< p > > a href= "//m.pmae.cn/news/index_c.asp" > forced type < /a > psychological exhaustion is aimed at people with relatively poor sales ability.

Because of their lack of good performance, fewer customers and lower income, such personnel are prone to feel confused about their career prospects, feel bored with their work and low consciousness of their ability to work under the pressure of time. They will continue to expand, so that this kind of psychology will spread to others and even the whole company.

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< p > satisfaction psychological exhaustion is those who have better sales ability or even the company's pillar.

Such employees generally perform better, and have relatively fixed customer groups and earn higher income. Their psychological and behavioral performances are basically satisfactory.

But this kind of psychological consciousness also produces weariness. They do not have much psychological and material pressure, so they are easily satisfied with their current life and working conditions. They do not want to suffer hardships, struggle and pursue enterprising as before. At this time, psychological exhaustion that satisfies the present situation also appears.

The existence of such psychological consciousness is also harmful to the company itself.

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< p > now, let's first analyze the results of these two kinds of psychological exhaustion.

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< p > for forced psychological exhaustion, first, the spirit of work is low, the work is not active, and the efforts to achieve "a href=" //m.pmae.cn/news/index_c.asp > /a > have been lost; secondly, it is full of aversion to work, psychological preparation for resignation, friction between colleagues and customers, and even downplaying the company's products in front of customers; third, due to the lack of achievement accomplishment and the inability of development space, it is forced to take the initiative to ask for resignation; fourth, in order to reduce personnel costs, the company loses the confidence of continuing development and dismissal.

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< p > < < a href= > //m.pmae.cn/news/index_c.asp > > /a > psychological exhaustion. There may be several results: first, because of the current work and income is more satisfied, the work is not motivated, showing the inertia of work; second, the number of customers is not developed, performance is not improved; third, arrogant and arrogant, do not obey the company's management; fourth, quit, and then set up a new company, the original company to form a competitive situation.

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< p > aiming at these two kinds of psychological exhaustion, the company must work hard in personnel management and minimize the adverse effect of such adverse actions on company operation.

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< p > although there is a famous demand hierarchy theory and reinforcement theory, it can not be directly applied to the management and motivation of salesmen.

In fact, we can consider from the following points.

First, to improve the expectations of salesmen, let them feel that there is a close relationship between performance and rewards and punishments, rewards and punishments and personal goals, so that they can improve their behavior and make great efforts to develop their potential.

Of course, this expectation must require an unequal equality to avoid the emotional frustration of salesmen.

Two, strengthen the training of salesmen, improve their analysis of sales data, determine market potential, collect market intelligence, and develop marketing strategy ability, and so on, strengthen their sense of fighting for the company emotionally, and at the same time, improve the working ability of salesmen.

Three, timely job replacement and promotion, and give corresponding job responsibilities, on the one hand, we can foster strengths and circumvent weaknesses, only apply, on the one hand, can improve sales staff's work enthusiasm and sense of accomplishment.

Four, for those who are not trained and must resign, we should eliminate them decisively and reduce the cost of personnel. Meanwhile, vacancies can be vacated to attract new recruits.

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