The sales manager's four-point management principles

Keywords: Sales Manager management principle management sales staff management from the author's previous article on high-performance management of flops after, many readers wrote to the author, many people "tube" practices is recognised. However, there are a lot of questions, some readers might ask, "Although the documentary's thinking is directly effective, but in the sales management process is the process of dealing with people, who is also required, which means there is no?" have a reader asked to "their own company to the salesman of the treatment is not very high, it is difficult to stay in rooms that have a good way to train and retain a good salesman?" and so on this class and the "tubes"-related problems. In this, I would like to combine your own experience and sales management of the "tube" means a discussion with you.

"Person" is in sales management and people's knowledge. Here, the author only prepared to explore the sales managers and subordinates to deal with problems, here are only prepared to say something like "people" unspoken rules.

In my view, the "tube" mainly in four principle is the sales manager in peacetime and subordinates to pay attention to when dealing with. These four principles: fairness, principles, the principles of compensation in a timely manner and in accordance with the principle of public-private distinction.

First, the principle of fairness. There is an old saying in China suffer from "want," inequality. In fact, as a Manager, if you can profoundly realize the meaning of this sentence, on China's human nature is the understanding, but also easier to manage subordinates. However, if you see a lot of management theory in the West, the Western management theory is often advocated is another version, is the so-called "Paul rule" is doing well, will get more and better. But do not good, will be less. To have done well to become the company's example, encouraging everyone to do better. I do not deny that, on the contrary is advocating this. However, in its management process, sometimes excessive to advocate Paul rule is not appropriate.

First, there is a saying: what do you think of others, and others will show as crews. If managers treat the staff not be equal, then some potential employees, will cause you to stop discrimination. Many managers have a habit of just who do good, he is particularly good, resources for the good words for more support. But for the time being the ideal staff, in addition to blame, often left out of each other. That this can be effective. But this is a big mistake. If you don't want to fire an employee, but also to give him a chance, he and other good employees equal treatment so that it can expect he will have better performance, as fried in advance.

Secondly, equal treatment of employees have so little consideration, that is, if done well staff give support, ultimately it is easy to cause the consequences of large qike shop, causing inconvenience to management. Many managers face a dilemma: performance good employees is not easy to manage, or go back to the company resulting in losses of this kind of result. In fact, it is a start of distinction. Therefore, the author's suggestion is: either sacked bad employees, either be treated equally. Be on the "who does not want, are" the best note.