The Power of the salesman

The dynamic factor of salesman [Color=black] in the process of growing up, his enthusiasm for work has to go through [/color][color=black]3[/color][color=black] fluctuations. Sales staff just entered the company, the momentum is very sufficient, because he must stand firm, to prove his ability, and in the company's survival and development. The dynamics of the sales force curve is naturally the first peak, but this peak will not last long. [/color]　　[Color=black] [/color] [Color=black] When a salesperson enters the market and finds itself in a market that is not good for itself and has many problems within the company, his enthusiasm for work falls immediately, and the dynamic curve falls to the bottom. [/color] The sales Manager [Color=black] will take immediate steps to help the subordinates, after the sales people have a depressed working mood. After the sales manager's guidance, the sales staff in the work encountered problems solved, the work appeared a turnaround, received the first order. Many setbacks finally changed to the first order, sales staff re-see the hope. As a result, the enthusiasm of the work is rising, and the dynamic curve appears a second peak. [/color] [Color=black] After the second peak, the sales staff's enthusiasm for work will be maintained for some time. After a period of steady work, the enthusiasm of the sales staff began to fall slowly and fell into the second trough due to lack of incentives. [/color] [Color=black] Sales staff from the induction to this time, generally after a long period of time, the company will often start a full training for sales staff. This training will summarize the work of the previous period, and further enhance the ability of sales staff. After the training, the sales staff's enthusiasm for work again high, the dynamic change curve appears the third peak. [/color] [Color=black] After entering the third peak, sales people have generally grown into mature business people. Sales staff repeat the familiar work every day, over time, will be tired, work enthusiasm will fall again. [/color] [Color=black] above is the sales staff in the growth process of the change of enthusiasm, which is a normal process of change. [/color]　　[Color=black] [/color] [Color=black] Effective incentives for sales teams [/color][color=black] Hertz's two-factor theory [/color][color=black] Two-factor theory is the American psychologist Herzerg in [/color][color= Black]1959[/color][color=black] year, all called [/color][color=black] "[/color][color=black] motivation, health factor theory [/color][color=black]" [/color][color=black]. [/color] [Color=black] through the Pittsburg region [/color][color=black]11[/color][color=black] business institutions [/color][color=black]200[/color][color =black] A number of engineers and accountants surveyed, Hertz found that the respondents cited dissatisfaction projects, most of them related to their work environment, and the satisfaction of factors, is generally related to the work itself. On this basis, he proposed two-factor theory. [/color]　　[Color=black] [/color] [Color=black] Traditional theory holds that the opposite of satisfaction is unsatisfactory, and according to the two-factor theory, the opposite of satisfaction is no satisfaction, the opposite of dissatisfaction is not dissatisfied. Therefore, the factors that affect the enthusiasm of workers are divided into two categories: health factors and incentive factors, these two factors are independent of each other and affect people's work behavior in different ways. [/color]　　[Color=black] [/color] [color=black] [/color][color=black] the so-called health factors, which are the factors that cause employees dissatisfaction, their improvement can relieve the dissatisfaction of workers, but can not make employees feel satisfied and motivate the enthusiasm of workers. They mainly include enterprise policies, administration, payroll, labor protection, work supervision and various personnel relations. Because they are only preventive, they only serve to maintain the status quo of the work, also known as [/color][color=black] "[/color][color=black] Maintenance factors [/color][color=black]" [/color][color =black]. [/color]　　[Color=black] [/color] [color=black] [/color][color=black] the so-called incentive factors, that is, those who make employees satisfied with the factors, only their improvement can make employees feel satisfied, to the workers with a higher incentive, mobilize enthusiasm, improve labor productivity. They mainly have job performance opportunities, the pleasure of the work itself, the sense of accomplishment in the work, the expectation of future development, the duty of responsibility and so on. [/color]　　[Color=black] [/color] [Color=black] Two-factor theory and Maslow's needs hierarchy theory is consistent, Maslow's theory of low-level needs, equivalent to health factors,The need for higher levels is similar to the motivating factor. [/color]　　[Color=black] [/color] [Color=black] Two-factor theory is aimed at satisfying the goal. The health factor is satisfies the person to the external condition the request, the incentive factor is satisfies people to the work itself request. The former is the indirect satisfaction, can make the person receives the external encouragement, the latter is the direct satisfaction, may cause the person to be subjected to the intrinsic encouragement. Therefore, the two-factor theory that to mobilize the enthusiasm of people, [/color][color=black] "[/color][color=black] meet [/color][color=black]" [/color][color=black ] Two words on the effort. [/color]　　[Color=black] [/color] [Color=black] The application of two-factor theory in team motivation [/color][color=black]1[/color][color=black]. necessary support [/color][color=black] [/color][color=black] necessary support, that is, the maintenance factor in the two-factor theory, this factor mainly includes the following aspects: [/color][color=black] ([/color][ Color=black]1[/color][color=black] [/color][color=black] [/color][color=black] salary refers to the salary paid to the salesperson, which is the material reward for the sales person. Among the necessary support factors, salary is the most important factor to stabilize the sales staff. If the sales staff's salary is unreasonable, the salesperson's enthusiasm will not be very high; on the contrary, reasonable salary can mobilize the enthusiasm of the sales staff and inspire the enthusiasm of the staff. [/color] [Color=black] ([/color][color=black]2[/color][color=black]) assessment [/color][color=black] [/color][color=black] different assessment methods, The enthusiasm of the sales staff will also have an impact. Impartial and objective assessment, will convince the sales staff, to mobilize the enthusiasm of the sales staff, on the contrary, unreasonable assessment methods will reduce the enthusiasm of the sales staff. [/color] [Color=black] ([/color][color=black]3[/color][color=black]) benefits [/color][color=black] [/color][color=black] Benefits include state-mandated [/color][Color=black]3[/color][color=black] The basic insurance, the company's additional business insurance, additional subsidies, paid leave and so on. The level of welfare will also affect the enthusiasm of the sales staff, good welfare can motivate the sales staff to work hard. [/color] [Color=black] ([/color][color=black]4[/color][color=black]) office conditions [/color][color=black] [/color][color=black] Bad office conditions, even if the salary is very high, it is difficult to retain talent, on the contrary, good office conditions, comfortable office environment, is also very attractive. [/color] [Color=black] ([/color][color=black]5[/color][color=black]) work orderly [/color][color=black] [/color][color=black] stable and orderly, The work that can be expected is also an incentive for sales people. Work is confusing, unpredictable, and even often disturbed, which can seriously affect the enthusiasm of the sales staff. [/color] [Color=black] ([/color][color=black]6[/color][color=black]) post safety [/color][color=black] [/color][color=black] post safety, means that the personal safety of the salesperson can be ensured. Personal safety is not guaranteed work, it is impossible to stimulate the enthusiasm of the sales staff. [/color] [Color=black]2[/color][color=black]. Motivational incentive [/color][color=black] [/color][color=black] motivational incentive, that is, the two-factor theory of the incentive factors, the main factors include the following: [/color][color=black] ([/color] [Color=black]1[/color][color=black]) communication and care [/color][color=black] [/color][color=black] communication and care refers to the sales manager to be very good to care for subordinates, Communicating with subordinates in the right way, especially for the core members of the sales team, the sales manager communicates with them, understands their thoughts, and cares about their difficulties. The Sales manager has limited time and energy and cannot care about all the subordinates, but for the core employees, be sure to take the time to communicate with them. [/color] [Color=black] ([/COlor][color=black]2[/color][color=black]) team work atmosphere [/color][color=black] [/color][color=black] Teamwork atmosphere has a great influence on the enthusiasm of sales staff. In a team of unity and cooperation, sales staff have a large family feeling, enthusiasm is high, in a infighting, intrigues the sales team, the enthusiasm of the sales staff is not possible to mobilize. When necessary, the sales manager can organize some activities to strengthen the team's spirit of unity and cooperation. For example, in the low season, you can organize a football match, which helps to harmonize the team atmosphere. [/color] [Color=black] ([/color][color=black]3[/color][color=black]) leaders ' personal values [/color][color=black] [/color][color=black] The personal values of the leaders, especially the values of the leaders ' tolerance, will also have an impact on the enthusiasm of the sales staff. Shuizhi, there is no one to observe. If the leader is too strict to subordinates, can not tolerate subordinates make mistakes, subordinates generally do not recognize the leadership of the accusations. In general, sales staff occasionally make mistakes, even if the leader does not accuse, will also try to make up for their own fault, but the leadership over-accused, subordinates will have a rebellious mentality. [/color] [Color=black] ([/color][color=black]4[/color][color=black]) personal and team honor [/color][color=black] [/color][color=black] The sense of honor of individuals and teams is also a great motivator for salespeople, especially in an efficiency-oriented sales team, which has a greater role to play. Each month to the selection of sales pacesetter or sales champion, and their photos posted in the company's eye-catching position, so that they will have a great incentive. [/color] [Color=black] ([/color][color=black]5[/color][color=black]) work sense of accomplishment [/color][color=black] [/color][color=black] As a sales manager, when leading subordinates, pay attention to the accomplishment of subordinates ' work. If the sales manager feel that subordinates have [/color][color=black]70%[/color][color=black] grasp to complete the work, do not guide too meticulous, you can rest assured that subordinates to complete the work independently. Too meticulous work instruction will stifle the creativity of subordinates, sales staff become sales managers of [/color][cOlor=black] "[/color][color=black] megaphone [/color][color=black]" [/color][color=black], even if the work is done well, he will not have the slightest sense of accomplishment. [/color] 

The dynamics of the salesperson