How Should Clothing Shops Correctly Manage Store Employees?

The most troublesome problem for many people to open a shop is personnel management. If people manage well, sales will double at any time, people will not manage well, and shops may not open for three days.

Shop staff management, the most direct manager is the manager, then the boss of the store manager training, and then by the store clerk management, can achieve twice the result with half the effort.

The boss must understand the role of the store manager. The manager is a manager and a trainer. First of all, a shop keeper must have a team spirit. A store itself is a team. Since it is a team, it should be done by a team. So the store manager should drive the staff to work together to let your team come together, because "together, we can win together".

So, what is a good way to manage employees?

1, formulate feasible plans. Monthly performance data are the main data. Data need to be divided into member days, non member days and promotion days.

2, training good staff to manage staff well. In training, he should not only tell him to do so, but also tell him why he did so. Only in this way can employees understand their connotations, and only in this way can their employees be flexible.

3, summary and reflection are equally important. First of all, we must find the reasons for ourselves. In our work, we should constantly summarize and reflect, in the summary, we can find out whether we have missed important work and reflect in the introspection before we can objectively evaluate ourselves, so that we can rectify and constantly improve.

After talking about these methods of managing employees, I saw that there were other family members who mentioned digging people and other problems of employees. In fact, we will encounter a situation in store management: the salesperson's performance is very poor, so we should continue to train them. Or substitution?

It is believed that many shop owners have encountered such problems. This situation is the same as performance improvement. Managers should always be prepared to adjust their leadership style no matter whether their performance improves or falls.

First, the decline of performance has lasted for a period of time, which is likely to lead to a crisis of relationship between managers and subordinates.

Two, if the problem is ignored, the performance of employees may continue to slide down, affecting the performance of stores.

But can substitutions solve the problem? Is it possible to do a good job? If the performance is still not done, then what should you do as a boss?

Here we share the "4 step approach" to help managers solve the problem of employee performance degradation.

1. Preparation

2, discussion

3. Reach a consensus.

4. Partnership.

Let's start with the first point.

The first step to solve the problem of employee performance decline is to make adequate preparations.

You should pick out a specific behavior or performance of the employee, then focus on the behavior or task performance. Do not try to solve all the problems at once.

Sometimes, as a boss or a manager, it is very urgent to encounter such a situation. If you want to get there one step at a time, it will often backfire.

The second point is discussion.

After you have finished all the preparations, you can ask the staff to have a meeting to discuss the problem.

Before starting the discussion, there is a very important task to do, that is, to set goals and basic rules first. This will ensure that the two sides will not be misunderstood or misunderstood.

You know, when employees' willingness to work is down, or their performance level or behavior is seriously wrong, they often become very sensitive. Once they are attacked, they will immediately enter a defensive state and constantly argue with you.

The third point is to reach a consensus with the staff.

Under the basic rules of conversation, the next step is to confirm whether the two sides have reached a consensus on the problems and the causes of the problems. Your job is to reach more consensus as far as possible so as to make the problem develop towards a positive solution.

When you think it's the right time to go further, you can ask the employee: "would you like to work with me to solve the problem?"

Fourth, establish partnerships with employees.

If your employees are willing to work with you to solve problems, you can engage in a "partnership" conversation with him. Both sides can participate in deciding what type of leadership should be used, and how much guidance and support you should give the employee.

At the end of the course, I am very grateful to the Chinese women's wear net for providing such a good platform for all the fashion partners from all corners of the country to get together and learn together.

I am very happy to tell you how to choose the brand of women's clothing and the choice of bunk. In fact, it is only part of the way. We will have the opportunity to share with you another progress.

Finally, the management of employees is actually not just a clothing store. I believe that in any place where people will encounter management problems, the most important thing is whether we all can handle the problem of how to solve the problem, I believe that any problem has a solution.