How to stabilize the sales team of epoxy flooring distributors

During the recent training process, dealers have complained about the team's instability and high turnover in their spare time. This is currently their biggest concern. No one dares to do anything, no one can accept orders for promotional activities, and designers cannot come to design after receiving orders. Faced with such a situation, dealers are suffering greatly and they all want me to give them a solution. After in-depth communication with the dealers, it was found that there are some problems. In response to these issues, the author suggests that epoxy flooring dealers can focus on the following aspects.

Firstly, strictly control the information of job applicants;

When recruiting, dealers do not consider this issue too much. In the recruitment process, anyone who is interested and not foolish is recruited, and they rarely pay attention to the characteristics of these groups. For example, some young people happen to be in the dating stage. Although young people are passionate, energetic, quick thinking, and have many advantages, they may quit their jobs or follow the other party to develop in other cities when they have conflicts with each other, making it difficult to retain them. Therefore, when recruiting personnel, it is necessary to have a deep understanding of the candidate's background (such as where they settle down, how old their children are, what industry their husband works in, and what their family background is?), just like filling out a file form when studying, make the application form more detailed. If you settle down in this city and your child already has the ability to take care of themselves, and your previous family background is average and you are currently under life pressure, you can clearly understand whether the applicant is the person we need to recruit and whether they can continue to work steadily through this information. Applicants like this generally have a strong desire to earn money, as well as a pursuit of stability, a strong sense of responsibility, and a drive for progress. Therefore, it is generally better to choose this type of candidate.

Secondly, we need to consider issues from the perspective of employees

As an employee of an epoxy flooring company, when I choose to work for a company, I usually weigh whether I want to work in this company or whether it is worth my investment from the following aspects.

Whether it can meet one's expected treatment;

At different stages, our expectations for earning money vary. With the accumulation of social experience and continuous improvement of abilities, people have a psychological expectation of compensation for their labor. Therefore, when choosing a company, we will consider whether we can obtain the expected treatment through our own efforts in this company. If the enterprise cannot meet the requirements, I believe there will definitely be some personnel turnover. So in the process of continuous development, enterprises need to adjust their salary system according to market changes, so that their salary system can attract capable people enough.

Is there a good working atmosphere;

People nowadays no longer consider whether there is a job or not, but rather whether there is a better working atmosphere. With more and more job opportunities, people will choose companies with a good atmosphere. I remember in April, I went to a certain area in Jiangsu to conduct research and chat with the salesperson of the dealer to understand some of the problems and ideas they encountered in their work. The salesperson told us that he was not very enthusiastic and lacked enthusiasm. When I asked him why this situation occurred, he told me that there was no atmosphere in the work here. At the beginning, there were a few colleagues working together, but no one managed them during the work process. Many times, they couldn't find their work direction, and some of them left one after another. If the company doesn't change yet, he also plans to leave. Because no one is managing them, he is now alone and there is no one to discuss problems. Sometimes he wants to break through but can't find a way. After communicating with the salesperson, I remembered that when I was at Bu Bu Gao, the working atmosphere was very good. Every day, someone arranged work, followed up on the execution situation, and worked late every day. I also felt tired physically, and my monthly salary was not very high. However, I was still very happy at that time. I also fully understand that the work atmosphere is very important for employees' enthusiasm and passion for their work.

Can you find a sense of belonging;

With the continuous improvement of people's living standards, their requirements for quality of life are becoming higher and higher. They not only need to be able to earn money, but also need to find a sense of belonging here. I often chat with people, and some say that if it weren't for the very good treatment given, I wouldn't want to stay here. I can't find any sense of belonging here, and I feel very indifferent. I believe this situation can occur in many places, so in order to retain excellent core talents, it is necessary to make these people feel at ease. According to Maslow's hierarchy of needs theory, after satisfying physiological and safety needs, people will develop emotional and belongingness needs. In addition to providing material satisfaction, it is also necessary to increase some spiritual aspects. For example, carrying out some humanistic care actions, giving holiday gifts to employees during Chinese New Year holidays, celebrating employees' birthdays, and standing up for employees when they encounter major difficulties and need help. Through this series of humanistic care, employees can feel warm and cozy like their own homes, and they will find a sense of belonging and sincerely contribute their efforts to serve the company.

Is there room for promotion

When choosing an epoxy flooring company, the author considers this factor extensively and its impact is significant. I believe many people attach great importance to this aspect when choosing a company because it is related to their long-term development. Many times, when choosing or considering a company, it may be acceptable not to make money in the short term. If they find that there is no future in this company, the possibility of continuing to stay is very small, unless they are not ambitious. So dealers must have a good promotion mechanism for their employees in the process of operation and management, and should not randomly deploy personnel outside unless they are special talents in special circumstances. Otherwise, it will lead to instability within the existing internal team.

Thirdly, give employees hope and hope;

The enterprise group that the author previously served had a boss with multiple industries, and the subsidiary that the author worked for was only used by the boss to earn living expenses. Therefore, the boss did not have much planning and development plan for the enterprise. After many years of market development, the sales breakthrough was not significant. In fact, the products and production scale of the enterprise were also among the top in the industry. After discovering this problem, the author resigned. The leader said that there would be significant changes in the company, but after a year, there were still not many changes. In the end, the author decided to resign. In fact, the sales situation in the area that the author was responsible for at that time was very good, and it was easy to earn a considerable income. However, the author still chose to resign because he felt that continuing to work in such an enterprise would only waste his youth and bury it. One's own potential. Based on my personal experience, I believe many people share the same idea. Therefore, dealers need to constantly make their own development plans and strategies, and encourage employees to follow you and see a bright future and hope. Only then can employees have enthusiasm and motivation.

In the face of a harsh market environment, products are becoming increasingly homogeneous, and competition at the end is more about human competition. A stable team is more important than anything else. Therefore, in order for distributors to have a stable team, they must do a good job in talent screening and consider problems from the perspective of employees, giving them hope. This way, the quality of employees can be controlled well, and employees can be motivated to invest in their work with a sense of ownership. At the same time, there is a good return on investment. I believe that the team will be very stable