The management method of sales team personnel, the sales team is the performance core department of an enterprise, and managing the sales department well is also for the development of the company. If you don't know the management methods of sales team members, let me answer your questions. Please read on.

Management method of sales team personnel 1 1. Establish standards:

Before talking about standards, let's look at the definition of standards. The so-called standard is the standard used to judge and measure a thing. From a large scale, we usually come into contact with: international standards, regional standards, national standards, industry standards and so on. From a small scope, such as a company or team, there are often: product standards, display standards, customer visit standards, point-of-sale implementation standards, product distribution standards and so on. In team management, because everyone has different skills and attitudes, they all have different understandings of accepting the instructions from the supervisor. For those with good skills and strong understanding, the effect may reach 80% or even better than that required by the supervisor, while those with poor skills and poor understanding will certainly make various results and affect work efficiency.

Therefore, as a sales manager, it is very important to assist the regional supervisor to establish perfect personnel work execution standards, such as personnel visit standards, channel sales point execution standards, product distribution standards, equipment management standards, promotional items management standards and so on. As the saying goes, "Fiona Fang Fiona Fang can't be made without rules". With standards to measure work, team members will do every job according to standards and goals, and supervisors will have standards to measure the quality of team members' work, so that team performance appraisal management can be fair and just!

Second, strictly implement:

Can we sit back and relax after establishing team standards? Of course not. Establishing standards is the first key step in team management. If you want to achieve results, you have to implement it meticulously, and you need to solve three problems:

First of all, to solve the problem of people's hearts, everyone says that standards are very important. Standards can improve team efficiency, make people easier to manage and improve team execution. However, if the supervisor and team members don't realize this problem, they think it can't bring good results to the team execution. This requires managers to communicate further, and it is best to provide some successful cases in other regions, because sales teams like to compare and see that other teams can bring benefits, and of course they will quickly copy and learn. Therefore, only when the supervisor understands the truth will he guide every team member attentively, let everyone understand and have the motivation to work.

Secondly, we should be serious and let each team member follow the set standards. As a supervisor and manager, you should be serious and never release water. "You put a bowl of water today, and your subordinates will give you a jar tomorrow." Only by strictly demanding subordinates can we get the final expected result. Only when you are serious about employees will you pay attention to it, and you will feel that the current work really needs to be done according to standards, not for show, but resolutely and seriously.

In addition, many teams have set a very good goal or standard at the beginning, but often there will be three different endings in the end:

1, insisting on giving up halfway, failed to achieve the goal;

2. Stick to the end and achieve some goals;

3. Stick to the end and achieve the goal.

Therefore, as managers, we all hope that the team can adhere to the third point and achieve the goal. Of course, the result is happy and the process is painful. To achieve our goal, we will certainly encounter many difficulties. For example, some people in the team will feel uncomfortable and may even be at risk of leaving. Therefore, it is essential to tell the players to be psychologically prepared and fight a long-term and sustained battle. Only by persisting can we win the final victory! Third, supervision and inspection:

In the process of establishing standards and strictly implementing them, as a team manager, the next work to be done is supervision and inspection, which is an essential link for the team to finally achieve its goals. Supervisors and managers need to take action, leave the warm office, go to the competitive market and visit the front line in person. Don't sit in the office and take it for granted. Without such a good thing, a lazy supervisor will definitely not bring out an excellent sales team. Go to the market to observe whether the sales staff work according to the established standards? Is the point-of-sale display standard? Is the product distribution qualified? Is the inventory up to standard? A series of problems need us to think and summarize, find out the differences of personnel in the implementation process and the nature of the problems, and provide guidance and help to team members in time.

There are two common inspection methods:

1, random inspection of the area, don't tell anyone where you are now, where to check, and who to check, so that the data you get will be the most real, and you will see the implementation results of the personnel without modification; General inspection contents include: inspection of important items, product coverage, personnel arrival, vivid display, brand appearance, price, competing products, etc. The focus of this inspection is to see the working attitude of sales staff;

2. Cooperate with sales staff to check with the line, visit customers with employees to see whether the workflow is standardized and whether the work is carried out according to the standards, communicate with customers, and find out what problems are there, what are the good and * * * problems in the whole work process, and so on. The focus of this inspection is to look at the work skills of employees and give guidance.

Finally, through regional meetings and team meetings, the sales staff who implement the standards will be rewarded, the problem employees who fail to implement the standards will be punished, and team members will be encouraged to take action to strive for the best. In this way, market execution will be improved, team goals will be easily achieved, personnel performance will be high, work motivation will be stronger, and managers will be liberated, so that more thoughts will be devoted to the management of the whole regional market and attention will be paid to the cooperation and cooperation of channels.

Sales team personnel management method 2 core incentives

Only by stimulating their fighting spirit and potential can we ensure more new breakthroughs in the sales department's performance.

Old staff management

For some old salesmen, they may be a little slack or even tired because of their long-term business, but they have to say that they are the most familiar with the business, so they must win the struggle and work hard for the team under certain incentive policies.

Understand the needs of employees

For enterprise managers, we must first understand the needs of employees, so as to launch incentive measures in a targeted manner and give different incentives to different employees, thus mobilizing the enthusiasm of employees.

Enterprise training plan

For some employees with a strong thirst for knowledge, the company can regularly do some company training, and through business training, continuously improve the sales level of salesmen.

Create a warm team

Boring work sometimes needs some warm atmosphere to relax, and it can't make employees nervous, which is not conducive to business development. A warm team atmosphere can also make employees feel more belonging.

In fact, it is not difficult to manage the sales team of an enterprise. Just let employees find limited existence value in a tense working atmosphere and let them feel that the company attaches importance to them. Of course, the appropriate intensity will also become the driving force for employees to forge ahead.

Sales team personnel management method 3 clear team goals.

For a sales team, it is important not only to have talent and performance, but also to have a very clear team goal. Because only in this way can we unite the members of the team and produce the greatest energy of this team. It is best to set specific targets, such as annual sales of 6.5438+million, newly developed market areas 100, and so on. In this way, team members can know what their efforts can bring to their team and give full play to their personal talents.

Establish perfect team management standards

No rules, no Fiona Fang. As a sales team, we must have a set of perfect team management norms. This can restrain the behavior of team members, thus improving the efficiency of team work and preventing others from making up the numbers. Of course, as a team leader, we should also set an example, be a good example and take the lead. Only in this way can a good team atmosphere be formed and team management be realized.

The reward and punishment mechanism is indispensable.

For a sales team, the best way to stimulate the potential and enthusiasm of team members is to improve the reward and punishment mechanism. For team members who can better or even exceed the sales target, we should give material and spiritual rewards, set an example for the team and encourage them to continue to contribute to the team. Members who fail to meet the sales target on time will be punished.