So, how will we formulate countermeasures?
Pay attention to employees
(1) Customers are the gods of employees, and employees are the gods of bosses.
Whether we buy 10,000 pieces of LV or 100 Metersbonwe Bang Wei Bang Wei; Whether we buy a BMW of 2 million yuan or a bicycle from 200 yuan ... we always face the employees. Employees are the most direct customers of a company and brand. The image and quality of an employee directly affect the image of a store and brand, so employees are the most important part of a store. The store manager can't directly face the customers, so he should pay attention to the training, encouragement and care of employees, so that employees can have a better attitude and better service to face the customers, thus improving the sales performance of the store.
(2) Paying attention to employees does not mean conniving at employees.
There are also some store managers who are always afraid of losing employees because it is difficult to recruit and stay. In fact, it is not because the management is too strict, but because there is something wrong with the management method. These are two different things. The emphasis on employees is only manifested in the cultivation, encouragement and care of employees, not the doting on employees. Facts have proved that the more pampered employees are, the looser management is, and the greater the employee turnover rate is. On the contrary, the turnover rate of employees in shops with strict management is relatively much smaller.
(3) Let employees become the owners of the store.
At present, many franchisees in China are "mom-and-pop shops", which is related to the development of clothing in China and the enterprise form in China. With the brand competition and the change of market form, this store form will be gradually eliminated and cannot be expanded. It is an inevitable choice for the survival and development of brand stores to hand over the store to the store manager and other store employees.
The shopkeeper will decline when he leaves. This is not the problem of employees, but the management problem of the boss. It takes an investment process to completely hand over the operation and management of the store to the manager and other employees. When the manager and other employees manage a store, the performance may decline a little at the beginning, but it will soon be on the right track, and the employees will also cultivate a master's attitude and loyalty. Even if an employee needs to leave for special reasons, the store will not be affected at all, and the ability to resist the risk of employee turnover will be enhanced.
Recruiting staff
People often lament how difficult it is to recruit employees, and it is even harder to be a good employee. So, how can we recruit our ideal employees? First of all, we must understand the way of recruitment. There are several common ways to recruit employees.
(1) Employment Agency Recruitment
With the development of economy and social progress, the phenomenon of talent flow is becoming more and more common and active. In order to meet this demand, talent exchange centers or employment agencies have appeared in many cities. These institutions play a dual role, not only in selecting candidates for enterprises and units, but also in selecting work units for job seekers. Personnel recommended by professional organizations are generally screened, so the recruitment success rate is relatively high and the post effect is relatively good. Some standardized exchange centers can also provide follow-up services to reassure recruitment companies. Strong pertinence and low cost are the advantages of this channel.
(2) Recruitment through on-site job fairs
On-site recruitment is a common channel for companies and shops to recruit. At the job fair, shops and candidates can communicate directly, which saves time for shops and candidates and provides a lot of valuable information for recruiters. Due to the concentration of candidates and the wide distribution of talents, employers have a large choice. By attending the job fair, enterprise recruiters can not only understand the quality and trend of local human resources, but also understand the personnel policies and human needs of other enterprises in the same industry. However, the level of applicants through this channel is relatively uneven, so the quantity and quality of recruitment may be greatly limited.
(3) media advertising recruitment
Publishing recruitment information in newspapers, magazines, television and the Internet has the advantages of a wide audience and can also promote shops and brands. Generally, you will receive more application materials, but it is difficult to distinguish the relative authenticity of candidates in newspapers, magazines or TV advertisements, and for small and medium-sized cities, professional media such as newspapers, magazines and TV are not professional enough in recruitment. At present, it is not common for store employees in China to find jobs through the Internet.
(4) Post job advertisements in front of the store.
This method is widely used in actual store recruitment. Because it is posted in front of the store, candidates generally know the style positioning and recruitment positions of the store and brand, so relatively speaking, such candidates are more targeted and have a higher recruitment success rate, and such employees will also have better performance at work after joining the job. When we make and post advertisements, we should be beautiful, eye-catching and atmospheric, but many shops are simple, and some even practice "China Calligraphy", thinking that as long as the candidates can read. In fact, this kind of advertisement is also the image of shops and brands, and it is the first impression left to candidates.
(5) Digging people
Digging people is to "dig" your ideal employees in other stores. The advantage of digging people is strong pertinence, high quality and professional level of employees, but it is difficult, and generally speaking, the better the employees, the harder it is to "dig", especially when the employees in the whole store are excellent. Because the operators of such shops know how to cultivate and retain people, the loyalty of employees here is relatively high. Of course, due to the great mobility of employees in the store, the overall quality of employees is relatively average. If we pay attention to methods, the success rate is still relatively high. The key point of poaching is to compare the advantages of your store with those he is not satisfied with now, such as working hours, training opportunities, salary and so on. Instead of simply digging people with high salaries, the success rate is not very high. Because poaching is not a particularly "moral" behavior, but business is a competitive industry, so we do not advocate or oppose poaching here.
Know your employees.
(1) Observe new employees
After new employees arrive, because they don't know enough about their work ability and personality, most stores have set up probation periods. However, many store operators regard the probation period as a way to reduce employees' wages, and some use a long probation period. Most of them don't know how to observe new employees during the probation period. Observing new employees can be achieved from three aspects: first, observing the work discipline of new employees (implementation of rules and regulations, etc.). ), second, observe the performance of new employees (initiative and personality, etc.). ), third, observe some details of new employees.
Generally speaking, a new employee is usually more active than he will be in the future. Some of the employees like to kiss up, and some stores are hard to distinguish between such flattering attacks. So, what kind of employees are apple polishers? In fact, flattery is only a matter of a person's personality, style and characteristics of treating people, and has nothing to do with his work ability and achievements. You just need to distinguish his personality from his work ability and enthusiasm.
(2) Four forms of employees and corresponding management methods.
To complete the work well and make efficient performance, you must have both working ability (a necessary condition for completing the work) and working passion (a willingness to work). So we divide employees into the following four categories through these two factors.
One is ability and passion. There are very few such employees, who have the conditions to complete their work and have a good work attitude. For such employees, the store manager should show absolute trust, and at the same time give him as much responsibility and rights as possible, so that he can give full play to his talents.
Second, there is no ability and passion. There are two kinds of employees, one is a new employee, or has just entered the shopping guide industry of clothing stores, or has come from other styles and brands, and has not adapted to the store operation of the current brand for the time being; The other is that the original work ability is very strong, but because of promotion, it can not adapt to a higher level of posts. In the first case, if they are new employees, they usually have enterprising and positive work passion, so as a store manager, they should be given good training opportunities; For the second kind of employees, training is also given.
The third is ability without passion. Such employees usually have certain work experience, think that the ability of managers is not as good as their own, are dissatisfied with the company's management, salary and other factors, or are bored because they have been engaged in the same industry or position for a long time, thus losing their enthusiasm and initiative. For such employees, we should constantly encourage them.
Fourth, no ability and no passion. There are also two situations for such employees. One is that they are "used to babies" at home, and just wander around a clothing store because they are really bored. The other is that after promotion, I feel that I can't adapt to a higher job, so I lose confidence in myself and lose my passion for my job. For the first case, we don't need it at all, but for the second case, we should encourage him first, cultivate his work passion and self-confidence, and then cultivate his work ability.
Train and motivate employees.
(1) Training employees' working ability
The ability of employees is uneven, so it is necessary to train employees constantly. Trained employees are very familiar with your brand style and store operation, and have a "pure" advantage over newly recruited employees with strong ability. At the same time, employees who improve their personal abilities due to training will generally be grateful and will work harder.
The first is the form of training. It doesn't mean that the final classroom teaching is called training. Correcting an employee's work in time in practical work is also a form of training, and this targeted real-time on-site training often leaves a deeper impression on employees.
The second is the content of training. The training content of store staff mainly includes company culture, product knowledge, display and clothing collocation, business process, shopping guide skills and so on.
Third, training should be targeted. Not all training materials are suitable for every employee, and training must be understood by employees.
Fourth, training should be planned. Plan by time period, such as which aspect to train in this time period and which aspect to train in the next time period.
Fifth, training should have a purpose and summarize the results. For example, what to train this time, what kind of effect is expected to achieve, and then sum up.
(2) Encourage employees' working attitude.
The ability of the same employee in the same position can only get higher and higher, and the passion may fluctuate, which requires us to constantly motivate employees.
First, praise publicly and criticize separately. Publicly praising good employees not only enhances their sense of honor, but also sets an example for other employees. Don't criticize in front of other employees, let alone customers.
The second is timely. Some shop operators always like to say, "You work hard and I will reward you at the end of the year". This will make employees feel alienated and untrustworthy, and no matter how much they pay, they are not as effective as timely encouragement. Timely material or spiritual rewards for outstanding employees can make employees continuously enhance their work enthusiasm and initiative.
The third is accuracy. In particular, material rewards must be accurate, otherwise it will make other employees feel unfair and counterproductive.
The fourth is to let employees fully understand. "You did a good job this month, and everyone will get a bonus", which is vague and does not inspire. It is necessary to clearly tell employees how much time they have spent, how much achievements they have made, and how much reward everyone will get ... so that they will constantly motivate themselves.
The fifth is to keep employees busy. To keep employees busy is not to assign tasks to employees blindly, but to allocate their working hours reasonably. In particular, some shop operators with bad business ideas always like to punish employees' working hours. In fact, sales work is different from production, and it is not the time to accumulate sales. Its mood and work attitude are more important. For example, three people can cope with working hours, and five people have to be arranged, which will make employees more idle. Over time, employees will form a lazy habit, and even if they are busy, they are unwilling to take the initiative to receive customers and other work. Therefore, it may be unreasonable to arrange shifts for single shifts or morning and evening shifts. Need to arrange shifts according to the actual situation of the store, time period, people flow and other factors. Similarly, the study time of a shop should not be arranged only according to the situation of the surrounding shops, but should refer to its own sales data. Let every employee get busy, and after a long time, they will form a good habit of being diligent.
Sixth, relax employees occasionally. For example, when there are not many people, occasionally let an employee get off work a few hours in advance, and the effect will be very prominent.
Incentive compensation system for employees
The same salary, because of its different wage calculation methods, plays a completely different role. Many stores find that the wages of their employees are not lower than those of other stores. Why are their employees just not motivated to work? This may be a problem in the formulation of the wage system. At present, the salary system of most stores in China is basic salary plus performance commission, and the ratio between basic salary and performance commission is unfounded. This salary system is very unscientific and can't motivate employees.
(1) Part of the salary of the employees in the store.
Store employees generally implement a monthly salary system, which consists of several salary details. Common salary details mainly include basic salary, attendance award, grade salary, work meal subsidy, overtime salary, performance commission, target achievement reward, seniority salary, penalty deduction and so on. As the basic guarantee of employees, the basic salary is the part of salary calculated according to the number of attendance days, which can stabilize employees' psychology; Attendance award is the part of all designated shifts in employees' salary, which can regulate employees' working hours; Overtime pay, as a subsidy for employees to work overtime, can encourage employees to work actively. Usually, overtime pay refers to the extra shifts of normal work or the shifts of national legal holidays proposed by the company (store operator); Performance commission is the salary part that encourages employees to increase sales.
The above items are necessary in the salary structure, others are not necessary, but listed in other salary details in some salary systems, such as working meal subsidies listed in the basic salary, target achievement awards listed in the performance commission and so on.
(2) It is the sum of total wages = wage details, not the sum of wage details = total wages.
Many store managers will copy the calculation methods of surrounding stores when calculating employees' salaries, such as basic salary and commission. Because there may be differences in the number of employees, sales performance, operating costs and other factors in each store, the wages of employees may be too high or too low, or too high or too low for a certain period of time. Therefore, we must first plan the salary range of each employee in our store according to the local salary standard and the actual situation of our store and brand, and then divide it into various salary details according to this salary range, so that the total salary will be within your planned range, even if the performance in a certain month is very high, the salary will be within the range that your operating costs can bear.
(3) the salary system to stimulate employees' passion
The purpose of stimulating employees' passion is to increase sales, and the way to increase sales is actually to use your brains on floating wages.
The first is to increase the proportion of performance commission. Increasing the performance commission ratio will naturally reduce the fixed salary, and some store managers will worry that it is difficult to recruit employees because the fixed salary is too low. The reason why new employees are worried that the fixed salary is too low and affects the overall salary is because they don't know how much sales performance can be achieved. At this time, as long as the total salary range is planned and a guaranteed salary is set, the worries of new employees will be relieved.
The second is the combination of team commission and individual commission. The disadvantage of getting an average commission is that it is difficult to get the enthusiasm of employees by eating the same pot; The disadvantage of taking personal commission is that it is easy to cause contradictions among employees and make employees lack team spirit. Therefore, you can distribute it evenly according to the total performance first, and then deduct a part of the commission from the last place to the first place according to the personal performance ranking. If there are more employees in the store, you can deduct the corresponding part from the penultimate to the penultimate, which can not only stimulate personal enthusiasm, but also cultivate teamwork spirit.
The third is to carry out different levels of commission according to the customer unit price. This method is more suitable for personal commission, such as single ticket 1%, two tickets 1%, three tickets or more and 2%. , or according to the sales amount of a single ticket. This way helps to promote additional sales promotion.
The fourth is to make different levels of commissions according to the target completion rate.
Fifth, increase sales bonuses (such as one-day sales award, monthly target completion award, overdue single-piece sales award, etc.). ).
I hope it helps you.