< p > < strong > Master "is not the real" master "< /strong > /p >
< p > the author has served in a food enterprise, the company has more than 5000 sales staff, the annual turnover rate of employees is around 20%, that is to say, nearly 1000 salesmen need training every year, this is a very alarming number. In order to reduce the cost, the company adopted the way of localMaster and apprentice. All the new employees were handed over to the master in the district after a simple training, but such a way did not solve the problem of lack of personnel, but the loss of personnel became more and more serious. It is found that the core problem is: < /p >.
< p > first, lack of systematicness. Most of the teachers are from the salesmen and do not have much training skills. This is like a good soldier, not necessarily a good instructor. Soldiers emphasize their combat capability, while instructors emphasize how to teach soldiers. This "teaching" process is a very complex system process, and must be trained strictly. A good salesperson is a good master, which in itself is a workshop mentality. Second, the cycle is long. Because of the quality restriction of the teachers, the growth of salesmen is basically in a state of free growth. It takes a long time for the company's products, customers and sales skills to gradually find out. In the process, the master is unwilling to teach on the one hand, and has no time to teach on the other hand, which seriously affects the growth time of salesmen. We have done experiments to compare the teacher's apprentices with the molded sales training system, and find that the cycle of the latter can shorten the time of 30%-50%. Third, the survival rate is low. The survival rate of salesmen depends on the time of "getting started" in many cases. It will frustrate the salesperson's confidence and cause the loss of personnel a href= < http://pop.sjfzxm.com/popimg/xm/index.aspx > /a. In addition, the master himself is also a soldier, and there is a heavy task to complete. Between the task and the person, the master will choose the former more, but not the latter. < /p >
< p > < strong > workshop mode, it is difficult to replicate large area < /strong > /p >
< p > another disadvantage of master's disciple is that it can not form scale. Different masters are good at different things. They emphasize different skills, and many skills may only suit themselves and put them on other people's bodies. In our research, we often find that the salesmen of many enterprises are self-taught through the grinding of the market. Their so-called experience has a certain one-sided nature, and even has an extreme personalized color. Simply passing these experiences directly to the new salesmen can not rapidly enhance the combat effectiveness of salesmen. Therefore, enterprises must coordinate between personalization and standardization. In fact, most salesmen of some enterprises have some common characteristics, which are mostly the most basic skills part of salesmen. As long as these characteristics are effectively summarized and applied to new salesmen, enterprises can achieve some standardized manufacturing processes. This is the essence of the molded training system. Just like the training of recruits, the basic movements such as standing, marching, shooting and so on must be standardized and consistent. On the basis of consistent basic movements, special training should be combined with individual characteristics. < /p >
< p > < strong > easy to form gangs forces < /strong > /p >
< p > the way that the teacher takes the disciple often encourages the master to regard his apprentice as his private property, or even his own epitome and vassal. The traditional Chinese concept of "one day as a teacher and lifelong father" has contributed to the formation of the "a href=" //m.pmae.cn/news/index_q.asp "Gang force < /a >, and the goal of employee loyalty is no longer an enterprise but a master. Once a regional salesperson of a business was trained by a regional manager, a salesman in a certain area was found guilty of falsification on his performance. At that time, the company dismissed and severely punished the salesperson. However, because the salesperson is an apprentice of the district manager, the district manager obstructed himself in dealing with it, and relied on his control of the area and the company's resistance. Although the company has solved the problem under high pressure, it has hidden trouble for the future. Three months later, the regional manager led all regional salesmen to mutiny and caused great losses to the company. Enterprises even went to court for this purpose, hoping that this form will be a deterrent to other salesmen. But careful analysis shows that even if the court wins, the real failure is still the enterprise itself, because he did not really solve the problem of the ownership of employees, such things will happen sooner or later. Therefore, the apprentice can only be a partial stage or a project, rather than all of them. The enterprise must not be a mister. < /p >
< p > < strong > has abused tendency < /strong > < /p >.
< p > in practice, teachers often decide whether they are good or bad to their apprentices according to their own likes and dislikes. Especially in terms of character traits, master prefers to choose the person he likes. If he feels bad, he may lose his interest in training his apprentice, which seriously affects the construction of the sales force and even loses the excellent salesperson. It has been found that excellent salesmen may come from different personalities. For example, we often think salesmen must be able to say, but we often find that many salesmen who are not very good salesmen sell well. For example, we think salesmen must be smart, < a href= "//m.pmae.cn/pioneer/" > "/a", but we find that many salesmen who are simple and even stupid are more likely to succeed. The training of salesmen must not be judged by the likes and dislikes of one person, which will cause serious consequences and affect the comprehensive ability of the sales team. < /p >
Besides P, besides the personal likes and dislikes, the master also has a potential competitive relationship between the apprentice and the master, that is, the so-called "disciple of the church, the master who starved to death". Under such a psychological impact, on the one hand, teachers will not teach true things to apprentice, on the other hand, teachers will use disciples as their puppets. The apprentice cultivated the master and harvested the apprentice after the harvest. In this way, the master can guarantee that no one can compete with him. The master in this area is always the oldest. All these seriously undermine the construction of the company's sales team. < /p >
< p > < strong > conclusion: < /strong > < /p >
< p > 1, and relying entirely on the master's apprentice is the representative of the workshop and the irresponsible performance of the enterprise! < /p >
< p > 2, it is difficult for master to take disciples to copy, so it is difficult to meet the needs of enterprises' comprehensive development! < /p >
< p > 3, the cultivation of talents is always a problem that enterprises should grasp. We should invest enough energy and resources! < /p >
< p > 4, we should use the mould sales training system to transform the workshop training mode into the large-scale manufacturing mode of enterprises. < /p >