What are the eight steps in the teaching process for new employees?

1. Let newcomers know what they are doing when they join the company (1~3 days).

In order to let employees quickly integrate into the store within 7 days, managers need to do the following four things:

The manager holds a welcome party or introduces everyone in the shop to each other. The manager communicates with him alone: let him know the company culture, development strategy, etc. , and understand the new professional ability, family background, career planning, hobbies. The store manager or personnel tell the new employees their job responsibilities and the development space and value they give themselves. Let old colleagues (working 1 year or above) contact new people as much as possible, eliminate the strangeness of new people, and let them integrate into the team as soon as possible.

Key points: have lunch together and talk more. Don't talk too much about work goals in the first week, which will put pressure on work.

2, the new transition, let him know that selling clothes is very simple (3~ 10 days)

Arrange suitable old employees to lead the team as teachers, sign the agreement of passing, helping and taking, and take the old employees' exam at the same time. The bonus will be set in 200 yuan. Be familiar with product knowledge, first get familiar with the main product knowledge, and then check the product knowledge the next day. Sales process learning, warehouse receiving machine registration method, business front desk clothes knowledge, billing method, after-sales process.

Sales model process, the sales process is carried out in accordance with the seven steps of the sales process. Sales speech training exercises. Recommend the introduction exercise, in which the salesperson plays the customer. Affirm and praise its growth and progress in time and put forward higher expectations.

3. Let new employees accept small tasks (1 1~ 13 days)

Giving the right pressure at the right time can often promote the growth of new employees, but most store managers choose the wrong pressure method.

Understand the strengths and skills of new employees, and explain the work objectives and assessment indicators to them. Carry out more company team activities, observe their strengths and abilities, and foster strengths and avoid weaknesses. Give them a chance to improve when they make mistakes, observe their mentality, observe their behavior and see their cultivation value when they are in adversity. If you are really not qualified for your current position, see if it is suitable for other positions and give them more opportunities. Managers can easily make a common mistake.

4. Praise and encourage to establish a relationship of mutual trust (14~20 days)

It is easy for store managers to be stingy with their praise language or lack the skills of praise, and praise generally follows three principles: timeliness, diversity and openness.

When new employees complete challenging tasks or make progress, they should be praised and rewarded in time, praising the timeliness of encouragement. Various forms of praise and encouragement should give him more surprises, create different surprises and praise the diversity of encouragement. Show the achievements of subordinates to colleagues in the company, share successful experiences and praise the openness of encouragement.

5. Let the new employees integrate into the team and finish the work voluntarily (2 1~30 days)

For the new generation of employees, they are not lacking in creativity. More often, managers need to patiently guide them on how to work as a team and how to integrate into the team.

Encourage subordinates to actively participate in team gatherings, speak in WeChat group sharing, and give praise and encouragement after speaking. We should hold more meetings to discuss and share the incentive mechanism, team building, task flow, growth and good experience. Discuss the methods and suggestions of task handling with new employees, and give affirmation when subordinates put forward good suggestions. If you have any conflicts with your old colleagues, you should deal with them in time.

6. Give employees the mission and appropriate authorization (3 1~60 days)

Help salesmen reposition themselves, let subordinates re-recognize the value, significance, responsibility, mission and height of their work, and find their own goals and directions.

Always pay attention to new subordinates, when subordinates have negative emotions, they should adjust in time and be sensitive to all aspects of subordinates; When subordinates ask some negative and childish questions, they should change their ways to alleviate their questions from the positive side and change the thinking of managers.

Let employees feel the mission of the company, enlarge the company's vision and cultural values, strategic decisions and leadership intentions. , and pay attention to the cohesion of people's hearts and culture, pay attention to the correct direction and efficient communication, pay attention to performance improvement and professional quality.

When the company has any important events or exciting news, we should guide everyone to share it and motivate subordinates anytime and anywhere. We should start to decentralize, let subordinates finish their work by themselves, find the value of the work and enjoy the joy brought by the results. Decentralization should not be achieved in one step.

7. Summarize and formulate the development plan.

Help subordinates to make a formal evaluation and development plan. A complete performance interview includes the following six steps:

Ensure formal performance interviews at least 1~2 times 1 hour or more, and do sufficient investigation before the interview to make the conversation reasonable, well-founded and legal. Performance interview should be: clear purpose; Self-evaluation of employees (what they have done, what they have achieved, what efforts they have made for the results, what they have not done enough, and what is different from other colleagues).

The evaluation of leaders includes: achievement, ability and daily performance. It is necessary to affirm the achievements first, then talk about the shortcomings, and then use real examples to prove it (or feedback skills). Assist subordinates to set goals and measures, make him make commitments, supervise and check the progress of goals, and help him achieve the established goals.

Give subordinates the opportunity to participate in training, encourage them to study more and read more books at ordinary times, and make growth plans together and check them in stages.

8. Pay full attention to the growth of subordinates (every day)

After the first 30 days, new employees will become full-time employees, which will bring new challenges. Of course, it can also be said that the new employee has really become a part of the company.

Pay attention to the life of new subordinates, and give support, communication, care and help when he is hit, sick, lovelorn, suffering from life changes and mental confusion. Remember the birthday of every colleague in the department and celebrate it collectively; Record department memorabilia and every breakthrough of colleagues, praise and reward every progress.

Hold various forms of collective activities once a month to increase the cohesion of the team. The emphasis is honesty, appreciation, affection and honesty.