How to encourage sales after the new year

At present, domestic small and medium-sized enterprises, the incentives for sales staff basically remain at the original material level; even at the simple material level, many companies only provide an extensive "basic salary plus commission". As a result, many outstanding salespeople with outstanding performance went out to work alone within a few years. Then, this story continues in a vicious circle. Then, small and medium-sized enterprises of the same type have to engage in price wars and public relations wars; furthermore, in order to cut costs, it is difficult to guarantee product quality. In the end, everyone was hurt. Recently, the author built an operation system for a newly established O2O platform company. Among them, it involves the motivation of sales personnel. I personally feel that it is very necessary to discuss and share with you. The author divides sales staff incentives into three levels: short-term incentives (monthly), mid-term incentives (quarterly), and long-term incentives (annual). They are explained separately below. 1. Short-term incentives - basic job benefits. Whether from a humanistic perspective or a labor law perspective, the basic salary and benefits for sales positions are unique. Of course, in some special industries, the basic salary will be very high; but the common situation is that the basic salary is just on the edge of the legal minimum wage. 1. Basic position salary: This company is a newly established company, and its capital is not generous, so it can only be the same as the local minimum wage. Moreover, from another perspective, the new company's main strategy is to increase efforts to expand the market, so "low base salary, high commission" is also an effective choice to attract suitable talents and reduce operational risks. The legal minimum wage in the city where the author is located is 1,500 yuan, which becomes the basic salary for sales staff. 2. Experience wages: For employees with rich experience, the author believes that a certain amount of experience subsidies should be given (let’s call this “experience wages” in this article). Firstly, it can attract experienced employees so that they will not feel disappointed; secondly, it is also a spur to inexperienced employees - you must work hard, otherwise your income will never exceed that of "old employees". In this way, it not only attracts outstanding talents, but also forms a certain internal healthy competition mechanism. However, experience wages will be canceled after a maximum of 6 months. Firstly, it is to "eliminate" employees who just want to rest on their past achievements and not make progress; secondly, it is to encourage more employees to continue to forge ahead and strive to develop (Note: The "elimination" mechanism designed by the author in this system actually includes adjusting positions, salary increases, etc., rather than being dismissed rudely across the board). Depending on experience and ability, Linyi recruitment experience salary is controlled within 1,000 yuan. I believe that in 6 months, all qualified sales staff will become true warriors who are determined to conquer the market. 3. Communication subsidies: For sales staff to expand the market, telephone calls are essential, especially mobile communication. The author believes that we should encourage sales staff to communicate more with customers and maintain customer relationships with high efficiency, but we should not encourage sales staff to enrich themselves with public benefits. With reference to other industries and peers, the author estimates that a phone subsidy of 150 yuan per person is a relatively reasonable amount. 4. Transportation subsidies The biggest difference between O2O projects is that they have to deal with many traditional merchants, and carpet visits are particularly important in the early expansion period. The author requires sales staff to reasonably plan their daily visit routes and travel by the most reasonable means of transportation, including buses and subways. According to calculations, the transportation subsidy standard given by the author is 350 yuan per person per month, with an average daily average of 13.5 yuan (based on 26 days, the same below). 5. Lunch subsidy The author completely starts from the perspective of human concern, considering that sales staff will spend a lot of time outside every day, visiting many merchants. Therefore, the lunch subsidy standard is set at 450 yuan per person per month, which is an average of 17 yuan per day. The author believes that a good body can lead to good performance, and a good diet can create a good body. With such a high subsidy standard, I believe the sales staff will also appreciate the company's good intentions - the soldiers are fighting on the front lines, and the company is fully supporting them from behind. Adding up the above items, the basic salary of sales staff ranges from 2,450 yuan to 3,450 yuan. 2. Mid-term incentives - performance pay. There is no doubt that sales staff's remuneration is linked to performance. However, the setting of performance is very complicated.

How to do it? 1. Personal career growth: The company will train every salesperson, and they will all be the first candidates to serve as future regional, provincial and municipal managers. The growth of a company requires talents, and the development of talents cannot be separated from a good platform. Building a career development plan for salespeople is a win-win decision. 2. Excellent employee option plan If employees always think that they are working for others and will work for others forever, it will be difficult to generate a sense of belonging. Really outstanding employees may not see their own future, and may leave you in a few years, taking away the company's rare customer resources. We have seen that too many bosses speak very nicely and make wonderful promises, but they never fulfill any truly valuable promises to outstanding employees. Therefore, giving certain option incentives to outstanding employees is a powerful tool to give them a sense of belonging and retain them. The boss does not necessarily own a company 100%. On the contrary, he needs everyone to work together to make the cake bigger, so that he will have more. Only when everyone is truly on the same boat and becomes a grasshopper on the same rope can we unite as one and achieve great things together. The initially set option redemption time is 3 years, and the allocation ratio is implemented based on a set of standards and varies from person to person. If your heart is invincible, you will be invincible in the world. The boss's mindset determines the height of his career and how far he can ultimately go. 3. Personal Value Improvement Plan Human beings are a complex combination, requiring both material enjoyment and spiritual pursuits. For some talented people with potential, the company will provide them with study opportunities at top domestic business schools to help them develop their abilities as senior managers in the future. 4. Corporate culture edification plan. A company without ideals will not be able to go far; a company without vision will hardly achieve great things. However, at present, most domestic enterprises lack ideals and vision. Martin Luther King, the leader of the American civil rights movement, always had a dream and went through all kinds of hardships to realize his dream. He eventually led black Americans to fight for their due rights. The author emphasizes that truly effective management does not lie in how perfect the system is designed. The highest realm of enterprise management lies in "cultural management". Through this kind of soft management (about enterprise management, the author once wrote an article "Enterprise and the Essence of Enterprise Management", and those who are interested can search online), employees can be guided spontaneously and automatically. The author always emphasizes the need to strive to create an excellent corporate culture and constantly convey a firm belief: We are creating a great history! We are very proud of our privilege to participate in the creation of this history! If such a team cannot succeed, then who will?