Some Home Appliances Promoters of the terminal company still aware of the value of the phenomenon, but in fact, with the promotion in the terminal
Marketing The status of an increasingly prominent promoters of the company's contribution to the terminal is also growing.
"Flat channel, the winning end," many home appliances business has become the guiding ideology of marketing. Personnel on-site promotions such marketing has been more and more enterprises are familiar with and use. And sales compared to the general sense, product promoters on the product image display and promotion of a stronger initiative, In addition, customers
Service And information feedback also has an irreplaceable role. Currently, most household electrical appliance enterprises attach great importance to this end promotions, and continue to experiment with various approaches to improve promoters of the initiative and Shopping guide level, but still only to personnel on-site business promotion as a marketing tool, not the promoters as a high potential human resources system management and to inspire.
Promoters incentives causes lag Present, the Chinese home appliance industry terminal promoters generally lower job satisfaction, promoters team less stable. This situation for many reasons, both the nature of the objective reasons such as promoters own quality, but also subjective reasons for household electrical appliance enterprises.
Ranks from promoters of view, the choice for the livelihood of many people in the industry, to promotion as a "cause" very few, so few people take the initiative of ordinary business, which resulted in the objective Promoters team dedicated low, high and rising liquidity situation of limited space.
Promotional nature of the work from the terminal point of view, promoters eat "youth food," they are not high status in the enterprise, work pressure is great, promotional work will be considered informal and unstable employment. With age, and their accumulation of knowledge and skills, the phenomenon of promoters to switch frequently. Even if the stay of promoters would think that the occupation of their future development and protection are limited, more emphasis on immediate practical benefits.
From the current situation of home appliance manufacturing industry, electrical appliances manufacturing industry is one of the most competitive industries is recognized by low-profit industry. This objective can not come up with the decision of the company too much money for promoters to improve pay and benefits end. In addition, terms from the enterprises themselves, and some household electrical appliance enterprises are still aware of the value of the terminal promoters shortage, but in fact, with the terminal's position in marketing promotion has become increasingly prominent, the terminal promoters contribution of enterprises increasingly greater.
Present, most household electrical appliance enterprises promoters have not yet formed a professional management system, all requests for part-time promoters of some staff management, the energy limited because of difficult to do Promoters team planning, construction and management. Apart from that, as some companies pay system is unreasonable, the majority of promoters lack of enthusiasm for work, causing low morale throughout the ranks of promoters. In addition, performance appraisal, some companies, such as currently taking
Sell Position, over-rewards, incentives and other outstanding contributions to a rough assessment to determine the sales commission, with little regard to differences between stores popular among individual abilities and promoters, has seriously affected the work of enthusiastic promoters.
The same time, some household electrical appliance enterprises can not vary the terminal promoters training, but mechanically impart product knowledge, selling skills, thus leading to new promoters can not rapid growth, on the training "confused", the old marketing Members can not "to a new high", that training exists in name only. Over time, the promoters of the training and learning resulted in resistance. In addition, the training content is not comprehensive enough, only in product knowledge, sales skills, and part of the corporate culture of training, lack of team atmosphere and promote the training of mental status, leading promoters team lax, poor sense of belonging.
Countermeasures and suggestions to improve Based on the above analysis, to create high-quality household electrical appliance enterprises terminal promoters team, I propose the following improvement measures and suggestions:
1. Effectively improve awareness of the value of the terminal promoters I am a professional writer from China Crafts Suppliers, which contains a great deal of information about inflatable pool cover , pole vault pit, welcome to visit!
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