How To Strengthen The Management Of Terminal Salesmen

We all know that successful sales are based on the right sales.

Accurate understanding of consumer behavior in the correct analysis.

Good salespeople are people who are good at analyzing, summarizing and thinking.

Every time they sell a product successfully, they will think about why they can sell it. Every time they let their prospective customers slip away in their hands, they will also analyze why. So, after a long period of analysis and summary, good salesmen have formed their own style, which makes them excellent.

However, we also know that not all salesmen are so active, active and excellent.

In fact, most of them are born aborting. They refuse to think, refuse to learn and refuse to learn new things. They are willing to be content with the situation and fear to change.

In view of this situation, we need our dealers to train and guide.

How to guide it?

I. meeting

Personally, I think there are two purposes for a meeting. One is to unify our thoughts, to define the goals and objectives of this month, so that salesmen will know how many goals they have achieved this month, how much they have accomplished, how they have completed their progress, and how others have completed their work, so as to make the salesmen nervous and avoid lax psychology.

The second goal is to let salesmen learn, of course, to learn more about the exchange of experience among colleagues.

This form can be used to share your selling experience and your most successful case.

The advantage of doing this is to supervise and urge.

The role of thinking.

In fact, I personally believe that the communication between salesmen is more important than the training of manufacturers.

The training of the trainer is equivalent to that of the Huangpu military academy. The Military Academy of Huangpu has trained many famous generals, but no general is a teacher.

In fact, trainers are not good salesmen. This is the gap between knowledge and practice.

Two, let employees make money is the responsibility of the boss.

"Everyone in the world is in the right place, and the world is full of gains and losses." material rewards are the most direct and effective for anyone. However, we must also admit that only companies make money to give employees more money.

Our next dealer may complain that we also want to give employees a high commission, but the computer industry is too competitive, and we earn little money for each machine. We have no precondition for high royalty.

I confess that this is true, but what I want to explain is that I don't say that every machine needs to be high, but that the machines that make money can be raised.

For example, now that the market is not pparent, we can make a profit product for Jiwei and give a high commission to the salesperson, because Jiwei does not sell well. If Jiwei is promoted and Lenovo is sold, the salesperson will not pay much attention to selling the company.

Sometimes we say that we also have a high commission. We pay high commission when handling inventory.

Actually, the practice itself is not wrong, but it is a little passive.

Please remember: when we give the salesmen a high commission in order to solve the current difficulties, we are going to lend money in order to solve the urgent need. The purpose of our loan is to make the enterprises develop faster, better and bigger, rather than solve the urgent problem at the moment.

Passivity is not planned in advance.

We should be active rather than passive in everything we do.

I think dealers should have at least two brands, one brand to do traffic, one brand to make profits, and sales of flow models to increase sales salesmen's confidence, and profit models to increase the profitability of the company, and at the same time increase the wages of salesmen.

The brand of Jiwei is a brand that is currently in line with profit making products.

A successful company is a company that allows employees to earn money. Companies that can not earn money from their employees can not be long, nor can they be great.

Three, some things need to be kept secret.

Dealers may think that things can be honest with employees, especially those with profit as the assessment target, but I think the price of notebook should be kept confidential to employees.

There are two reasons: first, if the salesperson knows how much money the machine company can make, he will easily compromise with the customer and apply the price to the leader for various reasons.

Two, if a salesperson knows that the machine is making too much money, he will have a guilty conscience for customers. When he recommends to customers, he will lack the bottom line or simply do not push the machine because he thinks he is cheating customers and worrying that customers will be in trouble.

Four, some things need to be made public.

How do employees come to pay? Be sure to let salesmen know that they should not only give a total amount, which makes it easier for salespeople to worry less.

Of course, if dealers want to do some articles from this aspect, there will be no future.

Dealers will always let salesmen know how their wages come, how the Commission is counted, and let him check.

At present, the wages of the public employees are issued once a month, but I think this high commission machine should be cashed on the same day, at least when the meeting is held in the week, because the effect is obvious, so that the salesman can feel the benefits of this high commission.

If the salary is not released at the end of the month, the salesman will take it as a salary instead of a high commission. The effect of the high commission will be worse.