How to be a home improvement salesman?

In fact, the writer's clothing business is similar to other businesses, that is, the industry of being a man. You have understood the following and mastered it. I think you are familiar with any business! ! I hope you succeed! !

In the increasingly competitive market, as a new brand, in order to stand on its own development, besides its own characteristics, it also needs to pay attention to the construction of promotion team. Most people who have done sales have heard that "there are no unsalable goods, only unsalable people", which immediately expounds the importance of having an excellent promoter.

Because there are few new brand personnel, the training system cannot be established and improved for a while, and sometimes there is no systematic training for promoters at all. After the newcomers join the company, they will give some product information and enterprise information for their own study. Due to the lack of a good training system, the quality of the promotion team is uneven, the self-confidence is insufficient, the average working life is short, and the turnover of personnel is large. So how to establish an efficient and United promotion team? This is another new topic before us.

"Sharpening a knife is not a mistake for a woodcutter." "Instead of fishing in the forest, it is better to retreat and build a net." Before promoting a new brand, the promoters must be trained accordingly. Although new brands can't have a perfect training system like big brands and big enterprises, we should pay attention to the basic training of promoters. The author believes that training should be based on the following steps:

1, make a plan

Before the new brand goes on the market, the training time, place, personnel, content and required equipment should be listed in the training plan according to the general operation process. The plan should have detailed written instructions and steps, be clear and clear, highlight the key points of the training plan, and don't catch nothing at the end.

2. Design training plan

According to the positioning of products and corporate brands, design training programs according to training plans, and set training methods according to different training objects (for example, different training objects can be set in different regions and levels). The methods can be course-based, operation-based, discussion-based, role-playing and so on. Due to China's vast territory and abundant resources, the market environment in different regions is quite different.

3, the implementation of training

According to the training plan, training should be carried out. Before training, we should make full preparations in terms of training preparation, atmosphere between classes, equipment, etc., so that promoters can have a good acceptance environment, so as to complete the training process well.

4. Training evaluation

Many enterprises do not attach importance to the evaluation of training when training new brands. They think that it is only necessary to train people now, and evaluation is a further thing after the brand matures. In fact, evaluating the training content regularly or irregularly can help us understand the training effect, find problems and solutions according to the evaluation, and reward or punish according to the evaluation results, thus stimulating the training enthusiasm of extension personnel and improving the training efficiency.

Generally, new brands can take three forms when training promoters: basic training, on-the-job training and off-job training.

basic skill

Basic training is the initial and basic training for new promoters after they enter the enterprise. The training content is mainly divided into the following points:

1, company rules and regulations, corporate culture training

Through training, the promoters can understand every rule and system of the company, the development and corporate culture of the company, and have a certain understanding and recognition of the company, thus strengthening the confidence of new employees in this new brand. Because corporate culture is the soul of an enterprise, rules and regulations are the foundation of its development.

2. Professional knowledge training

Provide pre-job training for new employees to make them competent; Strengthening professional knowledge training for employees with industry experience will help them adapt to the changing market. Do a good job in training new products, so that every promoter can master the selling points as soon as possible, which is conducive to the wide promotion of new products. Professional knowledge training is divided into: product function selling point training and product function operation training.

3, problem-solving ability training

The quality of each pusher is different and the ability to solve problems is uneven. Through training, we can reduce individual differences, improve the overall quality, and learn to deal with various problems, such as common product failures, customer complaints, OEM problems raised by customers, brand problems, industry problems, advertising problems, price gifts and so on.

4. Communication skills training

Language is the best way to communicate with people. Language ability directly affects the sales performance of promoters. Through training, they can understand customer needs, treat customers of different ages, identities and personalities, and learn how to communicate. Don't let an old lady come to a bra shop and introduce her with some blunt literary terms, "Hello, look at this bra. Wearing it on the old body can beautify the chest. " The old lady will definitely roll her eyes and hum: "What do people say, am I going to marry my husband?" And you should know how to tell prospective customers in plain language: "Hello, you really have a good eye. You are ten years younger, and you look elegant in this. "

5, interpersonal relationship processing training

The environment of each store is different, and people are different, so the skills of getting along are different. Through training, they can know what songs to sing on what mountains, understand what people say when they meet, get on well with them and promote sales.

6. Attitude training

Milu said that attitude determines everything. Through training, the work attitude of promoters can be corrected, so that they can work hard, be confident and patient at any time and in any environment, establish mutual trust between the company and promoters, and cultivate the loyalty and team consciousness of promoters to the company.

on-the-job training

Due to the low market awareness of new brands, job training can better let promoters know the market environment they are facing now. Therefore, on-the-job training is generally conducted by the business director in the market, mainly to correct and guide the problems and shortcomings of the promoters at the sales site in terms of sales points, transaction processes, customer reception and so on.

On-the-job training can adopt the teaching system, that is, the trainer points out more reasonable and effective methods according to the problems and shortcomings of the trainees, but must avoid preaching and pay attention to the feelings of the promoters. Only by interacting with each other can the training effect be guaranteed. The new brand is not perfect in many aspects in the market, but on-the-job training can reflect the market situation in time and formulate corresponding improvement measures according to the situation.

On-the-job training is coach training, and the main situation is as follows.

1, the key to training is execution and continuity, and simplicity and effectiveness are the best.

Face-to-face training is better than face-to-face training.

3. On-site training guidance is an effective way to make the training in place.

4. Specific practices:

(1) Use promoters to promote products, which exerts a subtle influence on promoters.

(2) Watch the sales of the promoters carefully at the counter, and immediately explain the problems that have just appeared in the sales process after each main promotion.

(3) In some cases, promoters with obvious problems can go to other sales points of the company or the sales points of outstanding promoters of other brands to observe and learn. Learn while watching and explain some practical operations of selling back together.

off-job training

The main form of off-job training is off-job centralized training. This kind of training should be determined as the main content of promoter management in the form of regular meeting. The regular meeting of promoters not only has the function of personnel training, but also has the functions of market analysis, personnel assessment, personnel motivation and task decomposition. Many new brands are too busy to give full-time training or summary to promoters because of their new listing. In fact, the regular meeting of promoters should be held every week. The reason why off-the-job training is called the weekly meeting of promoters is because the most important purpose of the weekly meeting system is to organize promoters into a team, rather than fighting alone like self-employed individuals.

Generally speaking, it is better to arrange the weekly meeting of promoters in the morning (afternoon) of every Monday or Friday, because Monday is conducive to timely summarizing last week's sales and market situation, decomposing this week's sales target, formulating this week's marketing strategy, giving promoters the opportunity to work overtime on weekends and embodying humanized management. Friday's holding is more conducive to the increase of sales next weekend (because the holiday economy plays an increasingly prominent role in boosting sales).

The main functions of the weekly meeting are as follows:

1, centralized feedback information.

At the weekly meeting, the promoters will record and submit the events that happened in the stores of their shopping centers during the week. The main feedback is: competitors' activities (such as promotion, price change, new product release), problems and customer comments.

2, unified thinking in sales.

Before legal holidays such as the Golden Week on May 1st and 11th, New Year's Day and Spring Festival, and local festivals such as store celebrations, large-scale exhibitions and celebrations, we should hold a mobilization meeting for promoters' holiday preparation, focusing on analyzing the expectation of market fiery degree, possible measures taken by competitors and related shopping malls, formulating corresponding market offensive (defensive) strategies, determining the overall sales target and decomposing it into each promoter, and clarifying the assessment of rewards and punishments. If the overall target is exceeded, all promoters will be organized to have a dinner, picnic and so on. After the festival, we should focus on the holiday market analysis, analyze the sales situation of the overall market and various shopping malls in combination with various data of the same period and current period, sum up the experience and lessons of success or failure, and promote the realization or overfulfilling of the sales target in the next stage.

3. Boost morale and passion.

Promoters have sales inertia and unstable psychological and mental state, which leads to large sales fluctuations. The retail site is a competition field, and the sponsor is an athlete. Maintaining a positive attitude and enthusiasm is the key to success. Therefore, enterprise executives need to take the management of psychological and mental state as their daily work, just like successful coaches. While putting pressure on the promoters, we should give them positive encouragement and arouse their greatest enthusiasm for work. Encourage their confidence and fighting spirit when something goes wrong. When they succeed, they celebrate and share the happiness of success. Encourage internal competition and challenge yourself.

4. * * * With the improvement of skills.

At the weekly meeting, the business director selects one or two successful or failed cases that happened around the promoters this week to analyze the reasons for their success or failure. Where is the success? And where is the failure? You can also organize all promoters to share a book and let everyone comment on the feelings and experiences of this book.

In short, the training methods of new brands can be diversified, and there is no need to stick to a fixed model. More interactive training can impress them, help them understand new brands and products, and find and solve problems in the market. Promoters with industry experience can also serve as teachers for new promoters, playing an exemplary role and helping new employees improve their business level.