How to manage contacts (1) Remember other people's surnames or first names, greet people actively, and address them appropriately, so that others feel polite, valued and approachable.
(2) Generosity and frankness make others feel relaxed and comfortable, and stimulate communication motivation.
(3) Cultivate a cheerful and lively personality and make the other person feel happy with you.
(4) cultivate humorous words and deeds, humor without losing discretion, humor without frivolity, and give people beautiful enjoyment. Treat people with humility, kindness and respect, otherwise it will be counterproductive.
(5) Be calm and don't complain. This can make you happy and self-disciplined, and also make others happy.
(6) Pay attention to the charm of language: comfort the injured and encourage those who fail. Praise those who have really achieved, and help those who have difficulties.
(7) People who are decisive, assertive, energetic and confident are easy to inspire others' communication motivation, win their trust, and produce the charm that people are willing to communicate.
The higher the discriminating ability, the higher the social skills. When they associate with parents, teachers, friends and people they don't like, they can better achieve the purpose of communication and enhance friendship. There is also evidence that people with high discrimination will experience more pleasant dating experiences and they will be less depressed. It should be emphasized that "conforming to the times" does not mean blindly following the changes of the situation and changing one's behavior, nor does it mean blindly following the other's will.
Insight into the psychological state of others is also an important part of social skills. Some people see other people's behavior and do things without trying to understand their own situation and feelings, and immediately judge what kind of person they are from other people's behavior. This orientation of emphasizing judgment over understanding is a major obstacle to the development of social ability.
We also measured the results of communication between subjects and their parents, teachers, friends and people they didn't like, and found that the more people tend to judge their personality and morality, the worse their social skills. On the other hand, the more people tend to do internal analysis, the higher their social skills. People who believe that their personality can't be changed pay more attention to evaluating others' personality and morality, while those who believe that their personality can be changed pay more attention to others' behavioral motives and emotional state of doing things.
4. Divide and rule from three aspects of social interaction.
(1) Cultivation of Good Expression Ability
People who are popular and attractive in social life must have mastered the skills of social eloquence. The basic skills of social eloquence are shown in three aspects: timeliness, moderation and moderation.
First, it must be timely. Say it when it is time to say it, and stop when it is time to stop. But some people don't say what they should say in social circles, and they don't say hello in time when they meet; It's not as good as saying goodbye when breaking up; Do not apologize in time when rude; Failing to answer questions in time; Don't answer for help in time ... instead, some people should stop. They nagged about their misfortunes in a lively and festive atmosphere; Laugh and joke when others are sad; When the master was in a uneasy mood, he talked endlessly about publishing macro-theory; Talk about "road news" in the home for the elderly. Please imagine, if you meet such a person in social life, what kind of impression will you have on him?
Second, we need the right amount. The right amount of social eloquence also includes the right to speak. Speak loudly in public and talk moderately in private interviews. If it is a conversation between close friends and lovers, whispering can show a special intimacy and kinship, giving people a sense of intimacy. These are all skills that should be mastered when talking with people in social situations.
Third, social eloquence should be moderate. It mainly refers to grasping the depth of speech according to different objects, grasping the appropriateness of speech according to different occasions, and grasping the discretion of speech according to one's own identity. Secondly, the body language should be just right.
Where does eloquence come from? Is it natural? Some people pay attention to training since childhood, so their expressive ability will be better than others. However, most people's eloquence is consciously practiced in adulthood.
(2) the cultivation of interpersonal integration ability
To integrate into society, we need to adjust our ideas, face the world bravely and accept the world. Of course, accepting the world does not mean that you wait passively and give in to difficulties, nor does it mean that you agree with negative and backward things without principle, or even agree with them. Instead, we should accept the reality with a positive attitude, have the courage and determination to eliminate the negative phenomena in life, carry forward the main theme, and do the duty of contemporary college students well.
Of course, the ability of interpersonal integration is not simply reflected in whether you can accept and identify with the world, it is also the embodiment of a person's comprehensive quality. The strength of interpersonal integration ability is closely related to a person's ideological and moral character, knowledge and skills, activity ability, creativity, interpersonal communication ability and health status. Generally speaking, a college graduate with high quality, strong ability in all aspects and healthy body and mind can adapt to the environment and work quickly after entering the society. Even under difficult conditions and harsh environment, he can turn unfavorable factors into favorable factors and achieve good results through his own efforts.
(3) Training of problem-solving ability
It is our most important duty to deal with various problems in daily study and life. However, when problems come one after another and the complexity is rising, it is time to systematically find out the causes of the problems, prescribe the right medicine and solve the problems in the most efficient way to test our ability to solve problems.
First of all, we should define and sort out the problem: first, we should collect and analyze the data. After confirming the existence of the problem, we should write it down and make a statement that everyone can understand, so as to convey the problem to the relevant personnel concretely and clearly.
Second, we should analyze the problem: we can use management skills, such as fishbone diagram. Or have a discussion with subordinates, classify the causes of the problems and list the priorities for solving them.
Third, it is necessary to work out possible solutions: invite colleagues to brainstorm, and the most important thing is to systematically sort out these results and sort them according to the principles of whether they can really solve the problem, whether they can get management support and whether they can put them into practice.
Fourth, we should choose the solution and make an action plan: choose the one that has the greatest impact and is easy to popularize and make an action plan immediately.
Fifth, we should promote the solution and track the results: define' success' before proceeding, constantly review the implementation of the decision in the process, and set milestones at each stage to ensure that the action achieves the goal.
Read more books and observe other people's communication/
Make yourself a "living business card". After that, you should spread your value as much as possible. This process of spreading personal "usefulness" is very similar to that of blogging. In the past, I introduced the example of Jing Daole Iwase, a Japanese entrepreneur, who accumulated contacts for himself through his blog and achieved success. In fact, blog is not only a tool for managing contacts, but also the process and method of writing blog vividly illustrates the process and method of spreading yourself and managing contacts. Of course, this does not require everyone to start a blog, and the way to expand contacts in the suite is not just to start a blog. People in some industries may be very suitable for using blogs to manage their personal contacts, while some people may use blogs with poor results. Many people say that their blog is their "diary" and their "inner home", and they don't care about popularity. This kind of blog is not our research object. However, that kind of "smart blog" can teach those who want to expand their contacts a lesson: second, we will find other attractive blogs with similar content, visit each other, learn from each other, form a "circle" and continue to discuss the same topic in depth. We find that popular blogs often have the following characteristics: the theme of blogs is very "useful" for most people, or can arouse most people's interest. In short, for most people, there is a distinct "value"; The theme of blog is very specific, bloggers rarely change the theme, and the content of blog articles is coherent; Bloggers rarely change their nicknames and blog names, which makes blogs easy to remember. Bloggers are very open to their own information, such as uploading photos frequently, letting netizens see their true colors and often showing their "recent situation" in their work and life. Bloggers spontaneously mastered some skills to build a "personal brand". For example, there is a blogger named "Little Fat Star", whose blog specializes in cooking skills. So she designed a "trademark" for herself-a chubby smile like a star. Every photo on the blog, especially the food, marks the chubby star. Naturally, people soon remembered this blog and this "comedian". First of all, you should have a simple, attractive, memorable and fixed "label", which must be closely related to the value of your work. For example, "I am a computer expert", "I am a potential brand customer" and so on, so that your "label" can be spread by others in the work circle; At the same time, you should show openness, unless you want to take "mystery" as your "value label", otherwise, you should take the initiative to open your heart to your friends, which will not only make you easy to get close to, but also make your personality label your "value label" and be promoted to a wider range by your friends. In addition, we should always pay attention to learning, so that we can become an instant hit in our professional circles like "brands" and packaging stars. And those unpopular blogs are also "negative teaching materials" for our business dealings. Many people will say, "I don't expect to be famous by blogging." My blog only records my mood and only allows me to communicate with a few friends. " Such an idea is certainly understandable. However, in the process of managing contacts, if you overemphasize your "privacy", in that case, even if you participate in more activities and exchange more business cards, it is impossible to manage contacts quickly. Those so indifferent blogs, such as "mood blogs" and "private blogs", or bloggers also hope to gain popularity, but they always backfire and often have the same characteristics. Naturally, it is impossible for your new friend to introduce a "nobody" or "fooling around" to an "important person" in the circle. Your noble person is actually rejected by yourself! Therefore, if you want to have good contacts, you should bravely publicize your value in your work just like creating a popular blog! Having said that, I only gave a general idea about the method of "managing super contacts from scratch", and it will be the following content to further use various skills and update various concepts.
This is a science! This cannot be explained clearly in a few words, ........................................................................................................................................ Please adopt it.
Be yourself.
How do salespeople be good business consultants to customers? It is indeed an important duty of the personnel of the new agency to be a good consultant to customers and provide some reference opinions or solutions for their business development. This is a trend, and it is also the necessity of differentiated competition in the future.
How to interview a salesperson? Then, in the interview process, how to grasp the information of candidates? Generally speaking, six types of typical questions are often used in the interview process. Knowing these six types of questions, you can have a more comprehensive understanding of the candidates. If we can use the corresponding test methods to cooperate with these six kinds of questions, we can more accurately define whether a salesperson is suitable for a new position. These six questions are: work experience, industry understanding, personality characteristics, work habits, sales concept and self-development 2. Interview question: Please introduce yourself briefly. This question is to clarify two things: some meaningful background information about the applicant and the ability of the applicant to organize these background information into statements suitable for specific situations. By examining the strategies he/she used to explain his/her experience, we can know the strategies he/she might use to vividly describe our company. Exaggeration, full of mistakes or rambling about the past have nothing to do with the present job, and are all dangerous information. We can feel it, so customers will definitely feel it. Q: How are you going to apply your previous experience to the sales work of our company? This question depends on the examples he/she uses to prove his/her ability. These examples may be directly or indirectly related to sales activities. In addition to these obviously related plots, we can also write down all statements that can highlight the candidate's ability to set goals and achieve them. Q: Why did you decide to apply for the sales job in our company? We don't want to see him/her stare blankly, shrug his shoulders and hear vague words: "You advertised in the newspaper, so I'm here to apply." We hope to find evidence to prove that this person has some basic understanding of the following situations: What does our company do? What are our sales items? Why is selling our products or services to these people a challenge to the professional level? Of course, we also know that he/she is also interviewing in another company or even several companies, but we hope to see his/her sense of mission and appropriate interest in this job. If we can't find anything or details to express our inner enthusiasm, we should be careful: when a customer asks "Tell me why you want to sell for this company", he/she will hesitate to answer this question, which is not what we expected. Q: Please tell me a specific example of a difficult problem you encountered and how you handled it properly. We can know his/her real situation through such questions. In other words, we can find a case to prove his/her wit, communication skills and quick response to unexpected challenges. Of course, the details of the case should be verified by our current or past managers. Even if the case experienced by the applicant is related to our current sales staff, the resilience we require is obvious. In order to measure the applicant, we can ask them to provide another case of him/her in another company. We need to collect evidence to prove that the candidate knows how to make a convincing oral explanation of past achievements. If he/she stutters a story that we can hardly understand, then we won't believe how strong his/her sales ability is. Q: Can you tell me what skills do you think will make your sales achievements remarkable?
How to manage the construction of sales staff's marketing team
The increasingly fierce market competition and market depression often increase the frustration of sales staff. Different enterprises and different salesmen will have different mentality problems at different times. Usually, the main factor that affects the mentality and morale of salespeople is the incentive mechanism. Insufficient incentives, unclear rewards and punishments, and unfulfilled incentive policies will all affect the morale of salesmen. For enterprises with poor business performance, salespeople are more likely to feel pessimistic and disappointed about the future of the enterprise, and their enthusiasm is not high, which is often manifested as muddling along and poor cohesion.
Managing sales staff has become a big problem for enterprises. Many enterprises mainly track the actions of salesmen by telephone and surprise inspection, and some enterprises also use itinerary verification and customer tracking.
At present, the most puzzling problems in sales team management mainly exist in two aspects: mentality; Sales skills and abilities. ① Mentality: the sales staff in the team are not enthusiastic and active enough; The salesman has a bad mentality and a strong comparison mentality; Salespeople have poor cohesion and loyalty, and the sales team is unstable. ② In terms of sales skills and abilities, it is mainly manifested in the lack of professional knowledge of sales staff, and the sales skills and abilities of sales teams need to be improved urgently.
Sales team management measures.
1, the implementation of sales target management can promote the self-management of salespeople, strengthen self-control, and make salespeople change from passive to automatic, spontaneous and self-control. The sales target should embody the principle of step by step, and the sales staff can create the best sales performance with the least supervision by using the gradual target management system. The so-called gradual progress refers to the formulation of a series of continuous goals. For example, every quarter should achieve a new goal on the basis of the previous quarter, and finally reach the annual final goal at the end of the year. Daily goals include achieving sales, keeping expenses within the plan and increasing potential customers. The creative goal is to increase the pressure of sales staff, improve their goals and urge them to maximize their potential. When setting goals, we should set two goal intervals: realistic goals; Ideal goal. To sum up, the following questions should be considered when setting goals: ① What kind of achievements do you hope to achieve at the end of the year (year-end goals)? All quarterly targets should be subordinated to the year-end targets. ② What obstacles do you face to achieve these results? What are the strengths and weaknesses of your sales area? (4) If the current (quarterly) goal is not successfully achieved, how will this affect the realization of the final goal? ⑤ Which of the goals achieved in the last issue (quarter) are gradual? How did you make such progress? ⑦ Do you have any other ways to make up for the unfinished goal of the last issue (quarter)?
2. Strengthening the training and guidance of sales staff, such as replacing training by meeting, accompanying visits and joint visits, are all effective methods. (1) The sales manager should try to communicate one-on-one with the salesmen and give them guidance. He should guide the salesman according to his own advantages and disadvantages and the characteristics of the market and customers. Both parties can discuss and formulate improvement plans and action plans. (2) The sales manager also needs to track management, regularly check the progress or make the next plan. (3) the sales manager can also accompany the sales staff on a joint visit. In the joint visit, the salesperson plays the leading role and the sales manager plays the supporting role of the coach. After the joint visit, the sales manager should further analyze and check the salesman's performance in visiting customers and point out the areas that need improvement. Only through continuous improvement and follow-up, can you continuously improve the overall sales ability of the sales team.
3. The improvement of morale and ability should be combined to strengthen the construction of corporate culture and design corporate vision. Managers and salespeople should maintain good and effective communication, formulate effective incentive policies, strengthen team spirit, and ensure that salespeople maintain strong fighting spirit and enterprising spirit. The sales manager should also pay attention to developing the salesman's potential, so that the salesman's ability and performance can grow synchronously.
4. Evaluate the performance fairly and objectively, and try to quantify and standardize the assessment indicators. For example, the following objectives can be set and assessed: ① the achievement rate of sales targets; ② Achievement rate of gross profit target; ③ Recovery rate of accounts receivable; ④ Average daily visits; ⑤ Number of customers; (5) the proportion of products; Wait a minute.
5. Improve the efficiency and effectiveness of sales meetings. There are usually two methods to evaluate performance: one is to evaluate according to the incentive policy of the enterprise, which is a quantitative method; The other is to qualitatively analyze and evaluate the performance of salesmen through sales meetings, discuss the real reasons of performance failure, and study and formulate improvement countermeasures. Holding a sales meeting is a job that the sales manager needs to put a lot of energy into. Any excellent sales manager should attach great importance to this work and devote himself to improving its efficiency and effectiveness.