How To Standardize Management And Operation Of Chain Stores

In the standardized operation of stores, managers should first focus on their employees and motivate them to create performance and drive the development of stores. "People" is one of the concerns of store operation.

How to make employees create better performance is a concern for many students. I often say, "the ability to motivate employees is a skill that all managers must possess."

When it comes to motivation, many people will want to "material reward". This is indeed a good way. But for some stores that are not strong enough, I suggest you try more "low cost" incentives.

Let's take a look at a case first: Mr. Lee's clothing store opened a little while ago. Because he spent a lot of money in the early preparation, he could not afford a generous salary for his employees. Surprisingly, the employees were very serious about their work and created good results in a short time.

First, put down the "boss" shelf and let employees become "leaders".

Mr. Li seldom rebuke his subordinates, and do as much as possible without disturbing the employees who are doing things. He gets along very well with his employees. He also encourages everyone to express their views.

The clothing store selects "star employees" every month. This outstanding person is the deputy director of the next month. This way has inspired employees well.

Second, bring a staff member to lunch every week.

Mr. Lee did not disclose in advance that he intended to surprise his employees. If he made a new decision, he would also tell the staff at such a lunch that he would be conveyed to others by the other side, and the staff felt that they had been paid much attention and worked more actively.

Third, organize staff meetings.

Mr. Li will organize staff meetings at irregular intervals, and he will try his best to take time to participate. He believes that proper rest can help subordinates relax their body and mind, face their work in a better state, and let employees feel that their boss is with them.

In fact, there are many ways to motivate employees. Compared with simple material rewards, the role of emotional incentive is more and more significant.

To create a reasonable incentive plan, you can refer to the experience: first, we should refine material incentives.

Interest is very important to both sides of the employment. Managers should motivate employees, material rewards are essential, and if material incentives can be refined, the effect will be more significant.

For example, the salary structure of employees can be adjusted: the basic salary is set at 1000 yuan.

For 300 yuan, performance bonus is 200 yuan, and at the same time, according to sales performance for employees calculate Commission, the more detailed the staff pay more attention to the details of the work, the incentive effect will appear.

Secondly, we should attach importance to the role of example encouragement.

The power of example is endless, so that excellent staff can help others to make progress and help to promote the work. I suggest that students introduce this method into store management.

For example, you can design a customer opinion, who gets the high praise this month, who is "excellent employee", and give appropriate reward at the same time.

Mr. Zhang, a trainee in a training course, said, "I not only organized my subordinates to select the excellent employees of the month, but also let them share their work experience with others. Not only did he get a chance to be noticed, but he also made others learn their experience."

Last,

Actively integrate into the team.

I always say to students: "managers are part of the team."

If they can actively integrate into the team, they will reduce the sense of distance from their subordinates. Managers should set an example in all aspects to set up a benchmark for their subordinates, but do not criticize the behavior of employees too much. They should help them build self-confidence and the stores will have a good working condition.

There are many ways to integrate into the team, you can often eat with employees, or participate in their parties, through the way of conversation, understand the difficulties encountered by their subordinates in their work, and convey their experience to them. Compared with other ways, employees are more receptive to such conversations, and the incentive is also reflected in them.

It is always people who create performance for stores. People will have thoughts and feelings. If managers can meet the needs of employees as many ways as possible, their combat effectiveness will be better aroused.