Be the best store manager

Chapter 29 Basic skills of store personnel management (1)
Frequently Asked Questions Employee Types
Here are 15 types of problem employees commonly found in stores:

1. Employees who always talk about loopholes in the company system.

2. Employees who whisper right and wrong in front of their superiors.

3. Employees who always find fault.

4. Employees who are obedient and obedient, have low credibility and poor work execution.

5. Employees who often have a gap with a certain colleague and affect their work.

6. Employees who defend themselves when something goes wrong.

7. Employees who are always careless and careless.

8. Employees who violate major disciplines.

9. Employees who don't appreciate each other.

10. Employees with too many personal affairs.

11. Employees with low self-confidence.

12. Employees who have a deep personal relationship with the store manager.

13. Always remember past employees.

See if there are any of these types of employees in your store?Take a hard look and see if you really know your people.The following chapters will help you solve this problem.

Grasp the mentality characteristics of store sales personnel

Although the store manager gets along with the staff day and night every day, he doesn't necessarily understand their thoughts. He doesn't know why they work hard sometimes, but their morale is low at times;

Within minutes of the end of the job fair, Manager Guo hired Hui Dan not only because of her many years of work experience, but more importantly, when she was working in the original company, she had "relentlessly" approached her superiors. The supervisor made a suggestion.Facts have proved that her suggestion is correct, but the original company does not have enough heart to accept her.

When Huidan first came to work, it happened to be the scorching heat.She braved the scorching sun and shuttled between various customers and companies, and her performance was very good.I don't know why, slowly she started to go to work and was often late, and she didn't even complete the basic sales tasks.At a staff meeting, the manager criticized Huidan by name.She buried her head so low that the manager found her in tears.

The manager noticed something, and after the meeting ended, he stopped Hui Dan.It turned out that Huidan's mother was hit by a car two months ago and was paralyzed in bed since then. She had to take care of her mother.

The manager is ashamed that the employee is in trouble and he doesn't know anything about it.He decided to do something for Hui Dan.So the manager called the boss.Then he found Hui Dan and sincerely said "I'm sorry" to her, and Hui Dan burst into tears.On behalf of the company leaders, the manager told Hui Dan that during her mother's illness, she could not report to the company in the morning, and she could flexibly control her time to run business.Hui Dan was very moved and told the manager that she would not let everyone down.

Sure enough, Huidan's sales performance has risen again.What moved the manager the most was that she also rescued the new employee Li Lei.When Li Lei was negotiating business with the customer and signing the order, he was taken advantage of by the other party. Half of the 100 million yuan goods had been sent out according to the signed order, but the other party's payment for the goods had not been in place for a long time.The company decided to send an experienced store employee to go together, and no one was willing to take this hot potato.Hui Dan offered to go to collect debts.

The leaders of the company immediately held a meeting and decided to hire a nanny to return to Dan's house to relieve her worries.Huidan dealt with the other party for half a month, and finally recovered all the owed money.

"Scholars die for their confidants". As a store manager, if you can "know" your subordinates and give employees what they really want and need, employees will work harder for the company, and they will complete the store willingly and without hesitation. Long-term assigned tasks, and even reward the enterprise by over-fulfilling tasks.

Does the store manager understand when faced with low morale of the store staff, lack of energy at work, or often arriving late and leaving early, or complaining frequently or constantly complaining with others, and the tasks assigned to him cannot be completed on time? Why is this? Do you know what the clerk is thinking?

The famous psychologist Maslow divided needs into five levels: physiological needs, safety needs, belonging and love needs, esteem needs, and self-actualization needs.As a store manager, you must understand the following four points in detail (see the figure below):

1. Understand the origin, family situation, interests, expertise, education and experience of employees, which is the most basic understanding of employees.Although some information may seem unimportant, it may have a significant impact on employees' work conditions and performance.

2. Understand the employees' thoughts and motivation, sincerity, and sense of justice, especially the employees' opinions and views on work.This is a very important aspect, and the store manager should strengthen communication with employees in this aspect.

3. Understand the difficulties of employees and lend a helping hand in time.When employees encounter difficulties, such as from family and life, as long as they can help, they should give appropriate help, so that employees can deeply feel the care of the store manager.

4. Understand the potential of employees and know people to do well.The store manager should be good at tapping the potential of employees and give them challenging jobs.When employees face difficulties at work, they should give appropriate guidance and encouragement.

Knowing the needs of employees, you can understand the mentality of store sales personnel, and take specific incentive measures for this situation.

Improve personal leadership

After the evaluation, many store managers will find that the store staff think that the store manager's personal leadership is not strong.Why do some store managers lack leadership?In fact, leadership is reflected in the fact that the proportion of people who accept the leadership of the store manager is large, and that they can follow orders and stop orders, respond to all calls, and have high command sensitivity.As long as you work hard to improve your affinity, so that the clerk can actively open up to you, listen to your teachings, and shorten the psychological distance with you, your leadership will naturally be improved.

Manage less but manage well

A brilliant leader should understand the principle of "governing by doing nothing", and be good at grasping several key links in the work.In a sense, less management can manage well.

In this month-end assessment, Store Manager Sun was very depressed, because his authorization item in the store manager leadership assessment was zero. He felt that he had been working very seriously. It can be said that he would participate in everything , to help employees make up their minds and make decisions, and even the font, size, and color of the POP words are very clearly instructed.But when he arrived at the store, the most common sentence he heard from the staff was: "I don't know, you have to ask the store manager." All the big and small things in the house are spread out there, and everyone is at a loss.

This example shows that excessive management is self-defeating.

First of all, excessive management hinders the enthusiasm of subordinates.In fact, there are many ways to solve problems, and your method may not be the best. Your subordinates may have a set of good ideas and methods, but since you have arranged everything in advance, you can only follow them.Subordinates lose the opportunity to participate and develop their potential, which will inevitably dampen their enthusiasm. Over time, they will develop a "dumb" style of not using their brains and relying on the store manager for everything.Only unaggressive subordinates welcome this kind of leadership.A psychologist once said: "For creators, the best stimulus is freedom—the right to decide what to do and how to do it." Leaders acting like a lock lock the imagination of subordinates , Creativity, locked the enthusiasm of subordinates to do things.

Secondly, excessive management is not conducive to cultivating and exercising the actual working ability of subordinates.Many store managers don't trust the ability of employees, and they are afraid that employees will make things worse. Like parents who dote on their children, they ask left and right, which is not conducive to the growth and training of subordinates, and is not conducive to improving their working ability.People will not mature unless they are beaten in strong winds and waves.Generally speaking, the level and working ability of the store manager are higher than that of the employees, and the instructions are also scientific and reasonable.The store manager’s detailed instructions can save employees from taking many detours, but the employees may not realize the price paid by the store manager to open up shortcuts. Without going through the thorns and ups and downs on the road to the shortcut, employees are “greenhouse flowers” ​​that have not been tested by wind and rain.

When a young man was learning to make a suit, the master only told him how to do it briefly. When he encountered difficulties and asked the master, the master did not tell him easily.The master said: "You have been thinking about it for a day and a half, and I will tell you when you have no other choice. It is so impressive. I will tell you right away, and you will forget it tomorrow." This master is very good at cultivating the ability of independent thinking in students.

As a store manager, you should worry less, take care of little things, and only focus on big things, so that employees can be motivated and "remote control".From a certain point of view, less management can manage well.

Only by putting down your airs can you command others
If the store manager can make his employees appreciate his character from the heart, then he can easily command anyone.To achieve this level, the store manager must be approachable, close to his subordinates, and not put on airs.

Li Jiang is a chairman of a joint venture in Guangdong. When he was young, because he was eager for success in his work, he was often impulsive and impulsive, and he handled things badly. He was transferred to a branch company as a marketing manager.When he arrived at the office, at the welcome meeting, because of his expressionless face and poor eloquence, he was regarded by the employees as an impersonal manager, and many employees kept him at a respectful distance.Therefore, his work was once very passive and could not be carried out.

After more than half a year like this, when the party is held on the eve of the Chinese New Year, everyone will perform impromptu performances.Li Jiang sang a few lines of hometown opera at the meeting, which won warm applause.Even he himself did not expect that those employees who had always respected him would show him such closeness and friendliness.From then on, employees began to be willing to get close to him, and liked to talk to him about everything.He is also more caring with employees, from a daunting person to an amiable and respectable person.

After Li Jiang was promoted to the chairman, at the celebration reception at the end of the year, everyone was happy for the achievements made in the past year, so the company president's secretary proposed to push the atmosphere of the reception to a climax.She figured out a way to throw a branch manager into the pool of the fountain.The president agreed with the lady's proposal and greeted Li Jiang. Li Jiang said that it was inappropriate to do so, and decided to let him swim a landlubber in the pool.

Li Jiang turned to everyone and said: "I announce that the last item of the conference is the suggestion of the secretary: she asked me to play with a landlubber in the pool, and I agreed. Please pay attention, gentlemen, and I will perform." So he jumped into the pool During the meeting, he started to swim, which caused the hundreds of people present at the meeting to roar with laughter.

Afterwards the president asked him: "Why did you jump into the pool yourself that day?"

Li Jiang replied: "Generally speaking, it is the most unpopular to let people with low positions make a fool of themselves to make everyone laugh, while those with high positions stand tall and put on airs to make people awe. That is the most unpopular." Li Jiang's words awakened the president, and he began to pay attention to staying close to his subordinates like Li Jiang, and improved his leadership.

(End of this chapter)