Basic principles to encourage salesmen to concentrate on their work

Basic principles to encourage salesmen to concentrate on their work

1. Establish a sense of mission

Why can Japanese companies implement a “lifetime employment” system? First, their managers do not emphasize the difference between employers and employees. Most managers wear the same uniforms as employees to work every day and eat in the same restaurant as employees; secondly, they attach importance to employee welfare protection, have regular salary increases and bonuses, and funding systems, instead of just paying them a salary to send them away; in this way, employees have a sense of mission to the company, and they are not like employees in American society, always thinking about how much money they will get for doing this for you, and how much money they will get for doing that for you.

In addition to making money, the ideals of business operations should include “serving the society”, “creating needs”, “providing employment opportunities”, and providing consumers with goods with high utility value”. These ideals can also be said to be the purpose of the enterprise. If an enterprise has a common sense of mission and goals from the management level to ordinary employees, the unity of labor and capital will be very strong.

2. Improve treatment

Many enterprises in advanced countries adopt the “Skannon Plan” approach to employee treatment. In simple terms, this method is that a company first sets the labor distribution rate of employees for added value. If the added value is increased due to the efforts of employees, 40% to 50% of the excess will be extracted and distributed to employees.

Under the above labor distribution rate, the company guarantees employees a fixed salary; once a surplus is created due to hard work, part of the surplus will be returned to the employees.

The approach of this treatment system is to make employees and companies become a “community of destiny” and stimulate the awareness that “working for the company is working for oneself”. Of course, “treatment” does not only refer to salary, but spiritual treatment often has a great impact on employees’ stay. Companies should attach importance to employee welfare and various guarantees

3. Improve the working environment

If you say that a person does not work to make money, that is a lie. It is just that some people attach more importance to money, while others do not attach so much importance to money. Money can certainly make people work hard, but the quality of the working environment can easily affect the level of work efficiency. To retain employees to serve the company, the improvement of the working environment must not be ignored.

4. Establish a complaint system

If employees are dissatisfied and have no way to complain, it is like an engine under strong compression, which may explode at any time. For the company, establishing a complaint system is like setting up a safety net between labor and capital, which can improve many labor-capital problems and avoid excessive employee turnover.

5. Provide psychological comfort

If an employee resigns from you, will you approve it immediately? Many times, employees resign under the impact of a little thing. At this time, you can invite him to an interview and let him say everything he wants to say. It is very likely that when you give him the necessary comfort in a timely manner and persuade him to take the resignation back, he will apologize for his impulsive resignation.

This is the last step to retain employees.

If you can’t retain employees If you can’t retain an employee by any means, you have to let him leave, but even if he leaves, you should still investigate the real reason for his resignation? Is it because of personality incompatibility with the boss, quarrels with colleagues, or some insider information, etc. Because, if the working environment is the reason for the employee’s resignation, if it is not improved or solved, other employees will definitely leave next.

A company spends money on job advertisements, spends money and time on exams and interviews, and then employs employees; after being employed, it educates and trains them, and as a result, employees leave one by one, which is naturally a great loss for the company. If you can make your employees think: “I serve a good company, with a correct business model, a sound and modern organization, and a great mission to the society. The existence of our company is a great benefit to the society, and most consumers like us very much.” In this way, employees will not scatter one by one.

The way to make employees stay fixed has at least the following five basic elements in terms of psychology: trust in the mission of the organization, trust in the company, dependence on organizational efficiency, dependence on colleagues, and personal mental and physical health

Human resource management guided by corporate culture

Corporate culture is an enterprise management philosophy with the characteristics of the enterprise that is gradually formed and developed in the long-term production and operation process, that is, the organic unity of corporate behavior norms, moral standards, customs and traditions generated by the core of values ​​and thinking. It can be divided into three levels: corporate spiritual culture, corporate system behavior culture and corporate image material culture. The core of corporate culture is corporate spiritual culture, that is, its values ​​and thinking. The guiding role of corporate culture on human resource management mainly refers to the guiding role of this corporate value concept and thinking mode. The possibility of combining corporate culture with human resource management also lies in the duality of corporate culture (E. Heinen, 1990).

Corporate culture, the values ​​and behavioral norms unique to an enterprise, are composed of some specific values ​​and ways of thinking related to the enterprise (such as customer first, quality first, there is no best but better, etc.), and are also the result of social culture, values ​​and ways of thinking brought to the enterprise by individuals in the process of socialization.

Corporate culture is a sub-social culture. When an employee of an enterprise enters an enterprise, he is not an abstract natural person, but a social person, a person with certain intentions, beliefs and values. This is the significant feature that distinguishes human resources from material resources, financial resources and natural resources. In other words, the human resource management of an enterprise faces socialized people. Human resource management guided by corporate culture is to organically integrate these two aspects of corporate culture and the two-way generation process to form a better corporate culture, which is conducive to the effective management of human resources.

The specific form and process of human resource management guided by corporate culture.

First, corporate culture, especially the orientation of corporate values, begins from the recruitment stage. Human resource managers should let potential employees understand the corporate culture of the company, especially the basic values, principles and purposes of the company, through purposeful public relations activities and advertising. Then, reasonable testing methods should be used to analyze and determine whether the value orientation of the applicant is consistent with the value system of the company.

Second, conduct corporate culture training for new employees recruited, that is, targeted (entry into the factory, entry into the company) education. The usual practices are: first, conduct education on rules, regulations, rewards and punishments; second, conduct education on the history of corporate development and accept the good traditions of the company.

Third, conduct actual trial practice inspections of the “master leading apprentice” style. This kind of pre-job training and targeted education is very important for guiding the value concepts of new employees. At this stage, different values ​​and ways of thinking will collide fiercely, and there will be a clear and strong feeling and impression of the existing problems of the enterprise. Although it has the one-sided intuitive perceptual cognition, it overcomes the indifference and even indifference of old enterprise employees. Listening carefully to the opinions of new employees, summarizing and analyzing them, and finding reasonable factors to absorb, will not only accelerate the new employees’ recognition of the existing cultural values ​​of the enterprise, but more importantly, it will inject new vitality factors into the corporate culture and maintain the motivation of continuous change of the enterprise organization. This is the interactive process of corporate culture and social culture through human resources. Third, cultivate the corporate spirit of enterprise employees in the process of using human resources.

Corporate spirit is the core of corporate culture, that is, the embodiment of corporate values ​​and ideological beliefs. It requires dedication, unity and cooperation, people-oriented, innovation, and pursuit of excellence. For example, it requires respecting the rights of enterprise employees, treating every employee fairly, including those who make mistakes or are even fired, encouraging employees to participate in the management and decision-making of the enterprise, protecting the labor safety and legal rights of employees, strengthening communication between managers and those being managed, forming harmonious interpersonal relations, including labor-capital relations, and ensuring employees’ wages and benefits, etc.

In short, in terms of enterprise human resource allocation and assessment, cultivate the enterprise spirit of enterprise employees, and form a harmonious, upward, energetic and vigorous organizational goal and employee value self-realization consistent with the interests, culture, and spiritual community.

Fourth, the media form of the role of corporate culture in human resource management. Any culture must play a role through sensory media, and the same is true for corporate culture. The media forms of corporate culture in human resource management are mainly:

First, a good corporate environment and high-quality products and services have a subtle influence on corporate employees, which requires corporate managers to establish a good corporate image externally and create a beautiful production and working environment internally;

Second, the company carries out symbolic corporate celebration ceremonies, etiquette, commemoration and other activities;

Third, publicize the company’s unique language, slogans, slogans, rumors and anecdotes, and “mythical” stories. The unique slogans are concise, easy to understand and remember, and easy to spread.

Fourth, the company’s human resource managers should establish heroes and legendary figures in the company. Because the power of role models is intuitive and emotional, he/she clearly tells people what the company is advocating and encouraging, and the company’s employees will know what they should do. This is the method of “establishing a model”, and the realistic character model will play a vivid and vivid appeal. If entrepreneurs practice what they preach and become typical figures in corporate culture, they will better play the guiding role of corporate culture. In short, human resource management guided by corporate culture will make human resource management more efficient, and the two are mutually reinforcing management activities.