First of all, understand the responsibilities of the store manager.
(1) Basic responsibilities (1) Responsibility for achieving performance: No matter whether the store manager is an operator or an enterprise operator, he should bear the main responsibility for the performance in the store. (2) Management responsibilities: The store manager must comprehensively manage and implement the people, things, money and information in the store.
Implement the company's regulations. (3) The responsibility of the commander-in-chief: the store manager should give full play to the greatest ability of guiding and commanding subordinates. With proper guidance, subordinates can 100% exert their abilities. (4) Responsibility for solving problems: The store manager must think about and solve problems in performance or work. (5) Judgment obligation: Within the scope of authorization, the store manager should make a correct judgment on the business. This is quite different from the position that subordinates are ordered to act.
(2) Basic work 1, external work: "Pursuing the satisfaction of consumers in all aspects" (1) Marketing scheme to attract consumers. No matter what era, the success or failure of specialty stores depends on the quality and completeness of goods. Different from the past, we should not only meet the needs of consumers, but also propose new products that can accurately lead the consumption trend. This is the manager's first task. (2) Create a business environment and selling points. The store environment that consumers expect should be safe, but also have a good atmosphere and characteristics. Meeting these two requirements is the manager's second priority. As long as customers come to the door, they will be warmly received. Every service staff is very kind, smiling and treating customers as friends. That's the point. Another point is the selling point: whether the menu design is clear at a glance, whether the price tag is clear, whether POP advertisements are provided, and so on. It seems simple, but it is often ignored by the store. (3) Make customers feel at home. When receiving customers on the spot, we must have convincing professional knowledge and standards. This kind of professional knowledge and skill training for explaining dishes is the third priority of the store manager. The store manager should be able to make suggestions on the new lifestyle brought by new products. But if it is a half-baked introduction, it will be counterproductive, and the credit will be written off, which will greatly reduce the impression. The attitude of receiving customers should not be excessive. The best degree is honesty, and sincerely hope that customers can choose the dishes they want to eat. (4) Menu design should be diverse, interesting and novel. Whether for customers or in-store waiters, the menu should be full of fun, novelty and good visual experience, which is the manager's fourth priority. Today's consumers are certainly not satisfied with going to restaurants to grab something to eat. You must know through various channels before you decide to go to that store for consumption. 2. Manager's Internal Strength (1) How to realize the planned sales is the fifth priority of the manager, and creating good sales is the first task of the manager. The choice of dishes, on-site environment, hospitality and promotion are all its means. (2) The dishes must be kept fresh. The dishes in the store should not only be moderate in the number of products in the warehouse, but also keep fresh. This is the manager's sixth priority. Slow-moving products need to be promoted or reported lost in time. (3) Improve the working efficiency of staff. In order to achieve the goal, it is necessary to a) keep the personnel structure to a minimum, b) ensure the work distribution and instructions, and c) improve the service level and work efficiency of waiters. (4) We must develop 30% new customers every year, and our performance needs to be improved.
Second, the function of the store manager 1, necessary qualifications (1) enthusiasm: the store manager must have a high degree of enthusiasm and passion when facing the work. (2) Positive: face everything positively, which is the most needed manager for enterprise development. (3) Cheerfulness: Only cheerful people can gather people and leaders. We need a manager who can make the store full of joy and harmony. (4) Sensibility: Now the most popular word is sensibility, not only the display or conversation of goods, but also the manager should be emotional and caring. (5) Coordination ability: * * The basis of the same operation is coordination, which must be coordinated with subordinates, bosses, customers or counterparties. (6) sense of responsibility: the store manager was entrusted with several subordinates and several million yuan of goods. Without a strong sense of responsibility, it is absolutely impossible. (7) indomitable spirit: a person can't always be smooth sailing. As a manager, he must be fearless of difficulties and have strong patience and perseverance. (8) Sense of belonging: love work, love groups, and regard the store as another home. (9) Execution: Failure is usually due to inaction. Immediate action is a qualification that a store manager should have. Thinking ability: think wider and deeper. Careless action will lead to futility. (1 1) Judgment: Make a correct and quick judgment. The more the boss is absent, the more important the judgment is (12). Leadership: You must be able to mobilize and stimulate the enthusiasm of subordinates, have the leadership and control to guide subordinates, and handle interpersonal relationships correctly (13). The ability to correctly guide subordinates to move forward and stop is the origin of their achievements (13), which is the key point of leading the team (15). Persuasion: the ability to make one's ideas and plans understood and accepted by the other party. Persuasion is the greatest weapon to impress a person (16). Resilience: the ability to basically handle emergencies and disputes, and the ability to properly handle various situations (17). Intelligence gathering ability: the ability to master a large number of intelligence materials is not good.
Third, the organizational ability of managers.
(a), the store manager's basic workflow 1, business 2, purchase, payment 3, end of business (2), open on weekends.
(iii) month-end operations
Fourth, the interpersonal relationship of the store manager 1, effective communication (1) The so-called business communication: it is the work from the operator to the general practitioner, the awareness of working hard for a common enterprise goal or the information transmission to achieve this goal. (2) various relationships: superiors? Orders, instructions, information at lower levels. Subordinate? Report, suggestion, dissatisfaction and superior information are in parallel. Exchange of opinions, adjustments, and information (3) Basic principles: Not only the sender A conveys it to B, but B must convey its reactions and actions to A again after receiving the information, understanding and accepting it, so as to reconsider it. 2. The key point of interpersonal relationship (1) is not the up-down relationship, but the horizontal relationship. (2) Make it a negotiable relationship. (3) In times of danger and difficulty, they can still trust and rely on each other. (4) Instead of caring about each other's shortcomings, it is better to find out each other's strengths and weaknesses. (5) Be honest when necessary. 3. The Ten Commandments of the Store Manager (1) always criticize the operators behind their backs. Some store managers often criticize the gains and losses of operators in front of subordinates, mostly to improve themselves or shirk their responsibilities. It is easy to form a gap between employees and operators, which makes employees lose confidence in the future of specialty stores and their own future, and the impact is very bad. If you really have different ideas and want to communicate with the operator, the best way is to choose the right time to talk with the operator and put forward your own different suggestions face to face. (2) every word of the operator should be regarded as an imperial edict, and he should do what he is told, pay special attention to the comments or opinions of his superiors, and lose the ability to correctly judge things. This practice will only affect the correct development of enterprises. Because as a front-line manager and the person who knows the field sales best, he should have enough thinking and judgment ability. It is the manager's duty to give orders. However, if you don't put forward personal views and opinions on unreasonable business instructions and management systems, it will not only cause losses for enterprises, but also losses for managers and employees. (3) Indecision, we must make decisive decisions and dare to take responsibility when things are broken within the scope of our duties. Managers who dare not make a decision or don't make a decision are evasive behaviors and incompetent managers. For such store managers, operators should replace them as soon as possible. (4) muddling along without setting high standards; Where there is a will, there is a way. Without high demands on yourself, there will naturally be no great development of companies and individuals. No matter what stage the company is in, there will always be higher requirements ahead, and operators and store managers should be passionate about the next goal. Managers who don't set goals and requirements for themselves will be eliminated by people with more ideals and passion. (5) like to monopolize the results. If I succeed, I will exaggerate my ability. If I fail, I will pass it on to my subordinates to avoid responsibility. In this way, you will not be qualified as a store manager, and your subordinates will never be fully convinced. This kind of store manager often feels that the work from subordinates is uncoordinated and challenges his position. (6) I don't know the basic organizational operation mechanism of the enterprise, such as observing various organizational regulations within the enterprise or contacting the direct superior leaders. These are all important basic operations of the organization, but organizational communication is also the basic operation. Organizational operation mechanism is the lifeline of normal operation of enterprises. If you don't have a deep and thorough understanding, you can't do a good job in store management. (7) Self-growth of managers who do not train subordinates must be based on team growth. Without the success of the team, there can be no personal success and achievement. Making subordinates have the ability to work is the premise of training subordinates. The purpose of training is to standardize work behavior and improve work efficiency. (8) There is no education in basic knowledge of labor management, management knowledge, common sense of life and safety awareness. It is all part of the basic knowledge that the store manager needs to master. (9) only provide and report information that is beneficial to them, and think that managers who dominate the world will be exposed one day. (10) Only pay attention to the shortcomings of others, never care about the advantages of others, never tap the advantages of subordinates, never appreciate subordinates moderately, and only care about the shortcomings of subordinates, alienating people, which is tantamount to setting obstacles for their own work. Anyone wants his work to be affirmed and praised. Moderate praise will make subordinates work harder and be good for management.
The way verbs (short for verb) treat subordinates 1. Treat the work of subordinates (4) let them understand the company's policies, goals, directions, and what they want employees to do. (5) Assign everyone the type and scope of work. (6) Give everyone work goals, to what extent and level. (7) Stimulate work motivation (8) Instructions, guidance, suggestions and advice. (9) Provide information about work, such as industry competition and commodity information. (10) Simplify and evaluate the work. (1 1) Knowledge and skills guidance (12) Attach importance to interpersonal relationships among subordinates, strengthen team spirit, adopt good opinions and suggestions, and strengthen their sense of participation. (13) Help solve the problems encountered by subordinates. (14) Only by setting an example first can we lead everything. 2. Praise method (1) improves the effectiveness of triple motivation of subordinates.
(1) care about five points of education, three points of praise and two points of accountability, so as to make them useful people.