Interpretation Of Daily Management And Performance Appraisal Of Promoters

< p > < strong > > a href= "http://www.91se91.com/news/index_c.asp" > promoters < /a > daily management < /strong > /p >

< p > salesperson's preparation and salary payment belong to the manufacturer. However, due to their location in the store, the daily absence and behavior standards are all implemented by the store, which has double characteristics in management. There is a certain difficulty in the control of the salesperson by the store personnel.

Several details are worth noting: < /p >

< p > 1, strictly control sales promoters entry and exit procedures.

Store personnel set up special personnel to take charge of promotions and exit procedures regularly, and set up store sales promoters, temporary promoters' archives and promoters' rosters, file management of all kinds of information and documents for promoters, and master the first-hand information of promoters in time and effectively.

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< p > 2, establish inspection system, store a href= "http://www.91se91.com/news/index_c.asp" > personnel department < /a > convergence loss prevention and operation Department, check the promoters' on-the-job situation regularly according to promoters' roster, timely understand the promoters' situation in various departments, prevent the occurrence of irregularities such as "black promotion", "one card and many people", and promptly correct the nonstandard appearance of the salesperson's dress and work behavior.

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< p > 3, store personnel and operation Department Supervisor should strengthen two-way communication with vendors and promoters, talk with each other regularly and communicate with salesmen, make good work records, understand salesmen's thoughts, meet the needs of promoters as far as possible in their work and life, and communicate effectively with some manufacturers on some issues, put forward relevant suggestions and establish a "win-win" personnel management mode with manufacturers.

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< p > 4, provide relevant welfare facilities for promoters, as far as possible to facilitate sales promoters in life, do the details of services.

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< p > < strong > to promoters < a href= < http://www.91se91.com/news/index_c.asp > effective encouragement < /a > /strong > /p >

< p > in order to make the salesperson really become a member of the store in the work, the store personnel must communicate with the promoters in daily management work, understand what they want, give encouragement, and give care and help in life.

In the incentive part, there are some ways and means that are more effective: < /p >

< p > 1, holding the celebration meeting, sending warmth and concern.

Every month, a staff birthday celebration is held on a regular basis. Employees and promoters of the month's birthday are organized to take part in the celebration activities, so that the promoters can gather together with the staff of the store and distribute small gifts to express their concern for salesmen.

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< p > 2, set the assessment standard, select the excellent salesmen in the Department as the unit every month, publicise the results of the selection in the store, and select the annual promoters on the basis of the excellent salesmen on the month, and give certain rewards.

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< p > 3, excellent salesmen at the same time as an effective source for the selection of basic staff in the store. By promoting the excellent performance of salesmen in the store, when there is manpower demand in the store, we can give priority to hiring the official staff to help the promoters do well in the pformation of their career, so as to enhance the morale of the promoters and encourage the promoters to work hard and regard the store as their home.

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