1, guiding employees to set short-term, medium-term and long-term goals.

Closely around the post qualification system and job responsibility standards, combined with the short-term and long-term development goals of the market, we will formulate phased representative goals, refine what to do at different stages, and help employees continuously improve their own goal pursuit.

2, combined with the development platform provided by the company, so that employees can clearly define their career plans.

The company's qualification system is a long-term traction for career planning, but guiding employees to make career planning must be combined with their own situation, their own personality, interests, professional skills and knowledge accumulation to make their own career planning.

Second, pay attention to the improvement of employees' knowledge, skills and quality.

1, accumulation of knowledge

According to the requirements of the post qualification system, organize and guide employees to learn all kinds of knowledge required in the post qualification curriculum system, mainly learning the courses issued by the company, supplemented by other materials. And guide employees to learn step by step according to the system requirements.

2, the cultivation of employee skills

In addition to organizing and guiding employees to learn the skills courses stipulated in the qualification course system step by step, we should also pay attention to the actual practice of skills.

2. 1 Improve sales skills

2. 1. 1 Learn the sales network manual issued by the company to understand the sales process and concept; And organize on-site simulation within the department to simulate every link in the sales process, guide employees how to do it, and correct problems in time when found;

2. 1.2 purchase relevant books or video materials, organize regular study and discussion on weekends, learn excellent schemes, clarify key points, and gradually cultivate employees' thinking and skills of operating the market independently.

2.2 Service skills

According to the process, it can be divided into three aspects: pre-sale, in-sale and after-sale skills;

According to the nature, it can be divided into: maintenance skills, differentiated service skills and value-added service skills;

2.2. 1 Instruct employees to learn the industry knowledge and lighting standards of customer units, and provide customers with targeted pre-sale, in-sale and after-sale services;

2.2.2 Improve the maintenance skills of employees, ensure the timeliness and standardization of services, and provide corresponding product use and maintenance training and lighting management methods, thus improving customer satisfaction;

2.2.3 Differentiated services and value-added services are services outside products to help customers solve problems (such as product management problems). ) try.

3, improve the quality of employees

3. 1 Organize and guide employees to learn excellent courses in the qualification course system as required;

3.2 Cultivate employees' sense of responsibility

Referring to the company's corporate culture and following the company's responsibility system, we urge and train employees from three aspects: social responsibility, family responsibility and corporate responsibility.

3.3 Cultivate good habits of employees

According to the description and requirements of the company's corporate culture, we urge and train employees from four aspects: thinking habits, study habits, work habits and living habits.

Third, improve the key abilities of employees.

1, communication skills

1. 1 Managers should be good at listening, guiding employees to ask questions and express their thoughts;

1.2 Organize newspaper reading or other competitions in the service department to exercise employees' communication and expression skills;

1.3 With regular departmental meetings, managers can exercise employees' adaptability and communication skills by means of on-site simulation.

2. Ability to solve problems

2. 1 The premise of solving problems is to find problems and guide employees to see the essence of problems through phenomena; And guide employees to learn to use fishbone diagram and brainstorming method to analyze problems layer by layer and find solutions to problems;

2.2 Arrange more experience exchange meetings so that employees can learn from each other and improve their ability to solve problems.

3. Carrying capacity

3. 1 Provide employees with opportunities to explain cases, and enhance their self-confidence and ability to withstand pressure;

3.2 Communicate with employees more, help employees analyze problems and solve problems together, so that employees can feel the support of the team and establish confidence in overcoming difficulties.

4. Cultivate employees' positive attitude.

4. 1 help employees set goals, outline the future development of employees with Neptune's development history and bright development prospects, and build confidence for employees;

4.2 When employees face difficulties and lack confidence, help them analyze the problems and find the crux. With the help of the team, they can build self-confidence, find a sense of accomplishment and pride, and let them feel the warmth of home.

4.3 Be good at discovering the advantages of employees, and guide employees to give full play to their own advantages and put into work.

Secondly, as the store manager, you should first consider the following questions:

1) Do you know the character of subordinates?

2) Do you know the job skills of your subordinates?

3) Do you know the work of subordinates?

4) Can you correctly grasp the job responsibilities of subordinates?

5) Does your subordinate clearly understand what you expect of him?

6) Do your subordinates know the basic rules of the company?

7) Do your subordinates have the motivation to become excellent employees?

8) How many of your subordinates are excellent employees?

9) What management behaviors are you going to adjust?