how to set the salary incentive mechanism for managers of common tea franchise stores?
In general, the salary incentive mechanism for the manager of a tea franchise store includes basic salary, performance bonus, collective bonus, individual bonus, manager's management bonus and quarterly and annual bonus. Ju Xiangchun thinks that from the macro view, this mechanism downplays the assessment of the manager's personal marketing performance and focuses on the overall turnover performance of the whole store under the leadership of the manager. How to open a profitable tea franchise store
The single-store business power of a tea franchise store = passenger flow * store entry rate * transaction volume * average customer unit price * (customer return rate+customer recommendation rate). In other words, for a tea shop, only doing enough homework in five links can bring about the improvement of sales and the success of the terminal. From the perspective of marketing, what are the key factors that determine these five links? Personally, I think it can be summarized in five sentences: the choice of store location determines the passenger flow; The promotion of single store determines the rate of entering the store; The terminal sales staff decided the turnover; The product determines the customer unit price; User experience determines the customer return rate and customer recommendation rate.
the choice of store location determines the passenger flow. For stores, the choice of store location determines the passenger flow, your customer type and your sales volume directly. For example, if your store opens in a food market, the mainstream customer group you face is old aunts and grandfathers. Although the passenger flow is large, the sales performance is not necessarily large. The location of tea shops mainly includes following strategy and community strategy.
when consumers enter the tea city, if the decoration style of your storefront is exactly the same as that of dozens of competitors, you will lose a chance to jump out and be submerged in the sea of competitors. There are too many places to play in the overall decoration style from the door, window, poster, floor to storefront. We must highlight the overall image of the company, which is different and not abrupt.
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As a shop assistant in a tea franchise store, you should first have good cultural quality and professional knowledge, and you should memorize the types, producing areas, quality standards, characteristics, brewing methods and storage methods of tea, and form a set of very targeted terminal sales words; At the same time, we must master some comprehensive knowledge, such as tea art, tea ceremony, tea ceremony, tea tasting, tea fighting, tea history, etc. Be generous in appearance and wear formal standard clothes with company LOGO printed on them; It is necessary to have keen observation and judgment, and recommend different teas for different customers by observing customers' words and deeds, so that the transaction rate will definitely be higher. How to mobilize the sales enthusiasm of the store manager and clerk when operating a tea franchise store?
To arouse the enthusiasm of tea shop owners and shop assistants in sales, we should learn from foreigners and learn from them. Ju Xiangchun thinks that it is impossible to get up early without benefits, so businessmen and employees do. Only by luring them with benefits can we manage and straighten them out. Of course, a good corporate culture, promotion opportunities and a blueprint that can be expected in three to five years are also indispensable. Moreover, it is easier and more economical to retain a talent than to recruit an experienced airdrop unit. How do tea franchisees provide good service? _
In the fierce market competition environment, the service of tea franchise stores can bring good benefits to store sales. Therefore, tea franchisees should constantly improve their service level, ensure perfect after-sales service and win the recognition of consumers. So how do tea franchisees serve well? First, smile service brings customers closer. Smile is the most beautiful language in the world. The biggest business feature of Bayou Tea, the top ten brand of tea, is "smile service". "Did you smile today?" It has become a greeting for eight friends. Similarly, smile service is also a secret weapon to open the hearts and narrow the distance between the staff and consumers in tea franchise stores. Only by gaining trust with a good attitude can the follow-up communication begin. Pay attention to the details of consumers' emotions and let them feel valued services.
second, communicate with technical language. If customers hear the clerk talking about selling products as soon as they enter the store, they will feel a sense of psychological disgust and resistance. Therefore, the first thing a shop assistant should do is to listen. Only by understanding the demands of consumers can he guide them purposefully. In this process, the clerk needs to exert his good communication skills, be persuasive, and make consumers interested in the goods.
Third, adopt different methods to serve different types of customers. Generally speaking, there are many types of consumers in tea franchise stores. In the process of service, shop assistants should be observant and serve in different ways. For example, when meeting tea enthusiasts who know tea, the clerk should keep a modest attitude, listen as much as possible, listen carefully to their opinions, and try to make several different kinds of tea, which is easier to win their favor and impress them; In the face of ordinary mass consumers, try to introduce them to tea products with high price-benefit ratio and preferential treatment, so that they feel comfortable; In the face of customers with bad stomach, you can recommend some black tea that warms your stomach.
fourth, solve customer complaints perfectly and win a good reputation. Opening a tea shop will inevitably encounter the problem of customer complaints, and the clerk should look at it with a positive and optimistic attitude. This is the time to show good after-sales service. Calm customers' anger, give them timely and serious treatment, and let consumers feel that their rights and interests are protected and satisfied. What is salary incentive mechanism?
Salary incentive mechanism is the practice that enterprises use salary to make employees take some positive actions and strive to achieve some goals, thus improving labor productivity, which has a great impact on the competitiveness of enterprises.
Steps to establish an incentive salary system (1) Salary survey The focus of salary survey is to solve the external competitiveness of salary. When designing the salary system, it is necessary for enterprises to understand, study and refer to the basic situation of the salary system and salary level in the labor market, especially for enterprises that have competitive relations with themselves or similar companies in the same industry, and focus on the direction of employee turnover and recruitment sources. (2) Setting performance standards for employees Under the traditional salary system, employees only know what they should do and don't know what performance standards they should achieve. Therefore, employees don't know how to improve their work efficiency and do their work better, and they have no motivation to do so. The system of performance-based pay can reverse this situation. (3) Salary structure design Salary structure design is a systematic project. The salary structure is generally divided into basic salary, performance salary, overtime salary, salary and welfare, and internal salary design is also needed. The distribution of the proportion of each part in the salary structure is also a complicated problem. Enterprises need to design different salary structures for employees at different levels, and with the changes of employees' positions, skills upgrading and demand levels, enterprises should also make corresponding adjustments to employees' salary structures according to these changes.
how to build a team of tea franchisees?
how to build a team of tea shops? Ju Xiangchun thinks that we must first have a unified goal, a common vision and hope. Secondly, in order to realize the institutionalization, standardization and systematization of management mechanism and incentive mechanism, the relevant material and spiritual rewards under the incentive system should be implemented in place. Thirdly, long-term and continuous internal training, including management training and technical function training, continuously improves employees' work performance. Finally, modern people attach great importance to the good feelings of working life, especially at work. A good and harmonious team atmosphere is easier to cultivate employees' good feelings and good mood. How to improve the enthusiasm of tea shop assistants
1. Cultivate the team cooperation spirit of tea shop assistants, form a working atmosphere of mutual learning and competition, give full play to the personal advantages of shop assistants, reasonably mobilize their work, and make the whole team work more harmoniously and efficiently.
2. Develop the potential of excellent shop assistants, help them grow faster and better, set appropriate goals for employees, and provide support and help, including training opportunities and promotion opportunities.
3. Give more responsibilities to excellent shop assistants. In addition to mastering professional skills, excellent shop assistants should also cultivate their team management ability, let excellent shop assistants play a leading role, take on more responsibilities in the operation of franchise stores, give him pressure and motivation, and make him one of the core leadership forces of the store. Generally speaking, in the tea chain store, the manager is the leader of the store, which has a good role in stimulating and guiding the enthusiasm of employees. On this basis, the reasonable implementation of the reward and punishment system will give appropriate rewards to employees with good performance, which will be of great help to drive and improve the enthusiasm of other employees.
4. Be good at listening to the opinions and suggestions of shop assistants. The clerk's idea may not consider the whole world, but it can also be put forward from different angles. Managers should listen to the clerk's opinions and suggestions, often communicate with the clerk and exchange ideas, so as to keep the clerk's thinking in an active state at all times, make the work of tea franchise stores go smoothly and make the turnover increase faster and more stable.
5. Take into account the harmonious relationship between shop assistants and remove obstacles for excellent shop assistants. Excellent shop assistants will generally become "isolated objects", because their good performance and high professional quality will make other shop assistants look inferior and even bring criticism and doubts to other shop assistants. Therefore, managers of tea franchise stores should take into account the relationship between shop assistants, protect the growth of excellent shop assistants, and at the same time, do not let their own preferences become a stumbling block on their development path. How to design the salary incentive mechanism for salespeople?
as a key department to realize value-added in the process of enterprise operation, the marketing team plays an important role. Especially in some private enterprises, marketing has become the leader of all departments of the company, and considerable attention has been paid to it in all aspects! The salary design of the marketing department has always been an area that human resources practitioners are discouraged from. The main reasons are as follows: First, the salary of the marketing team is mostly set by the boss himself; Second, at present, most human resources practitioners lack or even understand sales knowledge. Recently, some companies have asked me about the salary design of marketing personnel. Here, I will make the following analysis on the salary design of the sales team to exchange and discuss with you. I have been in charge of the company's marketing team and human resources team for fifteen years. From front-line business personnel, city directors, office managers, regional directors, department managers and department directors, step by step to the company's vice president of marketing; From trainer, administrative supervisor, manager of human resources department, dean of training college, director of human resources, director of company management Committee, to vice president of human resources step by step. The experience over the years tells me that an inappropriate salary system can make a vibrant team lifeless and even destroy it! When the company determines the annual task indicators, we should first consider what quality people are needed to achieve these task indicators. Is it through internal promotion? Or through external recruitment? These problems belong to the construction of post analysis and competency analysis. After this problem is solved, it is necessary to determine what kind of mechanism is needed to let these suitable people play their subjective initiative, mainly through two programs: one is salary, and the other is incentive mechanism. After figuring out the above problems, the following is a further discussion on the design of salary and incentive mechanism of sales team: A, salary mode 1: low salary and high incentive, which is often adopted by some newly established companies in the early stage of market expansion, reduces the risk of excessive investment in the early stage of the company through low salary, enhances the enthusiasm of individuals and teams through high incentive mechanism, and then completes the company's established regional market and objectives and tasks. At this time, companies often only bear the basic salary, and there are almost no other benefits. At this point, incentives are greater than wages, and growth is greater than stability. The biggest feature of this model is that you can find some people with strong ability. The shortcomings are unfavorable to the construction of the company's sales team, especially the lack of sense of belonging to the company and low loyalty to the company. B. Salary Mode 2: High salary and low incentive This is a mode often adopted by some companies with relatively stable markets and stable customers. Market management and process completion are completed through high salary and various assessments. At this time, the company needs to bear relatively heavy salary and attractive welfare benefits. At this point, wages are greater than incentives and stability is greater than growth. The biggest feature of this model is that it can stabilize the team through high salary. The shortcomings are that it is easy to form bureaucracy, overstaffing, old salespeople muddling along and employees will leave the team. It is not suitable for the start-up period and the company that has completed the first start-up to carry out the second reform. C. Salary Mode 3: Compound This is a mode adopted by some foreign-funded companies or some industries, which is realized through relatively high wages and some incentive mechanisms according to the sales ratio. This model is also a relatively reasonable management, which mainly takes into account the interests of individuals and companies, while giving full consideration to the play of personal initiative. This model requires that the company has formed a certain key main process execution system. The key steps of this model are: how to improve the management level of tea franchise stores?
In order to improve the management level of tea franchisees, Ju Xiangchun thinks that we should mainly start from several aspects:
First, franchisees have close contact with the headquarters and communicate with them in time if there are any problems; Second, operators are familiar with the store and solve problems in time when they find them; The third is to grasp the management of shop personnel. How to start with the details in the management of tea franchise stores?
There are many points to pay attention to in details. Even the shoes that the shop assistant and the store manager wear should be uniform and particular. Ju Xiangchun thinks that although it seems to be a trivial matter, the so-called management is no trivial matter. Any big strategy and tactics are made up of countless small details. Only by better handling each detail can we have our own core competitiveness.