Five methods of sales team management 1 1. Set an example and train at work.
Sales executives and sales managers generally start from the grassroots level and have rich practical experience and theoretical knowledge. When they arrive at the market in charge of industry representatives on business trip, they can have one-on-one communication training with industry representatives and analyze and answer the questions and puzzles raised by industry representatives. You can also visit the market and dealers with industry representatives, correct the improper things in the industry representatives at any time, and personally demonstrate to the industry representatives how to communicate with dealers.
2. Use the monthly sales meeting at the end of the month for training.
In order to facilitate work and summary, enterprises usually arrange regular sales meetings in the middle and end of the month. For business people who travel frequently, it is rare to have such a concentrated meeting. Sales executives or managers can take this opportunity to take time out for special training for industry representatives. Training can be conducted in the following ways:
(1) Supervisors and managers conduct training in person.
(2) Let industry representatives take turns to be lecturers to train other industry representatives (you can designate a training leader in the team to organize the training specifically). The advantages of this kind of training are: satisfying the sense of achievement of industry representatives; Invisible to the industry generation with pressure and motivation, because to give you training, you must first have something, so that the industry generation will consciously develop a good habit of learning; Cultivate the speaking ability and on-site presentation ability of industry representatives; Because most of what industry representatives say is their own personal experience, it is more convincing and easier for everyone to accept. When I was a sales supervisor and manager, I often used this method and received good results.
(3) Case training. Managers or supervisors can collect some cases (both positive and negative) in peacetime for industry representatives to learn and discuss during training. These cases can be experienced by managers or supervisors themselves, or they can happen to representatives of other industries. The biggest advantage of case training is that it is persuasive and easily accepted by industry representatives. When I was the marketing director of a branch company, the company launched a new product. Because this product belongs to high-grade products, it is relatively difficult to promote, but it has a good market prospect in the market under my jurisdiction. I have tried many ways to promote this product, but except a few, most markets have not improved. In view of this situation, when I held a regular sales meeting, I asked the well-done salesman to take his successful experience as a case to train everyone and reward them on the spot. At the same time, I also ask the salesman who didn't do well to tell you why he didn't do well as a negative case and be punished on the spot. Then, I promoted the successful experience and enforced it, and took the lessons of failure as a negative teaching material for everyone to take as a warning. After several such trainings, with the concerted efforts of Qixin Qi Xin, the sales of this product soon reached the front of other branches.
(4) problem training. At every regular meeting, industry representatives will ask all kinds of questions. Managers or supervisors can organize people to pay attention to these problems and often brainstorm. Industry representatives with these problems can be inspired to find good solutions, and other industry representatives will know how to deal with similar problems in the future.
(5) Game training. If only classroom-style training is used, it is often easy to make everyone tired and distracted, which will reduce the training effect. In view of this situation, when I am a sales supervisor and manager, I often use game-based training methods. Let some salesmen act as dealers, dealers' partners, dealers' employees, the second batch of dealers, retailers and other roles as needed, and then let other salesmen "deal" with them. In the game activities, salespeople put their usual scenes into their roles and performed them vividly. Everyone learned a lot of sales skills through laughter. For example, everyone knows the importance of distribution, but many salespeople often fail to grasp the key points in their actual work. At a regular sales meeting, I asked everyone to set different scenarios for various situations that may occur in the distribution, let the salesmen play various roles, and let the experienced salesmen handle various situations "on the spot". Although the performance of some salesmen in the game made everyone burst into laughter, I soon found that many salesmen can skillfully use various distribution skills in their later work.
3. Organize on-site training
In the actual training work, the sales supervisor or manager can organize the industry to conduct effective training on market issues in well-run markets or representative markets, which often gets twice the result with half the effort.
4. Book plan
Some industry representatives like learning book knowledge, while others don't like learning book knowledge very much. How can we make them all learn book knowledge and make what one person has learned become everyone's thing? When I was a sales manager, I started the "One Book Plan", stipulating that every industry representative must read a book or magazine every month. At the regular sales meeting at the end of the month, I will tell other industry representatives the main contents of books or magazines I have learned this month and the useful parts for marketers, and exchange and learn from each other, so that * * * can make progress together and grow together.
Step 5 Use online training
Although it can achieve good results to use the opportunity of regular meetings to train industry representatives, business people spend most of their time on business trips and rarely have the opportunity to get together. Is there any way for the sales supervisor to train the scattered industry representatives? Yes, you can use the internet. The developed network enables training to span geographical space and is economical. Although it is impossible for every business representative to have a computer, Internet cafes can be found everywhere in counties and even towns, which provides good conditions for cross-regional space training.
When I was a sales supervisor and manager, I asked all industry representatives to learn to surf the Internet, have their own QQ number and inform everyone in the team, and set up a public mailbox for everyone in the team to enter. In this way, other players and I can send the good training and learning materials we have found to the public mailbox for everyone to learn, communicate and refer to.
Five methods of sales team management. The construction and management of the sales team is as important as the leader of the dragon. Without management, there is no leader to restrict the management of a team. Usually, the biggest problem of such a team is inefficiency, disharmony and disunity among teams, and it is difficult to improve performance. Especially the sales team, if a sales team is well managed, it will get twice the result with half the effort! Next, I will list the experiences of several management teams to give you some reference on how to manage the sales team well, and what technologies and problems should be paid attention to in managing the sales team.
First, create a good sales team atmosphere.
Marketing or sales is a passionate cause, how can a sales team not have a vibrant and enthusiastic atmosphere! This requires the administrator to do the following:
(1) Team player.
If you want to mobilize the atmosphere of a sales team, the premise is to have team spirit. Then the administrator should lead by example, * * * with perseverance, rather than death, let the members of the sales team realize that the team is about harmony, the difficulty is not a person's business, and success is often the result of everyone's strength!
(2) communicate with each other more.
Interview every sales team member regularly, at least twice a month, preferably once a week. Often an excellent sales team has strong communication skills among sales team members, and it is best to let members ask questions or suggestions in the meeting. It is necessary to establish a sense of belonging of each member to the team and fully mobilize their subjective initiative. Administrators should also know the situation of each member. Know what tasks A member is suitable for assignment and what aspects B member is excellent!
(3) Appropriate encouragement and criticism
Encourage subordinates to think independently, for example, when the sales team members put forward questions or suggestions during the meeting, they should seriously think about it and encourage this idea appropriately; On the contrary, it is best to do ideological work alone for members who behave badly or are irresponsible, and find out the problems of members in time and point them out.
Second, let the sales team have clear goals.
Set challenging sales team goals. I'm not talking about challenging your opponent here, because your biggest enemy is yourself! The goal here refers to establishing a consistent and clear team development goal.
First, select competitors' products in the market, find out the end customers of enterprise products through various surveys and comparisons among business sales team members, and then combine the advantages of their own enterprise products to set the ultimate goal of team sales. The leadership itself must first have a clear direction and can clearly describe it to each member. Second, every member should have empathy and a certain overall situation. Next, it is best to let the members ask questions or opinions.
Third, team members should be allocated reasonably.
After determining the detailed workflow, the next step is a reasonable division of labor. When the distribution of personnel is reasonable, we can quickly give full play to the wisdom of each member and have collective wisdom.
The premise is to understand the characteristics of each member. For example, if a member is more careful, it is more suitable for careful work, or if b member has strong language ability, it is suitable for sales. The advantage of managing the sales team in this way is to tap the outstanding advantages of each member. For members themselves, doing work that they have advantages or like will make them more passionate and confident! Then properly train the league members, it can be said that the talents will soon take shape!
Fourth, planning team assessment and summary standards.
As the administrator here, sometimes these problems are the biggest headache for me. I don't know whether the assigned employees did it or how they did it. It is not easy to find problems in the evaluation. Besides, it is impossible for a commercial marketing team to ask them how they are doing every day. Later, I searched the Internet for a management software, and what I downloaded here was a good pen (sales management software). Because we are a sales team, we sometimes use it to record customers or follow up customers. At the same time, it also solves the problem of managing employees.
(1) Plan on time
The success or failure of a thing sometimes depends on the plan. As a sales team, we must pay attention to planning, and details determine success or failure. At the meeting, the working objectives of the sales team are set, and the tasks of each member are assigned and planned. So as an administrator, I will ask members to submit their work plans to the written software every morning, and I can check the members' work plans on the written software as soon as I arrive at the company. You can also let the members upload their work notes or work content documents to a good pen, which is also convenient for viewing during the assessment.
(2) Evaluation summary
Similarly, I will take time to check the work notes handed in by employees with good pens every week, and I will also ask them to make a summary of the day's work under the plan, such as what they plan to do and the completion. In this way, every time we sum up, we will know what problems employees have, and then we will have a meeting to discuss how to correct these problems!
In short, in order to manage the sales team well, tools, standard system and humanistic care are indispensable. How to manage the sales team well still requires managers to combine these sales team management skills, sum up their own set of methods, and be a distinctive sales team manager.
Five methods of sales team management 3 Sales team management 1. Systems and standards
With the in-depth understanding of team members, managers usually gradually become familiar with the personnel situation and problems of each team, and gradually reflect the problems of many people in the work process through observation and practice. Therefore, it is necessary to reorganize the company's previous sales team management system and standards. If the company already has it, it needs to be rectified and emphasized immediately and implemented. If it is not currently set in the management process, it needs to be set again. In the process of setting, you can refer to the suggestions of superiors, senior managers in other regions and members of subordinate supervisory teams, and actively involve front-line personnel in the suggestions of the system, so that it will be more practical and convenient to promote later and the implementation resistance will be smaller. "No rules, no Fiona Fang". After the system and standards are formulated, everyone in the team must abide by them. As team managers, they should set an example and abide by these rules. Only in this way will team members agree and be willing to abide by it.
Sales team management II. Target setting
Any sales team management, without measurable monthly, quarterly and annual assessment targets, team members work like headless flies and have no sense of direction. Only when the goal is recognized can we work hard in this direction! As we all know, goal setting needs to follow the SMART principle: concrete, measurable, achievable, relevant and time-limited. This is a basic principle of goal setting. However, in the process of management, goal setters sometimes do not follow this principle, and many times it is selfish to set goals. If the goal is set lower, people can get more bonuses. For a long time, the following people have developed it into a matter of course and there is also a problem of setting it, giving people a very high goal, and no matter how hard they try, they can't reach it. It will only weaken people's enthusiasm for work, and finally simply ignore the goal and let it go. Therefore, in the process of setting goals for personnel, it is necessary to grasp a principle that a given goal can be achieved by team members through their best efforts, and once completed, it can meet the expectations of supervisors and increase their sense of self-identity and accomplishment.
In addition, managers need to set the goals of ability development and position promotion according to the abilities of different supervisors, and supervisors need to set the goals of development and position promotion according to the abilities of subordinate business personnel. Only when there is a goal can there be requirements, only when there is a requirement can there be efforts, and only when there is efforts can there be good results!
Sales team management. personnel training
Talent is the core of every sales team management to produce high performance. In the process of team operation, we need to pay attention to the cultivation of team members' echelon. Suggestions can be seen from three aspects:
1. The evaluation of people's ability gradient shows that the salespeople in the team can be divided into three categories: elite salespeople with strong work ability and good industry and practical experience, who are generally informal leaders in the team, can undertake certain team management and work supervision when the supervisor is absent, and have certain appeal in the team. The second category is: high performance type. This kind of sales staff is dedicated, and their monthly performance can be well completed. They can be used as elite candidates, and they can also be the objects for new employees to emulate and learn. The third category: ordinary employees, such salespeople have average performance, and their work performance is at the middle or below average level in the team, so they need more ability training and promotion plans. The team leader can become the reference standard for annual salary adjustment and monthly bonus or extra reward according to the three types of personnel assessed.
2. Training of high-potential personnel. According to the personnel structure managed by each sales team, managers should pay attention to cultivating successors, and team leaders should also pay attention to cultivating successors and personnel in important positions. By constantly cultivating elites and high-performance personnel, we will form an echelon of sales talents, and at the same time increase the self-motivation and combat effectiveness of the team. Once there is a vacancy, there will soon be a suitable candidate to replace it, thus reducing the sales loss caused by the turnover of personnel.
3. Pay attention to training. According to the competency structure of different sales team managers, make annual personnel training plans, so that people in different positions can improve themselves through various trainings. Don't wait for company training. After all, the company has limited training opportunities for front-line personnel. Many times, it is necessary to organize internal training. You can invite some excellent directors, managers, front-line supervisors and sales staff to carry out training and share relevant work content, which can not only improve the team members' summary and speech ability, but also achieve real practical training.