Shenzhen Hien Technology learning and training

发布于: 2020-11-09 00:00

1、 Training

Purpose of training: training for actual combat, not training for training.

The training of salespeople is essential, and the effect of training comes from the continuous practice of members on the training content, so as to become spontaneous knowledge and skills.

Salesperson training should focus on internal training. If conditions permit, we can consider hiring some professional teachers. Training should be long-term and systematic. You can't expect to hire a salesperson immediately. Even experienced salespeople need training, but the training in skills can be less, but the training in company philosophy and teamwork is essential. The training process is also an incentive process.

For new members, first of all, they need to carry out simple training on the necessary company systems and concepts. Remember that it is a necessary system rather than all systems, because the system of a company is all-round. In order to enable him to integrate into the team as soon as possible and start working as soon as possible, the system most closely related to his work should be trained first, Other aspects are systematic training gradually in daily work. This is not to say that there is no need for other systems, but the sales goal is to create performance. New members grasp the systems related to this goal and can carry out work as soon as possible, that is, spend their time on the blade. Necessary system training includes: work and rest regulations, regular meeting system, sales system, business trip system, price strategy, etc. This training only takes a short time, such as about 2 hours. Assessment shall be conducted immediately after the 2-hour training, such as written assessment or oral assessment.



The second is product training. This training is formulated according to the different product characteristics of each company. The key points of product training are as follows:
Product characteristics, product price, product competitive advantage, product competitive disadvantage, comparison of products in the same industry, etc. The competitive advantages and disadvantages of products are the key to product training. Product advantage training can improve the confidence of salespeople, while product disadvantage training can show the company's open attitude. Often, many companies only train the advantages of products, but in fact, all products will face competition in the market, and the products in the competition must have their advantages and disadvantages. Even if the company avoids talking, the salesperson can also get feedback from competitors or customers.
When training, we should pay attention not to take the form. We should assess and ask questions at any time in the training process, so as to effectively ensure the training quality. At the same time, for each training topic, if conditions and time are available, it is best to carry out practical exercises. For example, after the training of product characteristics, each salesperson is required to speak out the training contents independently. After the product training, each salesperson should be able to express all the training contents skillfully and completely, or simulate an environment for members to conduct training assessment.
Remember, the purpose of training is to practice. If you only train for training, you might as well send some materials to see. There is no need for special training at all.


2、 Inspires
Motivation purpose: motivation for motivation
The most important thing in the management of the sales team is constant motivation. Imagine a sales team full of energy, self-confidence and strong desire for success every day. Do you still need to manage it?
Motivation is nothing more than material motivation and spiritual motivation. The latter is mainly emphasized here, that is, spiritual motivation. Because the material incentive depends on the reward system of the whole company, which is beyond the control of team managers. However, spiritual motivation can be fully grasped, and it is also the most effective and lowest cost way. Spiritual motivation is the easiest and most difficult to do, because it depends on the mood and patience of management. Sometimes a small praise can inspire members' enthusiasm and fighting spirit more than a few hundred dollars.
Managers should first be able to control their emotions and show a confident and enthusiastic spiritual attitude in front of team members. Emotions can be affected, which can be seen everywhere in our life and work. If you are with a person full of enthusiasm, you will naturally become enthusiastic. If you are with a person who is often depressed, your own emotions will also be affected. Similarly, if team managers want to motivate team members, they must first motivate themselves and infect team members through their self-confidence and enthusiasm, which is to passively motivate their subordinates through their own quality.
Secondly, managers need to actively motivate the following members all the time. Through daily meetings, work rest time, training time and their own experience, we can constantly stimulate and encourage team members' desire for success through language, so that members' emotions can maintain enthusiasm and confidence in their work.
Finally, when team members fail, lose and frustrated, as managers, they can put themselves in the position to analyze the causes of failure and find solutions for members, rather than blindly judge. At this time, managers are more like teachers and parents, because appropriate care is also a part of motivation.

3、 Assessment
Purpose of assessment: to assess performance, the process is the key.
As an enterprise, there is no doubt about the requirements of performance, but for the management of the sales team, the process is the key, and the process ensures whether the sales performance can be achieved.
Sales performance is a change from quantity to quality. The number of potential new customers every day comes from the number of new customers visited every day, the number of intended customers comes from the number of potential users, and the number of transaction users comes from the number of intended customers. Project sales, direct sales and network sales are inseparable from a quantity. To achieve performance, there must be a number of users, and the number of users must reach the number of visits per salesperson every day. There is no doubt about it.
The assessment of sales should be flexible. Poor performance, in addition to the problems of salespeople, there are also the overall cooperation, strategic objectives, positioning, market cooperation, product factors, etc. We can't simply blame the salesperson for poor performance. At this time, the performance appraisal must be flexible, or human. Be able to judge the real problem of poor performance. Of course, this requires the cooperation of the company's senior management.
Therefore, in jpkz law, sales assessment is an assessment of the process, not a simple assessment of the results. If the process is not done well, there is no result at all.

4、 System
System is the key to ensure the effective implementation of the above three items: incentive, training and assessment.
Through the establishment of appropriate systems, incentive, training and assessment become the daily work of sales team management and the work content that managers must abide by and implement at all times.
According to the jpkz rule, the management of the sales team is actually very simple, that is, long-term continuous incentive, continuous and effective training, flexible assessment of the process, and appropriate system guarantee. In fact, we all know that these things have been used, and these contents are not new contents. However, if you can fully follow this Law and stick to it for a period of time, you will find that there are good changes. This change comes not from the old content law itself, but from yourself.

  • 0755-28412985
  • 13725502295
  • linda20080702
  • Back to top
  • 13725502295
  • 返回顶部