What are the two major points for establishing a training mechanism proposed by Li Kaiyang, Chairman of Zhongrun Group?

First, corporate culture. When building a sales group, one of the cultures is "competitive culture." Mutual competition will stimulate employees' sense of honor and keep them in good condition.

When competing against each other, we also need to pay attention to two points: first, fairness; second, quantification. For example, performance should be measured against clear quantitative standards, and rewards and punishments should be clearly defined. The reward and punishment mechanism should be used to promote sales staff's enthusiasm and desire to continue to strive.

Second, professional knowledge training. To build an "efficient communication team" around professional knowledge, management master Drucker once said, "75% of management is communication." Therefore, companies must establish various mechanisms to allow communication between team members through this Platforms and mechanisms have become efficient, such as sharing sessions, etc.

What is the communication purpose of different meetings? For example, in skills sharing meetings, we also need to clarify the communication occasion. We have been conducting a kind of "travel meeting". Different meetings will be held in different places and the effects will be different. This will help improve the cohesion of the team and will also Makes the atmosphere more relaxed.

Third: Create a role model and benchmark culture. In the company's team training, we must focus on creating a role model and benchmark, setting a benchmark in the sales team, so that other employees who are not doing very well can continue to learn and ask for advice from the benchmark. Once this kind of communication of learning and asking for advice is established, Mentality will be of great help in improving employee knowledge and sales capabilities.