Instead of teaching pigs to climb trees, it is better to recruit a monkey directly for training, and we must start with recruitment. If you want to recruit potential people, you should not only have good interview skills, but also have the ability requirements of sales staff accumulated by our company and know what kind of people are suitable. Recruiting talents according to quality model is the premise of doing sales training well.

Second, formulate and implement training plans.

Recruiting employees according to the company's quality model, we should also be responsible for them and formulate a series of complete training plans to help them complete their careers in this company. This is what we call a learning map. For different levels of sales staff, different training plans should be made.

Third, the implementation of specific training measures

Training sales staff should start with theory and actual combat simulation. The theory includes product classification and business model, which includes sales distribution, promotion system, operation system, sales methods, sales ideas and customer visits. Then there is actual combat simulation, which is divided into actual combat education and actual combat drills: simulation drills can be conducted in the form of scenario simulation and possible problems, and then comments on the problems encountered, reflecting a contrast and contrast, which can make him remember more deeply.

Training salespeople should first eliminate their psychological barriers. We should "teach salespeople when they fail, encourage them when they fail, train them in activities, and share sales skills and income at the end." For example, telemarketing can give them a few days to observe, write down their doubts, and then enter the work after solving them. Or, tell him the possible problems before work, so that he can have a psychological preparation, reduce his frustration, and even give him his own performance, so that he can make orders quickly and cultivate the self-confidence of sales staff quickly.

When the salesperson's performance is not good, it must be carefully analyzed to determine whether the salesperson's ability problem leads to the decrease in income. Because training can only solve the problem of sales skills, training salespeople should be done from four aspects: knowledge, attitude, skills and habits. But in retrospect, these four aspects can't be decided by training, we can only influence them. As for action, we still have to rely on it.

Fourth, pay equal attention to training and motivation.

Training alone is not enough. There are many ways to motivate them, pulling them with a rope in front and whipping them behind. Performance appraisal will be used here, and it should be graded, because the nature and scope of responsibilities of salespeople at different levels are different, and the more advanced positions are often the final result.