Personnel selection is the starting point of "management". It is necessary to prevent inappropriate personnel from entering the enterprise, eliminate salespeople who are not enthusiastic about their work, and do not waste enterprise resources. Enterprises should have a principle: grass-roots sales staff should be selected from the outside, and cadres above the middle level should be selected from the inside. Recruiting a grass-roots salesperson doesn't need to read too many resumes, but it depends on whether he can bear hardships, whether he has the desire to succeed and his family situation. People who can bear hardships will take everything seriously; People who have the desire to succeed will try their best to do things well, because "desire" is the best motivation to develop their potential; A person with a good family should know whether he really wants to do this business or just want to find a job that is convenient and free. People from poor families will cherish this rare job opportunity. For the selection of middle-level cadres, leave the opportunity to a large number of grassroots salespeople and select those who are responsible for their work and can take the lead.

The second is perfect management.

There is no absolute formula for management, and solving problems effectively is a good management method. For foreign salespeople, because of the particularity of their work, you can't ask them to go to work on time every day, but you should give them some hard indicators so that they can finish it anyway. If it fails, we will resolutely implement the punishment policy, "scout" irregularly, grasp the real situation, and not be cheated. Perfect management is the foundation and execution is the key. Without strict implementation, even the best guidance and policies are waste paper and nonsense, and will not produce any economic effects. Therefore, perfect management should start with implementation.

The third is an effective incentive mechanism.

In fact, the incentive mechanism is only one element in management. Individually speaking, it is because the incentive mechanism of salespeople is the driving force of their work. The most effective incentives for them are "money" and "power". "Money" is the material stimulus and the foundation of survival, while "power" is the spiritual stimulus and the affirmation of the cause. Sales is a hard job: being away for a long time, there are no relatives and friends around, only loneliness and loneliness have been accompanied. Salespeople are not afraid of hardship and fatigue, and they are afraid that they will have less money all year round. Give two people some money, both of them are sleeping; Give two people's money to one person, and one person can do things better for two people. Salespeople are not afraid of pressure, being scolded by the boss, and not admitting their achievements. There are opportunities for promotion, but it doesn't matter. Promotion should be based on performance, fairness and justice. In a relationship-based enterprise, salespeople will not do their best for the enterprise.