R100 Fashion Kids - teach you how to shop and train

R100 Fashion Kids - teach you how to shop and train

When interviewing applicants, we must attach great importance to the behavior of applicants. We must first infer from this aspect whether it can handle the sales work of the specialty stores, require the applicants to complete the relevant information, and tell her that the application materials must be reviewed by the head office. Approved because the company implements a franchise chain franchise nationwide. All franchised stores are subject to the unified leadership of the company. The probation period for new employees is one week. The two parties choose each other and decide whether to retain them. Through this approach, applicants are made aware that anyone in a store can't be confused, which not only improves the company's brand image, but also effectively protects the agency's employment mechanism.

A few days before the new employee arrives at work, he will be required to play an "immune prevention" for the old employees, ask them to be friendly and coexist with the new employees, and teach the new employees with relevant knowledge and experience without reservation. In fact, in the training of new employees, they have also gone through many detours. Originally, they adopted the “cramming” training and sent them several training manuals to let them remember the name of the goods, the goods number, etc. The product knowledge is poured into their brains, but as a result of this, it is easy for them to have fear, and even those who should have been able to do so have retired.

Later, they looked for the reasons for the analysis and changed the training method to "step-by-step" professors. For example, they first taught the pillows and quilts to be easily understood and accepted, allowing them to remember one type of product at a time, and they happened to encounter buying during the business process. The customers of such products encourage them to receive and give them opportunities to communicate with customers. When business is done, give appropriate praise and affirm their abilities; the business is not completed, they will soothe her feelings, put an end to the feelings of disappointment, and tell her what methods and techniques she uses to increase the success rate. Sales. The purpose of doing so is to cultivate their self-confidence. With self-confidence, they will redouble their efforts to learn so that the relevant knowledge of varieties and product numbers will be unknowingly remembered. Then, according to the company's training methods, they are systematically explained. Because they have a good understanding of the product, then the proper pressure can be sustained. Through this training, one month or so can be achieved. Become a qualified shopping guide.

However, specifically, how should franchisees motivate shopping guides?

In some of our specialty stores, salespersons set tasks at the beginning. This month, they must complete 100,000, and 200,000 will be completed next month. Those who complete will receive commissions, or they will be deducted from wages. Franchisees think that if they can give them pressure they can exchange for the other party's motivation, and the result is often counterproductive. For another example, some store salespersons did their sales, and when the boss saw the commissions get higher, he deliberately reduced the commission and reduced the salesperson’s income. In particular, during promotional activities, it is not stipulated that the salesperson will not tell the salesperson how to take the commission, and there will be less bonuses issued after the end of the promotion. As a result, the salesperson will complain loudly and the good salesperson will also be lost. So how can we conduct the assessment and encouragement of the Purchasing Guide to effectively mobilize their enthusiasm and make the store develop quickly and steadily?

In the aspect of the assessment and encouragement of the Purchasing Guide, the previous store used the "fixed mission to get the commission." At the beginning of each month, sales targets are formulated. When the index is completed in the same month, the basic salary is used, and the excess is taken as a bonus. If it is not completed, the salary will be deducted proportionally. Originally wanted to let Guide Purchasers turn pressure into motivation, prompting them to sell more products, but it was counterproductive. Whenever the task can not be completed, they will no longer actively fight for it as early as the beginning of the month, but will give up and give up. In any case, sales targets have not been completed, and sales and sales do not sell a sample, simply no longer do business.

After discovering such signs, it is necessary to immediately adjust the method of assessment and encouragement. The use of "no cap on the bottom of the security." The basic salary is 500 yuan per month. Lunch is served at noon. Different commissions are obtained based on conventional items and special items. During the Chinese New Year and festive season, red envelopes are also issued. For high-end merchandise or slow-moving products, “open and bonus” methods are used. The opening and bonuses are the first sales of new products. In addition to the commissions due, a portion of the purchase price will be drawn out as a percentage. Bonus, redemption on the same day.

For those who fail to pass the assessment by the shopping guide, the store first gives them a certain amount of time to study. If they fail, they will euphemistically submit their dismissal. Tell the dismissed: "You have worked hard, but you are not suitable for our work, and perhaps other work is more suitable for you." After this explanation, the dismissed person can be convinced that the acceptance will generally not produce conflict At the same time, there is room for becoming a good friend with the dismissed.