It expensive, and they can leave. And not always good to be true to you. We have seen how the best are "indispensable" and they need constant motivation, especially money, so they stay. They often will not transfer experience and knowledge to others, to be "better". Not always the case, there are very good sellers. But this fact – the need to hold on to the "essential", we encounter all the time. This decision – to seek and retain the best – not always for a long time and requires a lot of attention management. (2) – you need to have someone who will recruit MANY, teach and train the best of them and get good sellers.
But the best and advantageous to have a system of training and maintenance of QUALIFICATIONS EMPLOYEES WORKING WITH CLIENTS. This is a long time and is more stable for the future. This is something that will relieve the tension in a company associated with the receipt of income. And that's what the experience and observations of the results, to be distinguished operating system: 1. It should mainly involve the exercise: Keep in mind that the seller teach lectures and seminars – is ineffective.
It's like teaching a person to drive a car, reading to him lecture. Can you go on machine after the seminar "How to drive a car?" Often, this is one of the problems of training vendors. The seller went to a seminar (assuming he wants to change something in their work). He saw something that should be applied, this is a new approach for him, he demands a certain behavior in certain situations. But before that, he did not. Now you need another skill. The old still sits and strengthened by the fact that very often repeated in the work of the seller and has become a HABITS. And this habit is not a new skill will hold, since the habit was used in practice many times (often repeated). Need new skills.
Motivation – this theme is not new, but, oddly enough, over time, it does not lose its relevance. Rather the opposite, it becomes increasingly important. This is an explanation. The fact is that as societies develop naturally increases the level of requests of its members, that is people who make up this society. This is reflected in everything, including the employment relationship. There was a time when people worked for wages and had it completely satisfied.
But now it is not enough. Everyone wants his job was not only well paid, but interesting. That besides the money it brought him satisfaction that he could feel their value, respect from colleagues and management and so on. Thus, the time for a system of staff motivation and more new requirements. But I would like to focus on one very important element of the system motivation, which, oddly enough, is often overlooked. This is – feedback. Feedback, in fact – it is a way to inform people about their reactions to his actions, his vision of the situation that prevailed in result of his actions. I must say that feedback is always, she just may be conscious or unconscious.
More often than not we give it just unconsciously, automatically. Just as a direct response to the information. Thus, we simply reduce to nothing the whole effect of this powerful means of motivation. Meanwhile, qualitative feedback provides for a person positive behavior and motivate him to quality fulfill its assigned work in the future. But how to distinguish high-quality feedback from the poor? Can say that the qualitative feedback allows a person to correct their mistakes and avoid them and continue to motivates him to high-quality implementation of their work. On the other hand, bad feedback reinforces the negative behavior and very often demotiviruet man. It just so happened that the feedback is usually reduced to two types: praise and criticism.
Development of Quality Management – Six Sigma. The development of quality management as a science is not such a long history. Back in the early twentieth century American analyst Walter Shewhart brought to his superior technique statistical analysis of the production process and the identification of marriage in the workplace, which were later called Shewhart card. The chief did not understand, and Walter Shewhart was left with nothing, and later he went to Europe, where it method was received with understanding and started implementing Shewhart charts in production, and only then was invited back to the United States so he could implement his own method. In the mid-twentieth century, Japanese companies began to implement the methodology of Deming, and quite successfully, if we consider that the defeated postwar Japan, which has no resources left on the cutting edge of world production. Thus, quality management, as a science has a history of no more than a century now, the latest trends in this theory is the method of six sigma. Sigma – is the mean square of the statistical sample. That is, the system catches the change with statistical analysis.
The theory of six sigma is based on six items that were encountered in previous methods. The first – a manifestation of genuine interest to the client, it does not appear that when we go in with you store, you run to the manager and shouted "help you", not a sincere attitude to the customer – is monitoring and analysis of what the client needs, not what we do, and then the client will buy. The second – control is based on the data and facts, not based on assumptions that may happen with a certain probability. The third – focus on the process, a constant process control, process improvement, process improvement. The whole cycle production can be divided into processes, allocate and manage the process – it is based on the process approach to management.