management system of the enterprise is prone to tilt the function, focusing only on a certain level, rather than a fair and impartial system that the whole people can participate in, so the centralization of power will breed corruption and breed incompetent teams.

For simple terminals, I have always advocated fairness and openness, which is conducive to the centripetal force and performance of employees. Such as fair and open shopping guide level system, shop manager level system, sales supervisor level system, each level of functions, salaries, indicators, skills training support, work permissions will be different, these levels do not need to expand the team, but it can also expand the effectiveness of the team! You have a clear and controllable career ascension channel, the implementation of each job from obedience to the mentality of the enterprise into a self struggling mentality, is a healthy team foundation.

　　 The staff is not enough, look at the training!

Every enterprise has different requirements for employees in different stages of development and different competitive environments. Along with the adjustment of management system process, of course, we must give employees timely training of job skills, which is also a field I have been working on. So I will be sensitive to changes in the clothing market and consumer changes, so as to feel the market challenge of different brands, and to develop skills training courses suitable for enterprise terminals at the moment. For example, terminals are more professional, and they are also more effective aesthetic consultant sales methods, clothing VIP efficient customer management courses and so on.

Some training teachers give the same courses to all enterprises, which is not included in the same courses. It is one of the unhealthy phenomena in the training market of the mixed rivers, which is created by the immature behavior of teachers. Staff training has always been advocated that suitable training can be given to the right people at the right time, so as to maximize the training effect, so that every training input of the enterprise can be meaningful. Otherwise, the enterprises should not evaluate the satisfaction of the courses without training and training without customized curriculum requirements. The reason why the training is put in the last section of the article is that training can solve the problem for the enterprises, but it is the easiest way to do business, but it is not the most essential way. Only when training returns to a rational and objective position, can we really have his value. I believe that training can be turned into the productivity of enterprises, which has been proved by many of my customers.

　　 What do employees do well? Look at culture!

A boss who keeps changing, and a boss who likes to manage more layers, will never let his subordinates feel free to work boldly. Does a company's culture, team culture, execution culture and work concept clearly guide every employee? Is this kind of culture implanted in the team work behavior? When the meeting is discussed, there is no problem and the work method is unified, but it will be out of shape when it comes to the meeting. In particular, as I often do training, I will always meet with customers and say which enterprises have you trained? Can I go to see the customer status you have trained? Oh, God, I only talked about one or two days of classes, how many people can affect a person? How much does it affect an enterprise? And whether it will affect the enterprise or not, and the culture of an enterprise is the absolute factor.