Nowadays, many floor distributors have already completed the initial accumulation of capital or have already become the biggest names in the industry and local areas. Operational capital is not a big problem, and business relationships may also be sufficient for the time being. However, the relative lag in team building is becoming an obstacle to their further development.
As a floor distributor, if you do not solve the team building problem as soon as possible, it will be difficult to avoid the following three situations: First, the scope of the area for channel development is limited; second, the operation of the company is subject to the dealer's own life cycle; Third, inability to bind quality brands for a long time and face the risk of being miserably eradicated.
With the integration of the flooring industry, floor distributors can only realize their own changes and rationalization improvements, and eventually realize their own upgrades, so that they can adapt to industry consolidation and force brands and regional market integration. The key to the upgrade of dealers lies in the upgrading of talents and the upgrading of teams.
China Flooring Network believes that the floor distributor talent construction or team building should grasp four key points:
First, in personal consciousness, the transformation from chaos to clarity is the first step. If you want to progress, you must build your team. Second, you must believe that you can form your team. At present, higher education in China is already very popular and there are enough talents to get it. Once again, he clearly defined himself as the director of personnel of the company.
Second, in the role, the completion of the change from the salesman to the general manager of many dealers also regard themselves as salesmen, confined themselves to the top of the matter, ignored the role of its own general manager, ignored the overall operation of resources, Did not play its own personnel management functions.
Thirdly, in the use of the team, the completion of the transition from "recruiting soldiers" to "training soldiers" is to like to directly use the recruited salesmen. However, the results were little optimistic. Considering business benefits and costs, the team was disbanded soon. Lean sales staff are scarce resources and encounter luck. It is now more a group of 80s or even 90s, a new generation, with a high level of culture and strong plasticity. It is the lack of business experience, hardship, and self-esteem, so dealers can't be too eager. It can appoint it to take charge of the market maintenance work and gradually train it as the backbone of the business.
Fourth, in the employee incentive mechanism, the transition from a “planar†type to a “ladder type†modern society requires a lot of pressure to survive and people’s desires. Dealers cannot always treat employees like they treat migrant workers, but they should give them hope. Give them promotion ladders and salary incentives, so that they feel that they can work hard to buy a house and buy a car.
The team building of floor distributors is not an urgent issue. It must be practiced and continuously improved before it can find a way to suit itself. However, dealers must refresh their talents, jump out of clerk thinking, boss thinking, you are the general manager, you are the HR officer, and the team builder.
As a floor distributor, if you do not solve the team building problem as soon as possible, it will be difficult to avoid the following three situations: First, the scope of the area for channel development is limited; second, the operation of the company is subject to the dealer's own life cycle; Third, inability to bind quality brands for a long time and face the risk of being miserably eradicated.
With the integration of the flooring industry, floor distributors can only realize their own changes and rationalization improvements, and eventually realize their own upgrades, so that they can adapt to industry consolidation and force brands and regional market integration. The key to the upgrade of dealers lies in the upgrading of talents and the upgrading of teams.
China Flooring Network believes that the floor distributor talent construction or team building should grasp four key points:
First, in personal consciousness, the transformation from chaos to clarity is the first step. If you want to progress, you must build your team. Second, you must believe that you can form your team. At present, higher education in China is already very popular and there are enough talents to get it. Once again, he clearly defined himself as the director of personnel of the company.
Second, in the role, the completion of the change from the salesman to the general manager of many dealers also regard themselves as salesmen, confined themselves to the top of the matter, ignored the role of its own general manager, ignored the overall operation of resources, Did not play its own personnel management functions.
Thirdly, in the use of the team, the completion of the transition from "recruiting soldiers" to "training soldiers" is to like to directly use the recruited salesmen. However, the results were little optimistic. Considering business benefits and costs, the team was disbanded soon. Lean sales staff are scarce resources and encounter luck. It is now more a group of 80s or even 90s, a new generation, with a high level of culture and strong plasticity. It is the lack of business experience, hardship, and self-esteem, so dealers can't be too eager. It can appoint it to take charge of the market maintenance work and gradually train it as the backbone of the business.
Fourth, in the employee incentive mechanism, the transition from a “planar†type to a “ladder type†modern society requires a lot of pressure to survive and people’s desires. Dealers cannot always treat employees like they treat migrant workers, but they should give them hope. Give them promotion ladders and salary incentives, so that they feel that they can work hard to buy a house and buy a car.
The team building of floor distributors is not an urgent issue. It must be practiced and continuously improved before it can find a way to suit itself. However, dealers must refresh their talents, jump out of clerk thinking, boss thinking, you are the general manager, you are the HR officer, and the team builder.
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