How dealers strengthen team management

As distributors, we are always faced with two tasks, one is business and the other is team management. That's what I always say. As a distributor, both business and team building should be paid attention to. Grasp with both hands, and both hands should be hard. But for many of our dealers, it is not the business that bothers us a lot, because many of us start from the business, and the most troublesome thing is team management. What problems will we encounter in the team management of dealers? 1 is the morale of the team. We know that whether a person can succeed in doing something depends first on whether he is willing to do it, and then on skill. For a team, the first thing is team morale. Whether the passion is high, whether there is firm but gentle. A team has been operating for a long time, and our team will have problems, a pool of stagnant water. Everyone lost their passion and muddled along. This is a team that lacks fighting spirit? How to solve this problem? 2. It is the composition of the team. At first, many dealers' teams were helped by relatives, but with the expansion of the scale, we have to recruit people to do it. In this way, the composition of our team members will change, and there will be contradictions between new and old employees, relatives and ourselves. How can we solve this problem? 3. The stability of the team. We are well paid, but the mobility of our employees is always great. How to solve this problem? First, the composition of team members To manage a team well, the first thing to do is to understand the composition of your own team members. In general, our team members are divided into several types: 1. Before and after entering the company, old employees and new employees must have different mentality and management methods. 2. According to attitude and ability, they are divided into key employees, which are practical and capable. In addition, the work is practical, but the ability is not enough, so we should strengthen training. Third, the ability is strong, but the quality is not good and the attitude is not good. We must reform these employees. If we can't, we will give up. In any team, there are always three levels. First of all, active employees are always optimistic and positive. In addition, there are ordinary employees who follow the crowd and their work attitude is easily influenced by people around them; Furthermore, there are backward employees. Instead of trying to solve the problem, they keep complaining about the company's shortcomings here and there, which is not only bad for themselves, but more importantly, affects others. This is the classification of team members, of course, there are other sub-methods, such as highly educated employees and low-educated employees, senior employees and bottom employees. These are ways to classify team members. Second, what is a good team? We must strengthen team management. First of all, of course, we should know what a good team is. What kind of team do we want to build? Only by defining the goals of your own team and the standards of a good team can you prescribe the right medicine. Find a good solution to the problem 1, line up. The most important feature of a team is whether it is excellent or not. I think it's whether the team has passion and optimistic working attitude, no matter how difficult it is, it can persist. Anyone who has seen "Bright Sword" knows that Li Yunlong's independent group is a positive team, a passionate team, a team that dares to fight and fight, and this is an excellent team. So whether a team is excellent or not, I think the most important thing is the mental state reflected by this team. 2. A team with strong execution. Execution is the most frequently mentioned term. No matter when you come, execution is an important symbol of a team's Excellence. When the task is assigned, everyone can carry it out quickly instead of hesitating to do it. When we make up our minds to do it, what we have to do is to do it, not hesitate and other things. 3. A team that knows how to cooperate. The reason why a team is called a team is that apart from everyone's responsibilities, it is more important to know how to cooperate. This is the real team. 4. A team with its own corporate culture. On the one hand, culture is the embodiment of the boss's personality, on the other hand, it is also the embodiment of the personality and quality of salesmen from generation to generation. It is a value passed down step by step and a basic attitude towards people. Good corporate culture itself reflects the Excellence of this team. The team we want to build has the above characteristics, and the goal of our team management is to achieve our corporate goals through an excellent team. This is the goal of our team management, in order to achieve the goal of our enterprise. In order to achieve this goal, we need to solve all kinds of problems in the above-mentioned teams in our team. Third, team management methods 1, and gradually establish a good corporate culture. Some dealers will say that there are only a few people in my team, should we also establish a team culture? Yes, to build. Sometimes we really take team culture too seriously. Culture is actually very simple, a kind of values and a basic attitude towards people. Just to become a recognized value and an attitude towards life. The formation of a corporate culture has two sources, one is the personality of the boss, and the other is the gradual recognition from compulsory system to habit. In the movie Bright Sword, the culture of the independent group is a copy of Li Yunlong's character, and Li Yunlong's character is deeply engraved in everyone's heart. Li Yunlong's aggressive personality affects everyone in the independent group, and the formation of this culture is formed by the boss's personality. Everything the boss says and does will affect the behavior of every employee. If the boss is often late, it is difficult for you to ask employees to arrive early; If the boss is lazy, it is difficult for you to ask employees to be diligent; If the boss is negative, it is difficult for you to ask employees to be positive. This is influence. Through long-term influence, the boss's behavior will become a normal state, and everyone will imitate it, which forms the corporate culture. Therefore, you must be what the boss wants everyone in your team to be. If not, then you should recruit a business manager with this personality to lead the team. 2, tree specimens, tree samples. To be a market, we must establish a model market and team management, and set an example. The power of example is endless. As a boss, what do you agree with and what do you want your culture to be? You must find out whether your employees have such personality characteristics and behaviors. You must encourage him, praise him, motivate him and reward him, so that everyone will know that this kind of behavior is liked by the boss and other employees will go back to imitate it. After a long time, this behavior will become a habit and gradually become a culture. This is the power of example. This is about positive examples, but there are also negative examples. You should criticize what kind of behavior you are opposed to, and find typical examples to tell everyone that this kind of behavior is disliked by the boss and everyone should not do it. 3. Improve the company's systems. For employee management, we should pay attention to both corporate culture and corporate system. The first two items lie in the establishment of enterprise culture, and this one lies in the establishment and perfection of enterprise system. It mainly includes several systems. First, the work system mainly includes the job responsibilities of each post, what is the standard of work, and to what extent; The second is the assessment system, that is, you will assess what you agree with and what you ask the team to do. The standard of the appraisal system lies in what your purpose is and what you want employees to do. This is the assessment system. For example, when we promote new products, on the one hand, we must assess the sales volume, and the most important thing is to assess the distribution rate of new products, the display of new products, and the stacking of supermarkets, that is, on the one hand, we must assess the results, and more importantly, we must assess the process; The third is the training system, which is also an important job to retain employees. First, the training of work skills, mainly the skills of how to do a good job, and second, the attitude training, mainly the problem of work attitude, is particularly important for new employees, so that employees feel that they can learn something in the company; Fourth, the incentive system mainly includes learning, training, promotion and material incentives. One is the year-on-year principle, and what is our treatment for companies with similar businesses. The other is the principle of competition, that is, within employees, wages should be upgraded, and good treatment means high treatment, which should be different from ordinary employees. Fourth, internal disputes, external unity within the company, you can have different opinions, but once you decide to do something, then everyone should do their best. No team is absolutely harmonious, so we should correctly handle the contradictions within the team. For example, when your relatives account for a large proportion, you need to absorb fresh blood and recruit new employees, so that the enterprise can increase its new vitality. Within the enterprise, the boss must listen to different opinions, and it will be clear after listening, but once the decision of the enterprise is formed, everyone must implement it immediately. This is called internal strife and external strife. This is also an important feature of the team. Through these four points, we can solve the basic methods of dealer employee management. First, by building culture and setting an example, we can solve the problem of team morale and stability and improve everyone's work enthusiasm. By arguing internally about the principle of external unification, we can deal with some contradictions within enterprises. First, internal harmony. Therefore, the management of employees by dealers needs a series of two hands, focusing on business, team building, system construction and corporate culture.