In a business model, what is the biggest challenge? It's not data, nor technology, but people. Many may care more about core managers and middle management, but if an enterprise cannot retain its employees, it has no future. People are a necessary condition for any organization to develop healthily and rapidly. To do a good job, you must invest a lot of effort in team building and capability improvement. Entry screening must have hard conditions, process screening must look at performance, increase training, communicate frequently, and it is crucial to embed the company's philosophy into everyone, especially key positions. When the business model is clear, look inward and consolidate the foundation to build a towering edifice. So how can enterprises retain people? 1. Establish a psychological contract with employees Every role has its own value; this is fundamental. The best concept between enterprise and individual is mutual help and support, making the enterprise and employees attract each other and achieve a harmonious state. Only then can a win-win or multi-win situation be formed; otherwise, it is generally wrong. Everyone has good and evil in their hearts. An excellent company can more often stimulate the good in each employee, stimulate their sense of responsibility and ambition. When the inner strength of everyone gathers, it becomes a powerful force driving organizational development. Regardless of whether they are from the 70s, 80s, or 90s. 2. Follow two principles of employee management

  1. Strict requirements at work: Every person in a management position must be a strict "villain" rather than a "nice guy." They must have the ability to manage and dare to manage. If an enterprise has all nice guys in management positions, it will likely decline quickly.
  2. Genuine care in life: If business leaders can also care about employees' lives, that would be perfect. If not, the HR, administrative, or union departments in the organization must handle this well. A consistently high-pressure atmosphere is very unstable; combining toughness with gentleness is the right way. 3. Follow two criteria for talent selection First: Performance. Be sure to select from those with actual good performance, and those who have been consistently performing well over a period. Without actual performance as a backing, the chance of failure is high. Second: Articulate and summarizing. Not only know the what, but also the why, and be able to express it concisely. If both are present, it's an excellent talent; if only the first, it's good; if only the second, it's as good as nothing. 4. Fighting spirit is more important than fighting capability The so-called fighting spirit is the morale and spirit of the team; the so-called fighting capability is the team's equipment and professional ability. Thousands of years of Chinese history prove that organizations with strong fighting spirit completely defeat those with strong fighting capability, from the Qin Dynasty army to the Red Army. If the relationship between the organization and employees is merely transactional, without value guidance, without common pursuit, without genuine care, it is difficult to have fighting spirit, and ultimately difficult to achieve sustained victory. Source: Miao Guojun's View (ID: miaoguojun1975) -END- The best FMCG distributor learning platform in China Focusing on providing professional, practical, and applicable tutorials for enterprises and distributors Committed to helping Chinese FMCG distributors grow rapidly The most professional and practical knowledge base in the FMCG industry Reply with the red number below to get the corresponding content Reply with number 1 to view the complete knowledge base | 001 Excellent article selection | 002 Distributor market operations | 003 Terminal visit management | 004 Sales supervisor skills | 005 Sales improvement techniques | 006 Channel expansion | 007 Managing distributors | 008 Distributor development | 009 Distributor internal operations management | 010 Team management | 011 Efficient distribution techniques | 012 Sales manager's eighteen skills | 013 KA operation methods and strategies | 014 First lesson for new salespeople | 015 Internet, brands | 016 Distributor B2B transformation | [Long press QR code to follow]