MBA management: first, the cause of the
flow
1, the subjective reason: too long working
hours, working strength is big, low salary, development space is small, poor interpersonal
relationship learn less, enterprise culture, etc
2, objective reasons: marriage, pregnancy,
go home, get sick, have a better development, study, business, turned), etc
Second, retention strategy
1, the strategic analysis: from the recruitment
link to start
Thought decided to act. A person's thinking
and psychology decides he is going to for a long time for the enterprise and
work attentively, if personal ability is very strong, but loyalty is very low,
even if the company hire him with generous terms to come in, but in the end
still can't meet the requirements of him more and more big, also can't leave;
On the contrary, if a person ability general, but an honest dependably, so at
least he will have to beat, need to know, personnel recruitment costs, delays
due to changes in frequent operating loss, training expenses, management cost
and will bring a lot of hidden costs. So early in the recruitment, in pay
attention to ability at the same time should also focus on individual mentality
and character, this candidate principle is also consistent with the company.
2, strategic analysis: salary treatment
In general, the salesman wage structure is:
the salary = base salary (basic wage base salary + examination) + commissions,
thus, factors that affect wages mainly base salary and commission, so how to
allocate the base salary and commission? Base salary is too high, the
commission is too low will lead to the seller the status quo, no progress; Base
salary is too low, the commission is too high will cause the seller itself in
jeopardy, momentum is insufficient; I think what salary strategy and the
development of enterprises in the state, according to the four developing
stages of enterprises should adopt different package strategies:
3, strategic analysis: training
Training is an opportunity to a terminal to
communicate with the company, the seller through training to learn new
knowledge and skills, not only can enhance the understanding of the company in
the process of training, improve interpersonal relationship between employees,
increase staff belonging. But not all of the training can have certain effect,
some training is often become a mere formality, wasted costs did not achieve
the desired purpose. So how can conduct training, will exert its effect to the
effect.
First of all, the change of the concept. We
must be clear what is the purpose of the training strategy analysis, the
training is to help staff to correct the existing is not a good habit and
enhance the level of work, and a two course is unable to achieve such effect,
so the training is a long-term learning system, the course professor just a
link in the system as a whole, form a good habit and study atmosphere, is the
purpose of the training, because "teach them to fish, as teach them to
fish".
Second, in the form of training. Now
terminal training often focused on the company meeting room or hotel, actually
we can magnify the training site, such as on the terminal store, convenient
save not only so, and the effect is more practical.
Third, the choice of training lecturer. We
often like to hire external lecturer at the scene teaching, not only the high
cost, and due to the actual situation is different, achieve the effect is
different from person to person. Actually "company, thus, in fact, the
best lecturer in our midst, terminal of the instructor, each seller can do
because they experience cases and treatment may be other clerk may face
problems tomorrow. Terminal talent strategy analysis and let them on the
platform, whether to exercise their own, or in other assistant education
significance is greater than the theoretical properties of the high altitude
4, strategic analysis: motivation
Marketing is the process of incentive, to
stimulate both promote terminal, morale and retention are play an important
role.
Motivate different material incentive and
spiritual incentive, material incentive includes not only pay, also include
other sales incentives, in the heart of the seller, they think they earned
income, pay is granted, it is extra motivation which can really inspire their
sales catalyst of passion, so set up special sales incentives, such as annual
bonus to motivate a greater role. And spiritual motivation refers to staff job
results affirm, for its merits, make its produce a sense of accomplishment, and
stimulates the more hard work, the specific form of prizes, best assistant,
etc., such as praise and affirmation can be anytime and anywhere, along with
the small detail, but the influence is big, has no intention of a praise, maybe
you can make a terminal post.
5, strategic analysis: staffing
A team member of the rational allocation of
it has a great influence on turnover. Stores according to the ABC
classification, then A kind of store long need strong management ability,
supplemented by the ability to do zhang, vice store, class C store sells need
to configure the ability of the manager, class B requires management and sales,
but not very outstanding manager. If A strong sales ability of the manager in
class A store, but she can't lead A good team, also can't drive the performance
of the whole store, then certainly will affect the staff's work enthusiasm,
don't change, then the employees will certainly be lost.
6, strategic analysis: team activities
Teamwork is a improve team harmony, agent
of fusion, improve their relations with each other through activities meet more
colleagues, feeling aokang the warmth of family, have sense of belonging.
7, strategic analysis: other benefits
Such as welfare gift coupons for
outstanding employees to buy social security, holiday, birthday to send small
gifts, etc., although it is small mercies, moistens everything silently,
however, it also effect can not be ignored. Of course, there are many other
means to retain talent terminal strategic analysis, this is just personal
humble opinions. Terminal construction is a complex system process, need to all
aspects of long-term care.
