How do paint dealers recruit, hire, and retain people?

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ask:

In recent years, the company's performance growth has been relatively stable, but it is difficult to make a big breakthrough, which has a lot to do with the instability of personnel. Now our company has more than 20 employees, most of whom are business people, but nearly 50% of them leave each year for various reasons. Some people are dismissed because of lack of ability, and some people quit to other companies or choose other occupations, including even the backbone of the company with outstanding performance. It is really uncomfortable to see the salesmen who train themselves to contribute to other companies, but how to keep them?

answer:

Solve the problem that dealers are difficult to use and difficult to keep. It is not just to find reasons from employees. Anyone is eager for better development. Due to the limitations of the company system and the personal management ability of the boss, dealers cannot provide satisfactory jobs for employees. Prospects, then employee turnover is a natural thing. Therefore, dealers must think about the recruitment of talents as a whole.

The way to recruit: The choice is very important. The dealers are always recruiting, but they can't recruit the right people. They can't easily recruit a person who is barely suitable. It is very difficult to train. In less than a month, the staff has resigned, and the dealer can only continue to repeat recruitment, interview, trial, The process of leaving the conversation. So, first of all, we must clearly identify what kind of person we are looking for. Only employees who are honest, passionate about sales, outgoing, and passionate will do the longest and best in the commerce company. Second, we must build the company's attractiveness. Many dealers only pay attention to making money, but they are neglecting the company's image and attractiveness. In fact, it is vital for dealers to build a company's appeal, build a boss's personal charm, and create a good personal growth environment. Third, hire different people at different stages. When starting to lack people, hire diligent people, because diligent people are more responsible and more stable; in the fast development period, hire smart people, because smart people are more creative and more adventurous; development When you are stable, hire people who are diligent and managerial, because at this time we need more standardization and execution.

Employing people: Encourage employees to achieve their voices. To this end, we must first grasp the needs of employees, motivate the enthusiasm of employees, and reward and affirm the outstanding performance of employees. Specifically, there must be a clear promotion mechanism, fair employment standards and a scientific and standardized performance appraisal mechanism. Second, we must teach students in accordance with their aptitude. It is difficult for dealers to be used in two aspects. First, employees do not produce results and grow slowly. Second, they have some achievements and demands. For different types of employees, dealers should adopt different management strategies: for those who have high willingness and ability, they should have more authorization and more counseling. For those with low willingness and low ability, they should have more counseling and less incentives. For those with low willingness and high ability, they should have less counseling. Incentives, for those with low willingness and low ability, set deadlines and eliminate them early. On this basis, the quality of employees is continuously improved through training and internal competition.

The way to keep people: don't give up and don't give up. Why do dealers try to retain employees? Recruiting and nurturing a new employee is more costly and time-consuming than changing an old employee. As a member of the company, employees can retain as much as possible. Not giving up, not giving up is a principle, but also giving employees a sense of security and belonging. There are three ways to keep people: emotionally retaining people: first think about the problems of employees, let employees talk, tell the expectations of the company, the expectations of the department heads, his own potential, and hope that he will continue to struggle in the company.

Career retention: The dealers' business work is on the front line of the market. They know more about the local channels and are better at communicating with the terminals. Therefore, regardless of whether they are starting their own business or developing into a production company, their success in the commerce company is There will be a lot of help for their future, so if you want to be more successful, you must first establish a foothold in the company. Career Development: Learn about employees' ideas and future plans, help him plan the path of implementation, and infect him with our management mechanism and employer philosophy.

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