Talent construction is an important part of the development of store organization. The competition among modern enterprises is the competition of talents, so we can see the importance of talent training. But in reality, many managers think that talent training is only a matter of the boss or company's human resources department, and can not be struck with "eight poles". Of course, this is extremely wrong. The responsibility of each store manager is more serious and more direct in the exploration, training and application of shop sales talents. But because of thought There is not enough understanding. Many shop managers often make two mistakes in their practical work: laissez faire and abandonment.

Some shop managers, on the face of it, trust the shop assistants and leave the work to the bottom. In the end, their own "full trust" brought back complaints and distrust from the shop assistants, and even led to abortion. In fact, laissez faire is the biggest distrust. No blind faith in inspection and supervision is actually the fig leaf of the manager's dereliction of duty, which is the chief culprit that causes talent to be buried or lost. Because once people are allowed to "let go", they will "flow".

Everyone has their own advantages and weaknesses. If they only see the weakness of their employees and abandon them, then such a store manager is a "real talent killer". If he is "long enough to make up for short", such a leader is a "chronic talent killer". Because ignoring his weaknesses and letting go, these weaknesses are likely to become "fatal injuries" and will eventually destroy the talent. At the same time, "only long does not make up for short" will let. subordinate If you think that you only have output in your company, you will lose your inner balance if you do not grow.

"Iron Camp Camp soldiers", a lot of shop distress personnel drain. In fact, compensation can catch the hearts of employees. Because the person who knows most about himself is himself, but he is the most afraid to face himself. He knew where he could not, but he was embarrassed to say it directly. At this point, he would be confused and entangled. He needed someone to help him and even force him. Employees often feel inferior to their weaknesses, and they feel there is a crisis, but they dare not speak publicly. Therefore, forcing them to correct bad habits and make up for their weaknesses is the responsibility of every manager. If one Leader Let subordinates feel that you can not only abandon them, but follow you to correct their own shortcomings. They will be confident and full of unimaginable passion for work. Such a leader can really lead a good soldier in order to really make the team cohesive and stick together.

Especially when facing major problems or important tasks, people often hesitate to retreat. This time, the store manager must push ahead, and must intervene very meticulously, so he can not let his subordinates be left behind. There is a problem; sometimes the business is on business, and you should communicate with the person in charge again, listen to the report, and give advice. Such frequent interference is, on the surface, a "distrust" of their subordinates. In fact, on the contrary, I absolutely believe that my team can accomplish their work - in fact, they often overfulfill them. The reason for this is to share the joy of their periodic achievements and enjoy the process. Two, we should find out problems in the process or new innovations in a timely manner, and optimize them at once, saving time and avoiding detours.