If an enterprise wants to be big, the plunder of the market can not be ignored, so many enterprises will send a large number of salespeople abroad during the period of rapid expansion, but then the problem arises. The morale of these front-line salespeople is unstable. Although their income has increased, their enthusiasm has gradually weakened away from their hometown.
For this problem, many enterprises have their own solutions, so it is often seen that there is a very important item in the recruitment advertisement: unmarried, able to travel frequently. Most enterprises have realized that it is obviously difficult for a married salesperson to travel frequently, let alone be stationed in other places to play the market. However, this kind of recruitment also has its own shortcomings. Some excellent salespeople are turned away because they have families, or some enterprises have to let the sales pioneers in the early stage of their business start to sit on the bench in order to stabilize their morale, so they can't do their best.
Xiajin is a dairy company in the northwest. Like many enterprises, Xia Jin has also sent many sales managers to various regional markets in the country in order to occupy a place in the national market. These sales managers are all elites among Xia Jin's sales staff and are highly valued by the company. At the beginning, these expatriate managers really worked hard to market, and Xiajin dairy sales showed a good momentum for some time. But it didn't last long. Later, sales have been hovering at a low level, and the company has not found the crux. Xia Jin also lost the opportunity to burn "fire" in the national market.
1999 Xiajin Dairy hired professional managers with high salaries, and Mr. Hu of Tetra Pak in Sweden became the general manager of Xiajin Dairy Sales. President Hu discovered this problem after he took office. He believes that this is a bottleneck for the summer in the development stage and must be broken through.
Mr. Hu began to visit these overseas sales managers. After heart-to-heart communication, these managers also expressed their difficulties. They have been selling outside for a long time and only go back to their hometown in Ningxia once a year. Some customers joked with these managers that they simply divorced their wives and married a daughter-in-law in the local area. Over time,
The manager's first thought is home. As long as the market is still alive, it doesn't matter.
Teacher Hu understands the difficulties of these managers, but the problems must be solved. If these managers are fired and replaced by local recruiters, the market will be in chaos. Even if local employees are slowly infiltrated into the branch office. The boss of the company will not agree, and the boss will only rest assured of the manager stationed in Ningxia. Mr. Hu also fell into a period of contradictions.
After returning to the company, Mr. Hu asked the personnel department to pull out the files of these overseas sales managers and read them carefully one by one. These people basically entered Xiajin at the beginning of their business, and they have deep feelings for Xiajin. Mr. Hu read dozens of files and found an important message: these managers are basically Hui people, and their wives are basically housewives! The living customs of the Hui people are different from those of the Han people, and then they leave their homes. No wonder they don't think that "there is a vacancy, and President Hu suddenly has an idea-to give the sales manager in other places a home!
With the consent of the boss, the sales company has introduced new policies according to the actual situation of overseas sales managers: first, the sales manager is allowed to live abroad with his family, the local rent is subsidized by the company, and the expenses for children to go to school in the local area are subsidized by the company, so that the manager can move his family to the market place to avoid worries; Secondly, for the family members of managers who cannot be in the same place for special reasons, the number of visits by the sales manager should be increased and the round-trip travel expenses should be reimbursed. Family members who come to visit relatives locally will be reimbursed for their round-trip travel expenses. Thirdly, the increase of sales staff in Ningxia, the regional market, will make each branch more "home" atmosphere, facilitate the exchange of ideas and sales work, and enhance the cohesion of each branch.
The theory of "good cat" tells us that it is the best cat that catches mice, but if every cat wants to catch mice desperately, it is always necessary to give "good cat" some incentives, but this is not just a matter of a few fish. The emotional maintenance of overseas salespeople must be paid attention to. Only in this way can developed markets maintain growth.