Many traditional HR departments have a tradition of controlling people, which leads to rampant office politics. In the traditional industrial society, this logic was understandable, as traditional industrial organizations were built on a top-down pyramid structure, like the military, which is a typical pyramid organization. Such organizations naturally emphasize command, obedience, and discipline. Moreover, in the era faced by traditional organizations, there were many people and few resources, so everyone was willing to suppress their individuality in exchange for economic compensation.
However, we are now in the information age, also the mobile internet era, characterized by fragmented markets, channels, time, and information. Therefore, the essence of management is no longer control but motivation; managers should think about how to leverage each person's strengths and potential. If you hold a hammer, everyone looks like a nail. Never position every employee as an adversary. To inspire team morale and create a positive atmosphere, consider starting with the following details:
Name various business reception techniques after employees. Respect each person's individuality and encourage employees' autonomous creativity. Once you discover a particularly effective method in store sales, name that sales technique after the employee. This naturally gives the employee a sense of achievement and also motivates other employees to improve. Naming a sales method after an employee is simple, easy to remember, and provides strong spiritual drive. Of course, if necessary, the boss should be generous and reward with red envelopes or cash at meetings.
Rewards for various business suggestions and strategies. The great tradition of our Communist Party of China is "from the masses, to the masses," first democracy then centralism, leveraging each individual's subjective initiative. Therefore, distributor bosses or operators should open channels for suggestions and advice, pooling the wisdom of every employee to provide good methods for daily management. Specific ways to offer suggestions can include:
- Rewards for outstanding suggestions
- Rewards for brainstorming at meetings
- Rewards for excellent cases during daily execution
- Boss's private email or WeChat direct line
- One-on-one communication over meals with the boss
Employee-created channel quotes (mottos) marketing method. For every veteran or outstanding employee, uniformly design a visual with their photo and motto, and set up the company's main passage as a "cultural corridor," so that the "glorious image" of every outstanding or veteran employee is always displayed before everyone's eyes. Employees featured on the board naturally feel happy and generate positive energy from within. Those not featured will secretly put pressure on themselves. Not wanting to fall behind is human nature. Make the invisible culture visible, thereby stimulating everyone's drive to improve.
"Hope Star," "Sales Star," "Single Product Champion," "Smile Star," "Service Star," etc. Through the selection of the above stars, create an atmosphere of "compare, learn, catch up, help, and surpass" within the team, making every employee feel the pressure and motivation of PK. The PK process should be announced at every morning meeting, evening meeting, weekly meeting, or regular meeting. As soon as there is a reward, it should be widely publicized (so everyone knows), paid in cash (the feel of cash in hand is different), summarized concisely (three points), and delivered immediately (delayed rewards lack a sense of presence).
Nicknames for individual employees: Crosstalk Prince, After-sales Terminator, Reception Angel. In "Water Margin," every hero has a nickname, which summarizes their personality and professional qualities, such as Black Whirlwind Li Kui, Timely Rain Song Jiang, and Wise Strategist Wu Yong. Ma Yun's Alibaba system also does this; it is said that every employee gets a code name. Although a distributor company is small, giving nicknames increases intimacy and gives each employee a strong sense of existence. Naturally, their happiness index will rise.
To boost store staff enthusiasm, place medals in a corner such as "Best Service Salesperson," "Gold Recommendation Salesperson," "Five-Star After-sales Salesperson." Analyze each employee's killer skill; each store clerk should have a killer skill, and it's best to post photos. However, such evaluations should be done monthly or quarterly; frequent awards can make both the company and individuals weary.
Rewards for the company's highest, longest, and strongest records. In a prominent position in the store, display a chart of the best record creators and their achievements from history to the present, making it public, and let the company have its own "Guinness World Records." Let every employee always pay attention to the world record and see who will break it next.
Introduce colleagues with emotional descriptions: "Next, let's welcome our sweet and innocent contract manager to serve you." In daily communication, you don't have to introduce employees by name; you can use nicknames or express the employee's characteristics with a string of adjectives (of course, related to their traits). This way, customers feel they are receiving the most professional service. Employees also feel recognized, thereby reinforcing certain excellent qualities. Psychology shows that repeated suggestion of a trait makes it especially prominent in that person.
Learning and sharing mechanism. Employee book clubs, sharing conferences, case study seminars, etc., allow outstanding employees to share their cases with everyone, preferably combined with practical drills, giving every employee a chance to appear. Such meetings can be held once a week (not too frequent). Daily summaries can be random; if there is a special case, amplify it immediately. To prevent the company's learning and sharing conference from becoming a mere formality or a chicken rib, sometimes change the format, such as exchanging and learning with related brand guide teams, like ceramics with sanitary ware, flooring with hardware, lighting with paint. This avoids competition and allows mutual learning.
"Old-timer leads newbie" reward mechanism. Let new employees or ordinary employees "apprentice" formally, with a formal apprenticeship letter, witnessed on the spot, specifying the apprenticeship period and acceptance criteria. During the apprenticeship, give the master incentives, and when the apprentice completes the term, hold a graduation ceremony.
11. "I'm on duty today" or "Duty Manager" sign (with photo), preferably rotating store manager or manager. Give every employee the opportunity to try being a leader, role-swap, and experience the feeling of "it's lonely at the top." This way, leaders understand subordinates' difficulties, and subordinates understand the challenges of being a leader.
12. Play employee-created pop music in the store, incorporating product or employee features, such as an adapted version of "Even Pigs Laugh." Customers will also gain a sense of security from the team's harmony!
13. At daily morning meetings, everyone takes turns hosting. Rotating hosting gives everyone a sense of presence and naturally stimulates responsibility and ambition.
14. Incentive distribution of leftover gifts from each event. What to do with leftovers? Give them as a personal favor to employees, or package them and give them to employees' family members for an unexpected effect.
15. Employee health is the company's intangible wealth. Regularly provide physical examinations and purchase additional health insurance for employees.
16. Employee birthday parties, once a month, held collectively. For example, a distributor's employee birthday banquet: after the monthly work is done and the store closes, turn the showroom into a party scene with background music, arrange candles in a "heart" shape, have employees sit in two circles with the birthday employees inside and the rest outside, all sitting around the candles. The boss, accompanied by music, speaks warmly and praises the employees.
17. Split employee wages into two parts: one for the employee and one for the family; or set up a job growth plan for employees, with promised training and process coaching, so employees feel there is a future with the distributor.
18. Write thank-you letters to family members, and at year-end, personally drive or rent a car to take employees home, presenting a big gift plus a red envelope upon arrival.
19. Set up a welfare fund, such as buying a car in three years and a house in five years.
20. "Creative punishment" for team motivation: When employees perform poorly or make mistakes, avoid material punishment; consider some "unconventional" punishments like handstands, running, cleaning toilets, or eating the company's leftovers.
21. Terminal event marketing: You can also put up a novel, life-oriented, cross-industry sign in the store like "Beautiful Guide Seeking Marriage."
22. Weekly topic board: Politics, economy, military, entertainment, fashion, sports. Develop the habit of accumulating material: summarize a targeted topic in five minutes. Let employees learn things inadvertently and increase customers' dwell time.
23. Create a "Dream Board": For tangible rewards like phones, shoes, computers, etc., first go to the mall and pick them out, specifying brand, style, color, price, etc. Then take photos, paste them on blank paper, and write your desire level, conditions, and time to obtain them. The process of making dreams concrete and visible is a process of realization.
Introduction: Sheng Binzi, senior brother: trainer, consultant, business partner, email: sbz911@126.com -END-