Where there is a market, there is competition, and competition can promote development. In the fiercely competitive market environment, from the competition of single product and price in the past to the competition of talents now. The key to talent competition is to twist enterprise talents into a joint force and build an excellent team.

1, the definition of team

A team is a group composed of several members. Team members have complementary technologies or skills, the same goals, the same evaluation and methods of doing things, and they share the final results and responsibilities.

2. The difference between a team and a group of people

In a simple crowd, everyone is independent with different goals and activities. People in a team have the same goal. They depend on each other, support each other and bear the final result: 1. In order to complete the task, team members support and depend on each other. And a group of people complete the task independently. 2. Team members have the same goals and the same criteria for measuring success. And there is no uniform measure within a group of people. 3. Team members are responsible for each other, and * * * is ultimately responsible for products or services. And there is no ultimate leader in a group.

3. Four stages of team development

The first stage (forming): the formation stage of the team. At first, everyone was very polite, introduced each other, gradually established mutual trust and dependence in their work, and reached a consistent goal.

The second stage (storm): the running-in stage of the team. Everyone has different views on things, and they are not convinced of each other. Disobedience to leaders and unwillingness to be bound by team discipline occur from time to time.

Standardization: the standardized operation stage of the team. Everyone * * * knows his role in the team and how to solve the problem. The whole team reached a natural balance, the differences narrowed, and the players understood each other's difficulties.

The fourth stage (performance): the stage of efficient operation of the team. Team members care and support each other, which can effectively and satisfactorily solve problems and complete tasks. Achieve a high degree of unity within the team and finally achieve the goal together.

4. Three types of teams

Many people think that there is only one kind of team, but in fact, it can be divided into three types-baseball type, football type and tennis doubles type according to the structural differences, the requirements for its members' behavior, its advantages, its weaknesses, its limitations, and most importantly, what it can do and what it can be used for.

The first is baseball team.

All members of the team act in this team, but they don't act as a team. Everyone has a fixed position that never leaves. The second baseman won't help the pitcher. Anesthesiologists don't help surgical nurses. "In baseball, everyone is isolated" is an old saying in baseball team. In the traditional design team in Detroit, marketers rarely meet designers, and the latter never ask their opinions. After the designer completes the work, it will be handed over to the development engineer, who will hand it over to the manufacturing department, which will hand it over to the marketing department after it is produced.

The second is the football team.

In a football team, players have a fixed position like baseball teams, but they act as a team. The design team of Japanese automakers that Detroit and Procter & Gamble are eager to imitate is the football team. In engineering, designers, engineers, manufacturers and marketers work in parallel, while the traditional Detroit team works in sequence.

The third is the tennis doubles team.

This is also the type of small jazz band, the composition type of senior managers in the general manager's office of large companies, and the type of team that is most likely to produce real inventions, such as the poison that invented personal computers five years ago. In a doubles team, members have a main position, not a fixed position. They should all "include" their teammates, adapt to their strengths and weaknesses, and make adjustments according to changing needs in the "competition".

No matter what kind of team, team members must have a sense of belonging to the enterprise. In order to build a continuous, stable team that constantly creates value for enterprises, enterprises must have corresponding incentive policies to encourage team members to constantly improve and improve themselves, including professional training, promotion opportunities and welfare benefits.

Here I mainly elaborate on the construction of the promotion team, because in the increasingly competitive pharmaceutical market industry, not only our management and promotion representatives are required to have such a sense of team, but also our promotion personnel are required to have a sense of team.

The first part of corporate sense of belonging

No matter what company you are in, no matter what position you are in, you should always maintain your professional status and establish a good sense of organizational belonging, or a sense of corporate belonging. Only those who have a sense of belonging to the enterprise (organization) can devote themselves to their work and serve the enterprise (organization).

The sense of corporate belonging includes corporate honor and corporate loyalty. The external image of an enterprise can attract people with strong professional ability and high level to enter the enterprise. And he (or she) finds his position in his own enterprise (organization), is accepted and recognized by insiders, and is willing to accept greater responsibilities and more challenges.

We can use some questions to test our sense of belonging to the enterprise (organization), but it is for reference only. Please answer the following 10 questions according to the current situation, score them, and then calculate the score: scoring method: yes, 3 points; Not sure,1; No; -1 min

1. I am willing to take on great responsibilities in my work.

I care about the organizational development of an enterprise.

I am willing to give full play to my talents in my present job.

I am willing to exert my influence in my work.

I want to have a specific position in the organization.

6. I can master the interpersonal relationship in the organization.

7. The present organization has given me a certain sense of security.

8. I am willing to undertake the responsibilities entrusted to me by the organization.

9. I can find a lot of fun in my work.

10. I will combine my own development with the development of the organization.

If your score is ≥ 16, it shows that you have a strong sense of belonging to the organization and a clear understanding and planning of your direction and approach in the organization. If your score is ≥ 10 and < 16, it means that you have a certain sense of belonging to the organization at present and have certain expectations for the development in the organization. If your score is < 10, it means that your current sense of organizational belonging is weak and you feel passive cooperation.

According to the above 10 problem, we can find out the existing problems of employees in enterprises at present. Is it because there is no training opportunity, or the promotion channel is not smooth, or other reasons, so as to solve the existing problems in time and improve the work enthusiasm and efficiency of personnel.

If the sense of belonging of the enterprise is the basic condition for the stability of employees, then the three conditions (hereinafter referred to as "three conditions") that the enterprise provides professional training opportunities and promotion opportunities and good welfare benefits are the necessary conditions for employees to better serve the enterprise.

Employees need a sense of belonging to the enterprise, and so do promoters. However, most enterprises don't have the treatment of promotion staff as insiders. This is also the main factor leading to large turnover and low stability of extension personnel. In order to stabilize the promoters, it is necessary to enhance their sense of belonging to the enterprises they serve and enhance their sense of honor. Then we must pay attention to instilling corporate culture in the promoters to achieve cultural identity. In addition, it is necessary to provide them with the honor and development status of the enterprise at present.

For example, in 2004, the World Brand Lab (WBL), one of the five leading strategic management and information consulting institutions in the world, and the most influential world economic organization in the world, was called the World Economic Forum (WEF) of the economic United Nations, and made a comprehensive evaluation from the main business competitiveness, organizational execution, resource integration, risk control and other aspects, and organized a review, and released the Top 500 China. Among them, Dong 'e Ejiao ranks 247th in "China 500 Most Valuable Brands" and 9th in the pharmaceutical industry with a brand value of 2.454 billion yuan.

The popularity and sense of honor of these enterprises can inspire enterprise personnel to enhance their sense of pride and honor, thus enhancing their loyalty to the enterprise.

Part II Professional Training

The purpose of training is to strengthen team building, which is the soul of all enterprise management. As an excellent salesperson, you need to have professional promotion skills, including rich product knowledge, effective communication skills and competitive awareness.

[Product knowledge] Promoters should know the history, culture and product knowledge of the enterprise. In order to answer questions in the process of interception, we can leave a good image of trust to consumers. Everything, a company employee and an answer will leave a deep impression on consumers' psychology, especially their unpleasant experiences. Therefore, only by mastering product knowledge and skillfully using it can we recommend the company's products more actively and confidently and improve the interception effect.

[Communication Skills] In the process of interception by sales promotion personnel, the first point is communication with consumers. Communication is not only verbal communication, but also body language is very important, including the behavior etiquette, behavior and dress of the promoter. How to understand consumers' psychological needs, how to understand consumers' purchase intentions, etc. , are all things that extension personnel need to learn and master. Then we need to understand the psychology and behavior of customers.

According to the "Retail Promotion" of National Computing Equipment Company of the United States, customers can be generally divided into five categories.

◆ Angered customers

To treat such customers, promoters should be very patient and talk to customers gently to understand their needs.

◆ Dependent customers

Such customers may be a little timid and always make up their minds when choosing goods. In this regard, promoters should be gentle and compassionate, put themselves in the customer's shoes and make positive suggestions, but be careful not to cause any psychological pressure to customers.

◆ picky customers

This kind of customers are skeptical about any goods, and they are very picky. It is difficult to express their satisfaction. Promoters should be very frank with them, be insightful, concise and clear, and seize the opportunity to show their rich commodity knowledge in time. At the same time, it is irrational to be polite, to maintain self-control, not to be dissatisfied with customers' picky, and not to argue with customers about right and wrong.

◆ Common sense customers

Generally speaking, such customers are best received. They are polite and rational. Promoters only need to repay customers with their own reason and friendly attitude.

◆ Wandering customers

Some customers come to the store without a clear purpose, just browsing around, and may not buy anything at last, or they may buy it because of an accidental factor. For this kind of customers, promoters should adopt an easy-going attitude, don't deliberately sell goods, and provide services in time if customers are interested.

Learning to deal with different types of customers is a big step towards success.

So how should promoters grasp the consumer psychology and behavior of customers?

First of all, the important position of customers is confirmed, and the concept of customer first is clarified. For promoters, customers are the most important in the world.

◆ Customers are the most important part of enterprise management and the implementer of commodity sales;

◆ Customers are the food and clothing parents of promoters and the source of their work performance and income;

◆ Customers are an important part of the store, they are participants, not spectators;

◆ Customers are the people that promoters should give the highest courtesy.

Promoters must keep in mind the following principles for treating customers:

◆ Promoters should keep a happy mood in order to receive customers enthusiastically and actively. Adjust in time when you are depressed, or it is best not to work, so as not to offend customers.

◆ Promoters should be grateful to customers. Be polite to customers, even those who don't obey the rules, and never show disgust.

◆ Promoters should be patient when customers are unreasonable. It is always right to insist on customers.

◆ Promoters must not be greedy and offend customers, and must not conflict with customers. Otherwise, we will pay a painful price for losing customers.

As an excellent promoter, we should always remember that the job of a promoter is to meet the needs of customers.

[Competitive Awareness] Promoters need to have a sense of competition besides mastering rich knowledge and superb communication skills. That is, to know the competing products of the intercepted products, including their product types, sales volume of competing products, product knowledge and prices, promotional activities, etc. All this information needs the continuous attention of our promoters and timely feedback to our representatives or managers.

Part III Promotion Opportunities

Training and development are two inseparable entities. At work, employees of enterprises not only need to learn by themselves in their usual work, but also need training opportunities provided by enterprises. Similarly, employees also have opportunities for promotion in their own posts. Therefore, the smooth promotion channels of enterprises are helpful to retain talents. Sometimes it is often not enough to retain talents with salary increase, so it may only fall into the whirlpool of salary increase. They pay more attention to improving opportunities and space. A recent survey of "Best Employers in Asia" by a human resources consulting company shows that China employees agree that training and career development are the two most important things employers should provide, even exceeding wages and benefits.

The same is true for sales promotion personnel, who are eager for training and education opportunities, and also hope to have a good career development plan, get promoted in the enterprise, and become the promotion representative, promotion supervisor or regional manager of the enterprise.

Part IV Salary and Welfare

Generally speaking, the salary of a salesman is divided into two parts: basic salary and commission salary. The basic salary is determined by comparing and measuring the local consumption level, economic development and general income. The commission salary is the bonus drawn by the promotion personnel to complete the company's objectives and tasks.

But from the perspective of team building, these two parts are still not enough. There is only one motivation for sales promotion personnel, that is, overfulfilling tasks and getting higher bonuses. Not to mention the sense of belonging, the desire for training and promotion. In terms of salary and welfare, it is necessary not only to provide basic guarantee and incentive measures for excellent promoters, but also to provide long-term driving force and training and promotion opportunities. Therefore, the welfare benefits of the promotion staff should be as follows:

Basic salary+commission salary+four funds (provident fund)+contribution reward+skill training+promotion opportunities.

Note: Enterprises should reward promoters who have made outstanding contributions and innovations. This outstanding contribution can be good suggestions, valuable information feedback and so on.

In short, as long as the above four points can be truly achieved, the strength of the promotion team will be revealed. An elite sales promotion team can enhance and become the core competitiveness of enterprises.

References:/pinpai/guanli/tuandui/20070629/206695.html.