The composition of the team above all the quality of team members, skills, mentality will have a direct impact on the overall level of the team and the efficiency of play. Most of the enterprise human resources department for the relevant positions in various departments have more standardized regulations, therefore, the person in charge of sales for the selection of their own team members should pay attention to the most basic two aspects: 1. Select composite talent an excellent sales staff must be a "miscellaneous": whether on economics or religion, fishing or soccer should have an understanding. A good salesperson must be a "mixer": whether it's economics or religion, fishing or soccer. Because they are engaged in a work of communication with people, every day to meet different types of customers, different customers should be used in different ways. Though powerful, but really with the opponent over the move or have to be used flexibly, the opponent can not wait for you to set up a good frame from the first palm to the eighteenth palm. 2. Recruitment process is structured in order to improve the efficiency of the recruitment process to ensure that the results of the recruitment of good, the sales manager should spend some time to establish a set of recruitment "procedures". Should be with the human resources manager to determine the responsibilities of each member of the sales team, the response to the function of each skill, experience, quality and other aspects of the development of standardized standards, and then based on this standard design of written tests or interviews, according to the comprehensive performance of the candidates in various parts of the selection of the appropriate talent. Therefore, the sales manager for the team's personnel structure must not be set up by people! 3. Problem-solving ability is the most important factor in sales staff need to have the basic requirements, such as hard-working, hard-working, keep a normal heart, good communication, etc. in the recruitment of choice will have strict provisions, but the most important criterion that can reflect whether a salesperson is qualified is to take the initiative to solve the problem of the ability to solve the problem. Now the role of many companies' sales staff, only the collection of problems and feedback, and for the problems and needs from customers or the market, the lack of appropriate solutions to the ability, that is to say, the sales team's execution of the strong and weak, in fact, is determined by the sales staff problem-solving ability of the strong and weak. Performance to match the human nature team leader management is the object of people, not things. If a manager spends most of his time every day dealing with a lot of work, it will affect his judgment in dealing with many policy or communication issues. In fact, a leader who spends all day reading documents and answering phone calls is not necessarily more efficient than a leader who spends most of the day playing golf and making kung fu tea. Enterprises value performance results for their sales teams, often making salespeople feel like they are in a team that is only focused on performance and not humanized. At this point, if the sales manager can strengthen the communication with team members, organize more team activities, it will be conducive to strengthening internal cohesion and stability, so that each member can find a sense of belonging in the team. Often in such communication, you will listen to a lot from their true knowledge and understanding of the market. For example, a salesman suddenly said to you, recently other departments seem to work overtime a lot, this time you do not think that he is concerned about the company's internal staff, it is likely that a certain part of the company's products in the market problems, resulting in reduced efficiency, and even lead to customer complaints. The total goal is broken down into small goals that can be achieved by each individual business performance is overwhelmingly dependent on the sales team, so at the beginning of the year to develop plans, companies will often give the sales team to set a higher target than last year's. However, the sales manager can not do this. But sales managers can't do this. If you set too high a goal for the members, but will make them feel that because of how to do can not be completed, it is better to do a day of the monk hit the clock. In fact, many people's attitude to work depends on the degree of difficulty in accomplishing their goals, in the limited resources through the efforts of the more hopeful to complete the goal, the better the work attitude; on the contrary, the poorer the attitude. Therefore, the sales manager should be set up for your team feasible, clear, measurable, high degree of achievement and a certain degree of challenging goals, will allow your team to cohesion into a rope, *** with the completion of the team's goals