1. The focus of work should be on the management of the team, so that the managed team can play a greater potential.

2. Be good at finding problems and talents. Good at mobilizing people's enthusiasm, grasping the mentality of every employee in the team, and being able to actively guide.

3. Be good at creating a good working environment, eliminating the negative emotions of business representatives and making them work in a serious, competitive and lively atmosphere.

4. Cultivate business representatives' sense of responsibility and collective honor, and make them realize that the department is the carrier for individuals to achieve their goals, and the development of the department needs their contribution. Emphasize the interest relationship between the individual and the collective in the work, so that the two can be organically combined.

5. Find and solve the negative thoughts that are not conducive to the work of the department in time, and affirm the positive thoughts of employees.

6. Actively train and guide new employees, and give opportunities to promote old employees to improve their performance.

Second, how can directors and managers improve the enthusiasm of employees?

1, clearly tell employees about their departments and the expectations of their superiors, and give them more responsibilities and missions in their work.

2. Guide employees to set long-term and short-term work goals and strive to achieve them.

3. Actively communicate with subordinates for some problems.

Third, how do directors and managers recruit and train new people?

1. Recruiting new people must first meet the following requirements:

First, the ability to adapt to the environment; B, the desire to succeed; C, self-confidence D, reaction ability; E, expressive ability f, comprehensive quality g, mental outlook h, diligence I, affinity j, imagination k, loyalty to the enterprise l, self-development ability m, learning ability n, self-motivation, resilience p, morality q and experience.

If a job seeker has two-fifths of the above requirements, he is basically a suitable salesperson.

2. Experience during the interview:

Ask more open-ended questions, such as: how to evaluate your work ability?

Break the interview routine, such as: I don't want to ask you anything for the time being today. What do you want to ask me?

Observe the details of the application process, pay attention to the speed of the other party, and judge the future of the applicant according to the situation.

3. How to make newcomers grow up quickly?

Give full encouragement and help them build up their self-confidence.

Help them prepare a phone script and let them get into the role quickly.

When excellent business representatives go out to meet customers, let newcomers take the initiative to follow and understand the whole negotiation process.

When a newcomer meets an intended customer, the manager may arrange an old employee to accompany him, so as to enhance his confidence and arouse his enthusiasm for work by signing the bill quickly.

4. What do directors and managers think of the sprint at the end of the month?

1 Break the inertia thinking of accumulating at the beginning of the month and arriving at the end of the month, and form a benign habit of accumulating every day and arriving at the account every day.

Ideologically, let subordinates establish the belief of starting from scratch every day, and do the work well first, so that the work will not be passive.

When you encounter negative thoughts that subordinates will definitely withdraw at the end of the month or it is still early, you must guide them to eliminate such thoughts.

Verb (abbreviation for verb) The working methods of directors and managers.

1, cultivate the learning ability of the team.

There are more and more products in the company, which requires subordinates to be familiar with each product in a short time. Directors and managers must be product experts. Familiarity with products is the basis of improving performance. Directors and managers should not only build a good team, but also have the ability to cultivate team learning!

2. Work must be planned and purposeful.

We should make long-term and short-term plans for our work so that everyone knows what they should do and how to do it.

3, walking management, peer-to-peer communication, find problems between employees and solve them in time.

A comprehensive grasp of each employee's ideological trends and timely help to resolve bad emotions can enhance mutual trust with employees and increase team cohesion.

4. Encourage employees.

We should not only stimulate employees' own potential, but also constantly improve employees' morale. Appropriate encouragement, recognition and praise are very important.

VI. Suggestions of Directors and Managers to the Company:

1: Holding more similar exchange meetings will definitely help improve performance.

Direct communication between branches can achieve good results: (1) Keeping up with each other, unwilling to lag behind, can improve managers' desire to improve performance; (2) Direct communication with strong operability; (3) The contrast is sharp, and the grade difference can be clearly seen, which urges everyone to achieve: winning without arrogance and losing with grace; (4) The corporate network culture of "passing, helping and bringing" can be further deepened, so that managers with poor performance can get help and employees will have a strong sense of belonging.

At present, the directors and managers of the company need to receive professional training from the company.

With the continuous development of the company, the management team must be professional. Especially the systematization and standardization of knowledge structure. I hope the company can provide some professional training in management. This will play a great role in further improving performance.

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