How to solve the problem of high turnover rate of textile enterprises in Xuchang city

The high turnover rate of employees, especially those in the sales department, often has deep-seated reasons. A few years ago, I made a survey of my company on this issue, and the common superficial reasons in my memory are as follows:

1, the expected future income is too low; (about 15%)

2. The basic salary is unreasonable, and it is difficult to guarantee the life during the adaptation period; (about 10%)

3. The training system is chaotic and it is difficult to integrate into practical work; (about 10%)

4. Lack of confidence in enterprise products and markets; (about 20%)

5. The management system and daily management are too strict or lack of humanization; (about 10%)

6. Lack of career development space; (about 10%)

7, the team work atmosphere is poor, or difficult to integrate; (about 10%)

8, the lack of direct superior management methods and skills, it is difficult to convince employees, leading to employee turnover. (about 15%)

I don't remember the specific data clearly, but it should be not much different from the above description. After our summary, there are four main reasons for employees to leave:

1, short-term income and expected income are insufficient;

2. The training system is chaotic and lacks confidence in products and markets;

3, the direct superior management style is not good;

4, it is difficult to integrate into the team, and you can't get a sense of identity and work pleasure.

On the basis of these four items, we thought that in order to retain new employees, we must do the following work well:

1, adjust the existing salary structure by benchmarking to ensure that the basic salary can meet the basic needs of employees. In the future, it is best to give employees with good performance the opportunity to work in the local area for just a few years and save enough down payment for housing. The overall monthly income in the future will enable employees to live a decent life. Pay special attention to short-term bonus incentives.

2. The training system, starting from the product, and then through the market situation, sales skills, industry development, career planning, income level, etc., is to enable employees to build confidence in products, enterprises and markets while mastering product sales skills. In particular, it is necessary to conduct centralized brainwashing training for new employees. Even small companies should ensure at least three days of full-time intensive training.

3. Directly assess the daily management indicators of grass-roots sales managers, such as the number of customers screened, the number of on-the-job training, the number of auxiliary sales, the number of heart-to-heart, the number of regular departmental meetings, employee satisfaction, etc. Conduct special training on sales management for sales managers, and sales managers who fail the basic training assessment cannot take up their posts.

4, the combination of long and short team activities, monthly gatherings, weekly activities, and daily entertainment. Then determine the tone of the activity to attract employees and sales teams to organize spontaneously. In order to create and strengthen the team atmosphere and enhance the fun of work.

More specifically, it's complicated. The management of the sales team is very basic, but there are many details. It is not easy to bring a good sales team. Sales managers are often promoted to the grassroots level, lacking relevant knowledge and skills. The four items we proposed at that time were basically completed by the human resources department and then implemented by training sales managers. Therefore, to reduce the staff turnover rate, the human resources department still has a lot of work to do, especially in determining a team culture or work culture, which is very difficult and difficult to operate. Please contact me if you need a specific solution. )

Unless you are in a special industry, you can be a sales manager to shirk the responsibility for the fact that the sales department says that recruiting employees does not meet the requirements of the sales department. Only novice sales managers will use such words to shirk the responsibility. Salespeople are the most basic people, not the CEO. The sales manager often says this because he has no systematic experience in leading the team, and his wrong operation led to the employee's resignation. At that time, junior high school graduates were recruited, and the basic salary was not given. Every day, so many excellent salespeople with suits and ties and a monthly income of over 10,000 yuan were brought out. If he is shirking and doing employee satisfaction evaluation, his score must be very low. Sales people are often glib and good at passing the buck. Some people can do whatever it takes to achieve their goals. Be careful yourself.