Run a profitable clothing store

Chapter 46 Recruitment and management of clothing store personnel (6)
There are various types of customers, and the requirements for clothing will also be different. Only when the salesperson has a broad range of knowledge can he communicate with different types of customers normally and carry out the sales work smoothly.Whether the knowledge is wide or not determines the sales ability of the salesperson to a certain extent, so the salesperson should have a strong thirst for knowledge, be good at learning and master various knowledge, and constantly sum up experience in practical work to become a truly qualified salesperson. salesperson.

Evaluation of employee job performance

In general, in order to ensure the scientificity and correctness of the value evaluation of store positions, the evaluators need to adhere to the following principles:
1. The principle of right post but not person
The object of post value evaluation is all the posts in the store, rather than a specific individual who is engaged in a certain post. It is wrong to consider the employees of this position together.Because the position undertakes all the matters related to the realization of the store's strategic goals, as long as the job responsibilities of each position are added up, the operating mode for the entire store to achieve profitability is formed.However, in this process, the tasks undertaken by each position will be different, and their importance will also be different. For example, in a large store, the responsibilities of the sales staff and logistics service staff are very different. How to measure the importance between them requires an evaluation of their position value.

2. The principle of suitability

Post value assessment must start from the reality of the store.Choose the evaluation model, evaluation method, evaluation technology and evaluation procedure that are suitable for the actual store.Only in this way can the evaluation result be reasonable.

3. The principle of unity

In order to ensure the standardization of post value evaluation work and the comparability of evaluation results, and improve the scientificity and work efficiency of the evaluation work, the post value evaluation must adopt a unified evaluation method and evaluation standard, within the specified scope, as the common compliance in the evaluation work guidelines and basis.

4. Appropriately allow employees to participate in the principle

The job value evaluation work involves all positions in the store, and the evaluation results will affect the salary level of all employees in the store, so the accuracy of the job value evaluation method, the accuracy of the job value evaluation elements and evaluation standards, and the standardization of evaluation data processing, etc. Both ultimately affect the relative importance and status of all positions in the company.Therefore, appropriately allowing employees to participate in the job value evaluation work will make it easier for them to have a sense of identity with the results of the job value evaluation, and it will also help enhance the rationality of the job value evaluation results.

5. Principles of public results

The job value evaluation results should be made public to employees. Transparent job value evaluation standards, evaluation procedures, and evaluation results are conducive to employees' understanding and recognition of the company's value orientation, clarifying the direction of their efforts, and reducing the possible problems in salary management. Risks such as high arbitrariness, while improving employee satisfaction with salary, reducing employee complaints about the salary system.

Generally speaking, the store job performance evaluation process includes the following six links:

1. Design and select job performance evaluation models
When designing or selecting a job performance evaluation model, you need to understand what a job performance evaluation model is, how to design a job performance evaluation model, what are the common job performance evaluations, how to design or choose a suitable job performance evaluation model for an enterprise store, etc.

2. Set up an evaluation team
Once the job performance evaluation model is selected, the enterprise store is faced with the problem of how to use the selected model to evaluate the performance of all positions. Train the members of the evaluation team so that they can reach a relatively consistent understanding and views on the job responsibilities, job content, qualifications and the model itself of the evaluation post.

3. Post performance test evaluation

After completing the second step, it is not possible to formally evaluate the position and start the evaluation. It is necessary to select individual positions for trial evaluation under the guidance of experts or the human resources department.

4. Formal evaluation of job performance
This link is the most important link in the job performance evaluation process.

5. Job performance evaluation data processing
Similarly, the job performance evaluation data processing is also one of the key tasks in the job performance evaluation process. First, the data processor needs to check the evaluation data one by one, and perform data statistics on the basis of confirming that the data is valid.If abnormalities are found in the data, members of the evaluation team should be notified immediately for reconfirmation.If necessary, members of the evaluation team are also organized to re-evaluate individual positions.

6. Post performance evaluation data application
After the data processing is completed, it enters the last link in the job performance evaluation work - the application of job performance evaluation data.Because the job performance evaluation can help the company agree on the job performance level, and can also become the benchmark of the salary level, providing a promotion channel for the salary increase of employees.

Effective formulation of incentive mechanism
An excellent clothing store's incentive system for employees is not chaotic, but orderly, so that it can be recognized by employees and really play a role in motivation.

1. Signs of effectiveness
An effective incentive system must at least meet the following principles:

(1) Concise and specific principles.The rules of the incentive system must be concise and easy to explain, understand and grasp.At the same time, it's simply not enough to say "do more" or "don't have accidents." Employees need to know exactly what managers want them to do.

(2) The principle of achievability.Every employee should have a reasonable opportunity to achieve what they all want to achieve.

(3) Measurable principle.Measurable goals are the basis for an incentive plan, and if specific accomplishments cannot be linked to expenditures, program funds will be wasted.

2. Procedures and key points

The establishment of an effective incentive system includes the following steps:

(1) Formulate standards.In the process of formulating work performance standards, it should have a certain height, but it must be a standard that most employees can reach, so it is achievable.

(2) Establish an evaluation system.The performance evaluation system must be accurate and feasible, and the evaluation of work performance must focus on the evaluation standards of work specifications and work results.The formulation of standards must be realistic, and employees should be reviewed according to work objectives. Such standards must be formulated for the team rather than for a specific individual.At the same time, the performance evaluation system must have standardized operating procedures.

(3) Conduct training.This is mainly to train the evaluation skills of work performance and the art of communication with managers at all levels.How the effect of performance evaluation is directly linked to the salary and remuneration of employees is a very sensitive issue.Therefore, clothing store managers must pay attention to the art and skills here.

(4) Develop indicators.Job performance indicators should have a wide range, which will make the incentive system more feasible.These metrics will make store employees aware of deficiencies and proactively look for ways to improve.

(5) Cash in on rewards and punishments.When honoring rewards and punishments, managers must make employees deeply understand the close relationship between performance and rewards and punishments.For excellent work performance, in addition to praising and rewarding employees, the more important thing is to let him understand that the organization values ​​him, so that he has a sense of sacred mission.For low job performance, criticism must be given, but it must be well-intentioned, constructive, and in terms of work, not personal attacks.The evaluation of employee performance should ultimately find the corresponding coordinates on rewards. Even if the rewards are insignificant, they must be carried out "unswervingly", because doing so will make employees realize that there is indeed something worth working hard for some.

The above five aspects are the basic procedures for establishing an effective incentive system, and they are also the solid framework for an effective incentive system to be established by managers. However, to make the incentive system work, a feasible incentive plan needs to be implemented.

how to motivate employees

Employee motivation is the most difficult job for clothing operators.However, if clothing operators can master incentive methods and apply them consciously, employees will work more actively, proactively, and consciously, and the work enthusiasm and sales situation of the entire clothing store will also be quite different.On the contrary, a clothing store with low employee morale, distraction, and complaints will often lead to a decline in individual, team, and organizational performance.Operators of clothing stores should grasp some methods and techniques to motivate employees and improve their enthusiasm.

1. Procedures for Motivating Employees
Since people's motivational behavior always revolves around the desire to satisfy needs, the unsatisfied needs become the starting point of motivation.Unmet needs create tension within the individual that leads to behaviors that relieve or reduce that tension by fulfilling the need.Since this activity is aimed at a certain purpose, when the purpose is achieved, the demand is satisfied, and the motivation process is completed.

According to the implementation form of the incentive process, the incentive measures should generally be taken in accordance with the following procedures.

(1) Understand the needs of employees.It is the premise of effective motivation to understand employees' need structure, need intensity and methods of satisfying needs.

(2) Analyze the environmental conditions.Analyze the environmental conditions of the clothing store and the incentives that can be adopted, and calculate the cost of incentives and the benefits that can be brought.

(3) Develop incentive measures.According to the results of the analysis, formulate detailed incentive measures and hand them over to the relevant departments for implementation, so as to prompt employees to generate needs and take actions.

(4) Evaluate employee performance.The human resources management department will assess the relevant projects and evaluate the performance of employees, which will be used as the basis for rewards and punishments.

(5) Give rewards and punishments based on performance evaluation.Commend or reward employees with excellent performance, motivate employees with poor performance, and urge them to change their attitudes and methods to improve performance.

2. Principles to motivate employees

Incentive policies are usually different due to the specific circumstances of each clothing store. The difference between it and the human resource policies of other companies is that the incentive policy is more risky if it does not bring positive effects to the clothing store. , may have a negative impact.Therefore, we must be cautious when formulating and implementing incentive policies.Clothing stores apply the following principles when formulating and implementing incentive policies, which will greatly improve the effect of incentives.

(1) The principle of on-demand incentives.The starting point of incentives is to meet the needs of employees. Since different employees have different needs, the same incentive policy will have different incentive effects.Even the same employee may have different needs at different times or circumstances.Therefore, incentives should vary from person to person, and the principle of on-demand incentives should be implemented.

When formulating and implementing incentive policies, it is first necessary to investigate clearly what each employee really needs, and then organize and classify these needs, and take targeted incentive measures in order to get twice the result with half the effort.

(2) The principle of appropriate rewards and punishments.Inappropriate rewards and punishments will affect the incentive effect and increase the incentive cost.Too heavy rewards will make employees feel proud and satisfied, and they will lose the desire to further improve themselves; too light rewards will not achieve motivational effects, or make employees feel that they are not valued.Punishment that is too heavy will make employees feel unfair, or they will lose their recognition of the clothing store, and even have feelings of sabotage or destruction; punishment that is too light will make employees underestimate the seriousness of the mistake, so they may make the same mistake again.

(3) Combining with the goal principle.One of the basic requirements of motivation is that it must be consistent with organizational goals.Therefore, to judge whether the incentive is effective, it is necessary to analyze whether the enthusiasm generated by the incentive is conducive to the completion of organizational tasks and the realization of organizational goals.Improper incentive measures and unclear directions sometimes lead to opposite behaviors of employees, and as a result, doing bad things with good intentions runs counter to the goals of the organization and endangers the interests of the organization.In addition, the setting of incentive goals must also be able to meet the needs of employees, otherwise the goal valence of employees cannot be improved, and the purpose of prompting employees to perform effective behaviors cannot be achieved.Therefore, only by combining the organizational goals and individual goals well, so that the organizational goals include more personal goals, and the personal goals can be fully realized on the premise of the realization of the organizational goals, so as to achieve the real effect of motivation.

(4) The principle of fairness and justice.Fairness is a very important principle in employee management. When dealing with employee issues, managers must have a fair attitude and should not have any prejudice.Any unfair treatment that employees feel will affect their work efficiency and work mood, and affect the incentive effect.Employees who have achieved the same results must be rewarded at the same level; similarly, employees who have made the same mistakes should also be punished at the same level.At work, we must treat everyone equally without any unfair words or actions.If this is not possible, managers would rather not reward or punish.

(5) The principle of mobilizing enthusiasm.The division of labor and cooperation structure of modern stores determines the interdependence of various departments. If a department fails to function, it will immediately affect the overall clothing store.The organizational goals of clothing stores require the joint efforts of all employees to achieve.Therefore, incentives should be aimed at all employees, and the enthusiasm of all levels and aspects should be mobilized.Incentive behavior If a certain part of the clothing store is emphasized and another part is ignored, then the neglected department will have a sense of loss and work enthusiasm will decrease, so that the overall efficiency of the clothing store will not be improved.

(6) The principle of cost reduction.No matter what kind of measures are implemented, there are corresponding costs and expenses, and incentives are no exception.To adopt incentive measures, clothing stores must pay certain fees, such as organizing activities and issuing rewards, all need financial support, and these capital expenditures constitute the incentive cost.The benefits of the incentives are the benefits that will be brought to the clothing store after the incentives take effect, and these benefits make the incentives come into being.The clothing store is a profit-oriented unit, so it is necessary to analyze the relationship between input and output, and pursue the maximum profit with the least cost.The expenditure of the incentive should make the clothing store profitable compared to the benefit.If the cost of incentives is too high, even exceeding the performance, then this incentive has no practical significance for clothing stores.Therefore, when motivating employees, it should also be considered as a business activity, and attention should be paid to reducing costs.

3. Skillful use of methods to motivate employees
No matter what you do, you must pay attention to the method. As long as the method is appropriate, the effect will be obvious.The same is true for motivating employees. Only by mastering the skills can employees be more motivated to work and thus create better performance.

(1) Incentives vary from person to person.For low-wage groups, the role of bonuses is very important; for people with higher income levels, especially for employees with high cultural literacy, they should be promoted, given their professional titles, respected their personality, encouraged their innovation, and let go. Their work will receive better incentive effects; for employees engaged in heavy, dangerous, and harsh physical labor, labor protection, improving their working conditions, and increasing post allowances are all effective incentives.To this end, we can take different measures to motivate by understanding the different needs of different employees.

(2) Pay attention to the comprehensive valence of incentives.When employees receive material incentives, some spiritual incentives are added to arouse employees' sense of honor, honor, achievement and pride, thereby multiplying the incentive effect.

(3) Incentives should reflect different valence levels.When incentivizing, egalitarianism should be avoided, which will lose the effect of incentives; but if the valence gap is too large, exceeding the contribution gap, it will cause employees' psychological imbalance and make employees feel unfairly treated.Therefore, clothing stores should try their best to match the price difference with the contribution difference, so that employees feel fair and just, so that the advanced ones will be motivated and the latecomers will be under pressure.

(4) Appropriately control the expected probability.Generally speaking, at the beginning of a certain job, the expectation probability of the majority of employees should be increased so that everyone responds with a positive attitude; Encourage to raise the dropped expectations again, and overcome difficulties with confidence; when entering the final reward and punishment stage, the expectation probability of ordinary employees is generally high. Close to reality, otherwise it will induce a series of frustrated psychology and frustrated behavior.

(5) Pay attention to adjusting employees' fairness psychology.Adams' fairness theory believes that each employee uses subjective judgments to see whether it is fair. They not only pay attention to the absolute value of the reward, but also pay attention to the relative value of the reward.Even though the rewards are objectively fair, some people still have doubts.Therefore, clothing stores must pay attention to the fair psychological counseling of employees, and guide everyone to establish a correct concept of fairness.A correct concept of fairness includes three elements: first, realize that "absolute fairness does not exist"; second, do not compare blindly; third, do not "pay according to wages", causing a vicious circle.

(6) Establish appropriate reward targets.A certain standard should be adhered to in setting up an appropriate reward target, neither too high nor too low; if it is too high, the expected probability will be too low, and if it is too low, the target value will decrease.For a long-term goal, the method of goal decomposition can be used to decompose it into a series of staged goals. Once the staged goal is reached, rewards will be given in time, that is, the combination of big goals and small steps.Effectively setting reward goals can effectively motivate employees and keep their morale high.

(End of this chapter)