Poor Business Assessment: Is "Resignation" Or "Retention"?

Mr. Wang said that there are two answers to this question: one is advocating.

But Mr. Wang does not agree with the above two answers. He said, "yes" or "stay" is not so simple. It should be considered from three aspects.

First, truthfully analyze the reasons for the poor assessment of the salesperson.

There are always subjective and objective factors in the production of any problem. The salesman's examination results are not good, and naturally we should find the reasons from two aspects: subjectivity and objectivity.

The subjective reason is to say "work attitude".

Attitude determines action. If a person's subjective desire is positive and upward, then even if he has made a mistake or fails to attain the standard, there are still reasons to forgive; but if he is negative and serious in his work attitude and wants to act on his own huge network of business, such a person can not be forgiven.

Besides, objective reasons.

The objective reasons mainly refer to external factors. For the salesperson who is mainly responsible for market sales, external factors may include product quality, product popularity, saturation of similar products in the market, including whether the assessment standard is scientific and reasonable, whether the assessment scale of the executioners is fair or just, whether the company is in the start-up stage or the mature stage, and so on, these factors are all individuals can not control, so when considering the problem, they should not be overlooked.

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"Resignation" and "leave" advice

Subjective factors:

Positive: give the opportunity to postpone the dismissal.

While giving solemn warning, heads of departments and HR departments should actively communicate with them, help him find out the crux of the problem, and at the same time, express his "care for talent" at the top level, so that he can cherish the opportunity.

But after a period of time, such as three months later, the salesman's work is still not improving. We should consider this person's lack of market expansion ability and customer resources.

Negative person: there is no need to worry about "leaving" or "leaving". The only choice is to "quit".

Of course, at the same time, the head of the HR department and the salesperson should report the performance of the person to the top of the table faithfully, because the knowledge of the senior staff at the top level may not be as good as that of the department heads, and sometimes it will inevitably be affected by the appearance. Therefore, if the middle level reports, the senior executives will make the right decision.

Objective factors:

If the objective factors make the performance appraisal of the salesperson unqualified, then the first thing to do is not to choose the "resignation" or "leave" of the individual. Instead, the company should try every means to reduce the negative impact brought by these factors to the sales work. At the same time, if these factors contain human factors (such as whether the system is scientific and reasonable, and whether the judging standard is unified), we must put an end to it from the source.

Two, see whether the performance appraisal indicators are reasonable.

When we talk about objective factors, we have already mentioned the reasonableness of the assessment indicators.

It is quite important to ensure that the assessment index is scientific and reasonable, and it is believed that any system maker should pursue it.

The performance appraisal system is generally formulated by the HR department, but many times, the HR department does not understand business. Although it will be verified by many parties before the formulation of the system, it is inevitable that there will be a "behind closed doors" suspicion. The system will inevitably be ignored.

"Resignation" and "leave" advice

If the examination result of a salesperson in a case is poor due to the unreasonable system, the employee can not simply "quit".

Of course, we should also point out that the employees who are not good at assessment point out that under the same system, there are still good people. Therefore, as employees, we should find more reasons for ourselves.

At the same time, it is suggested that the HR departments should also go out to understand the working methods and work progress of the sales department, and understand the working status of the front line staff in order to make the system as reasonable as possible.

A comprehensive assessment system is also recommended.

That is to say, the evaluation index is divided into two parts: the hard index is the link between the monthly sales performance and the bonus of the month, and the accumulated 12 months sales volume is linked to the annual bonus. The soft index is the quality of the person, the speed of personal growth, the size and potential resources of the customer network already owned or being developed.

Generally speaking, hard targets can occupy 60-70% share.

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Three. The business left behind after the vacancy is dismissed.

In the case, senior executives worried that the departing clerk would take away the business network. This worry is not unreasonable, because there are many such things happen.

Therefore, it is also necessary to consider how to vacate the business left behind by making up the missed words.

"Resignation" and "leave" advice

If the salesperson's assessment is indeed caused by subjective factors, and the assessment system itself is not imperfect, then the poor performance appraisal should be resolutely dismissed.

Of course, before we quit, we can take a "reprieve" first.

Because the salesperson has a large number of customers in his hands, if he dismissal immediately, the company will indeed suffer losses.

Therefore, the results of the assessment can be postponed, and at the same time, a strong assistant can be provided to the salesperson, so that he can know the customer resources of the dismissals as soon as possible and strive to minimize the loss of customer resources.

In addition, we must believe that most customers value the enterprise as a whole, not just a salesperson.