Run a profitable clothing store

Chapter 48 Recruitment and management of clothing store personnel (8)
Since performance management and employee motivation are systematic projects and involve all levels, it is impossible to do well without mobilizing the enthusiasm of managers at all levels, preventing middle-level participation, and preventing employees from discussing.Therefore, this right cannot be completely concentrated in the leadership of the company. Instead, it must be authorized to each branch and functional department according to the specific situation, so that the branch and functional department have certain rights, and at the same time assume equal responsibilities and accept equal supervision.The focus of the leadership work is how to further pay attention to the reasonable distribution, restraint and supervision of responsibilities among the headquarters, functional departments, and business departments, and how to coordinate and unify responsibilities, powers, and benefits.

The following three principles should be followed when issuing year-end awards for clothing stores:

1. Fair procedures and outcomes
Equity is by far the most important factor in attracting, retaining and motivating human capital.The fairness of salary is still the most concerned factor for employees.A sense of fairness can make employees trust the organization, do their jobs more consciously and effectively, and face organizational changes more actively; a sense of unfairness can lead to negative attitudes and behaviors of employees.Such as complaining, being late, leaving early, leaving, etc., will lead to a sharp drop in the efficiency of the entire organization.

2. Differentiation

From a psychological point of view, the difference between people is objective, and the difference in management is increasingly accepted and respected by scholars of human resource management.The flexible welfare system based on differentiation, or the buffet-style welfare system, has been flourishing since it originated in the United States in the 20s.Differentiated benefits can well meet the individual needs of employees for benefits, and enhance employees' job satisfaction and understanding of the company's system.Distributing umbrellas and food to every employee indiscriminately at the end of the year will not have much effect. If the company can collect the expectations of each employee during the design phase of the year-end bonus survey, and based on the year-end bonus that the employee can get, It will be much better to open a list of free choices for the quota.Similarly, for senior employees who have been in a high-stress work state and earn a lot of money, vacation as a year-end bonus may be more popular than cash.

3. Emotion regulation
For most enterprises in continuous operation, because the issuance of year-end bonuses has become customized, the employees have been continuously strengthened, which has caused the phenomenon of "satisfaction" among employees, and the incentive function of year-end bonuses has been greatly reduced.It is indeed not easy to make this kind of customized year-end bonus with incentive function.

(1) Intermittent reinforcement distribution method.Distribute the year-end bonus to two or three months before the end of the year and issue it in the name of bonus, and cancel the year-end bonus at the same time.In this way, the solidification of the year-end bonus is broken, and the year-end bonus becomes a gap reinforcer to stimulate employees to work actively, thereby motivating employees to a greater extent.

(2) Divide the whole into zero.Divide the year-end bonus into zeros. When the year-end is approaching, use different titles (of course there must be a good reason), such as issuing "ten rewards" to an employee who is willing to share his knowledge with the team, travels for many years, and actively cooperates. "Best Contribution Award", "Most Popular Partner Award", "Innovation Award" and many other awards are issued multiple times at certain but not long intervals, each 1 yuan, which is far more effective in motivating employees than a one-off A bonus of 3 yuan would be much better.

(3) Issue a spirit award.Spirit will also be a very important form of year-end awards, but it is a pity that it is rarely carried out in China.At the end of the year or on the eve of the Spring Festival, let the family members of employees with outstanding performance attend the commendation meeting of the clothing store, or in other public occasions, thank the family members of the employees for their support for the work of outstanding employees.At the same time, give his (her) wife or husband a small show, and give some bonuses, which will receive very good results.This can not only exchange for more encouragement and support from the family members of the employees in their post-menstrual work, but also make the employees themselves feel a lot better.

The Importance of Employee Benefits in a Clothing Store

Bonuses are often rewards for high-performance employees, and for ordinary employees, in addition to bonuses, a good welfare system also has a certain incentive effect on them.A sound welfare system has many important meanings for the development of clothing stores, mainly as follows:
1. Attract top performers
Excellent employees are the backbone of the development of clothing stores. In the past, many stores mainly relied on high wages to attract excellent employees. Now many clothing store managers realize that good benefits can sometimes attract excellent employees more than high wages.

2. Improve employee morale
Good benefits make employees feel free from worries and feel a sense of honor and disgrace with the clothing store, and morale will inevitably rise.

3. Reduce employee turnover

Due to the special operating form of the clothing store, its employee turnover rate is relatively high.Too high a turnover rate will inevitably cause a certain loss to the work of the clothing store, causing the loss of skilled employees who have been trained at the cost of the store. In order to avoid such losses, many stores retain employees through good benefits, which will make many Employees who may be mobile dispel the idea of ​​mobile.

4. Motivate employees to work hard

Good benefits will make employees have a sincere sense of job satisfaction, and then stimulate the motivation of employees to consciously strive for the store's operating goals.

5. Unite employees
The cohesion of a clothing store is composed of many factors, but good benefits are undoubtedly an important factor, because good benefits reflect the shop owner's people-oriented business philosophy.

6. Make better use of money

Good welfare, on the one hand, can make employees get more benefits, on the other hand, the investment in employees will generate more returns.

Therefore, as a wise shop owner, we should not ignore the role of benefits in the development of employees and clothing stores, but should make full use of and coordinate the positive effects of benefits to motivate employees to work better.

Tips for firing an employee

Dismissal of employees may hurt feelings, and it is also something that no one wants to experience, but it should be clear that dismissing unqualified employees can indeed reduce labor costs, improve competitiveness and work efficiency.A good business owner should know how to dismiss employees in a reasonable way.There are four main processes for dismissing employees:
1. Notify employees
(1) Try to avoid notifying employees on weekends, holidays or important anniversaries of employees.

(2) Get straight to the point, and don't pretend to talk about the weather or other light-hearted topics.

(3) The dismissal time is controlled within 20 minutes, and the reasons for the dismissal are clearly explained. If the time is too long, too many words will be lost, and it is easy to make employees lose control of their emotions.

(4) Remember to respect the facts rather than attack the personality of employees.Even if it is an employee who has performed poorly, you should not hit him at this time, but try to be tolerant and say "It's not that you can't do it, it's just that this position is not suitable for you."

(5) Emphasize that this decision has been made and cannot be changed.

2. Communicate and listen
Resigning an employee requires a process of communication and conversation. This process cannot be omitted, and the conversation must be decisive.Many managers like to make a lot of preparations when talking, for fear of accidentally hurting the resigned employees.In fact, this is not necessary, you can go straight to the topic, of course, it must be based on facts.But you have to be clear: fire him just because he didn't do his job well, not because he was a bad person.Even if he does have some shortcomings, don't criticize him directly.However, you can give him sincere advice based on his actual situation, telling him what he is suitable for, and what kind of position he can do well in.Finally, you should ask him for his opinions or suggestions on the company and the job position, record them sincerely, and express your gratitude to him.

If the laid-off employee reacts violently, don't argue with him, but listen actively.Talk to him with open-ended questions, repeating his last words, nodding or matching the employee's explanation with brief silences, until he can accept the fact with a little calm.

3. Explain the terms of compensation
Tell the employees carefully about the payment amount of compensation, the specific algorithm and benefits, etc.; do not promise to add anything to the agreed terms on the spot.Don't promise to investigate and give an answer afterwards. This will complicate the dismissal process to the point where it becomes difficult to deal with.

4. Handle the "aftermath" well

When the dismissed employees leave without complaint, they should pay attention to the handling of "aftermath".The store owner often pays attention to the employee's movements and gives care and concern, such as sending greetings on birthdays or other festivals, and giving sincere praise when the employee makes achievements in the new job.This is of great help to the reputation of the clothing store and the stability of internal employees.The dismissed personnel often have more rational suggestions and opinions on the management and marketing of the clothing store after leaving, and generally have a nostalgic complex for the original work place, and are willing to help the clothing store where they worked.Caring for dismissed employees can not only benefit the clothing store, but more importantly, give the current employees a sense of belonging.

Of course, clothing stores that do a better job will often call employees after they are resigned, care about their lives and new work conditions, invite them to a small gathering from time to time, and chat as friends. Talk about it and make them feel cared for.

Although the resigned employees no longer belong to the clothing store, if the operator manages well, the resigned employees will not "betray" the clothing store, and can become an important resource for the clothing store. They will become propagandists of the clothing store concept , customers, agents.

(End of this chapter)