The model essay (1) of the sales performance sprint plan at the end of 2020 has arrived at the end of the year. In order to promote the promotion of sales performance, the sales performance sprint plan is formulated as follows.
First, clear implementation objectives.
As an enterprise, * * * should listen to employees' opinions extensively according to the actual situation of the department, make detailed records, and constantly "deepen, optimize, refine and sequence" all work processes, break down the work objectives into "measurable, locatable, operable, assessable and inspectable" details as much as possible, implement responsibilities, straighten out the processes and achieve "assessable and inspectable".
Second, establish operational execution.
Discuss what is decided, and arrange for all departments to know when the working hours will start and when the work will end. Time is benefit. We should completely correct the bad habit of "discussing without deciding, deciding without doing", emphasize "perfection" in "time", praise "efficiency" in "diligence" and improve the good habit of "profit" in the pursuit of "quantity"
Third, managers participate in every link of operation and implementation.
Personally go deep into the post, participate in the planning, analyze the results, grasp the success or failure, have a comprehensive understanding of the employee's state and the living environment of the enterprise, find the gap between the plan and reality, expectations and results, assumptions and the status quo, and correct the deviations, mistakes and puzzles in each link. Make us clear our thinking again, make clear our goals, grasp the key points and push forward our work. It is the most important work in the process of promoting enterprises to achieve business objectives as soon as possible.
Fourth, look at the overall situation and solve problems.
Help sales staff to solve problems at any time, and give timely answers and solutions to sales staff's problems. Actively provide necessary resources to sales staff. If the salesman lacks manpower, material resources or financial resources in the implementation process, we will mobilize the resources of other departments to support and cooperate to improve the implementation speed. If the resources of some departments cannot be met, foreign aid can be sought (for example, asking for support from superiors or colleagues).
Fifth, train exercise salesmen.
Set the salesman's goal ability, planning ability, comprehension ability, command ability, judgment ability, adaptability ability, learning ability, pressure resistance ability and communication and coordination ability, so as to make arrangements, inspections, assessments, rewards and punishments, rules-based, violations will be investigated, and strict process control will be carried out to ensure the goal is achieved and the plan is implemented. Realize clear and ideal control, and let subordinates realize self-control through target management, thus effectively improving the execution of enterprises.
Six, take the lead, endless motivation.
"Words are not as good as examples", and we took the initiative to participate in a task. The benefits are as follows:
(1) played an exemplary role: the salesman was encouraged by the actions of his superiors and threw himself into the implementation with a more positive attitude.
(2) Good communication effect: Working with sales staff has narrowed the distance between them, increased communication between superiors and subordinates, and significantly improved the implementation effect.
(3) Produce timely feedback effect: If you participate in the implementation, you can know which link has problems, which link has not been implemented in place, and whether the execution of managers or employees has problems. Only by being there, can we give full play to the role of encouragement, supervision, guidance and rectification, and effectively implement the ability of prediction, analysis, judgment and prevention.
Seven. Unity and cooperation
Because everyone's pursuit of interests in the enterprise is different from their own quality, they may not be able to be "open-minded and cheerful". It is necessary to create an implementation atmosphere of "mutual exchange of resources, information sharing, strong links, smooth flow, teamwork and overall promotion", emphasize the sense of responsibility, overall awareness and mission in work, and act according to procedures, systems and objective laws. The execution of the program should be responsible for "things" rather than "people"; Strengthen the normative consciousness of "procedure, discipline and responsibility" in implementation, and gradually dilute the influence of "power, position and individual" in implementation. Abide by the same rule and seriously "deepen, optimize, refine and orderly", the core leadership of the team is particularly important. Managers should not break established rules and procedures, let alone violate objective laws and achieve orderly management.
Eight, establish a scientific performance appraisal operation mechanism.
With the continuous development and scale expansion of enterprises, enterprises not only need to establish "open, smooth and standardized" internal communication channels, but also need to establish a rule-based management system of "managing people by system, not by people". It is not terrible to lack "people-oriented management" in the sustainable development stage of enterprises, but it is terrible to lack effective, equal and consistent system management, which will lead to chaotic management processes. Therefore, only through strict system management can enterprises break the old framework of "people managing people" and implement the new model of "system managing people". Only in this way can we make management functional, institutionalized and standardized, clarify the responsibilities, rights and interests of managers, and avoid "multi-leader".
Model essay on sales performance sprint plan by the end of 2020 (II) This plan is specially formulated to stimulate the enthusiasm of sales staff, improve their performance, actively expand the market, promote the marketing of the company's products and maintain the normal development of the company. This scheme adopts a combination of qualitative and quantitative methods to assess the company's marketing personnel fairly, justly and reasonably, so as to promote competition, encourage the advanced and spur the backward.
First, the basic salary of marketing personnel
The salary composition of the company's marketing personnel is mainly basic salary+business commission+performance bonus. The basic salary is the necessary expenditure to maintain the basic living guarantee of sales staff and carry out business work. The determination of basic salary can be determined and implemented through consultation between the company and the marketing personnel, and will be used as the basic salary standard for new salesmen in the future.
Second, the performance appraisal method
This performance appraisal method is divided into three items: monthly appraisal, quarterly appraisal and annual appraisal.
(1) Monthly assessment
1. Formulation of monthly business indicators for salesmen A salesman should make his own business plan every month and set the business volume of this month according to the company's marketing objectives this month. The company determines the basic business indicators of each salesman this month according to the business volume set by the salesman and the company's marketing target this month.
The basic business index is the business volume that each salesman must complete, and it is a necessary condition for a salesman to get a basic salary. Sales staff can only get the basic salary if they complete more than 80% of the basic business indicators. If you don't reach 80% of the basic business indicators, you can only get 80% of the basic salary.
2. When the salesman completes the basic quota of the current month, he can enjoy the basic salary in full and get the commission. The calculation of commission is based on the purchase amount of customers developed by the salesman in the current month. The commission amount is x% of the purchase amount of ordinary liquor products and 3% of the purchase amount of red wine. If it exceeds the basic business quota, the commission for ordinary wine is 2%, and the commission for red wine is x%. If the basic business quota is not completed, the commission is not allowed in the current month.
(2) Quarterly evaluation
1, the purpose of quarterly assessment
On the basis of monthly assessment, establish quarterly assessment according to the characteristics of business work. Because marketing work can't be calculated clearly on a monthly basis, quarterly assessment is necessary in order to be fair and just, and to better motivate marketers and give full play to the ability of salesmen. Three months is also the basic assessment period for salesmen.
2, quarterly assessment method
Quarterly assessment is mainly to weight the basic indicators of a quarter for three months, and then to determine the assessment results of marketers by integrating the monthly performance and total performance of each marketer in the quarter.
(3) year-end assessment
The year-end assessment is an important work to summarize the marketing work for one year. The year-end assessment is mainly based on quarterly assessment. Combining the assessment of the four quarters of this year and other performances of marketers, the work of marketers is comprehensively scored as the main basis for year-end commission and reward.
(four) the business commission of non-marketing personnel
The company encourages employees to develop more business for the company. Non-marketing personnel can also engage in business development after completing their own jobs, or they can get commission, which is the total amount of business. The single item is mentioned, and it is also included in the personal work performance assessment.
The above assessment methods are not only applicable to a single salesman, but also to the assessment of the marketing team (the specific assessment methods within the team and the team members themselves are formulated by the company and reported to the company for the record). It is mainly set for grass-roots marketing work, and does not include the assessment for marketing leaders.
Third, the cost subsidy for marketing work.
When marketing personnel carry out marketing work, it is inevitable that some expenses will be incurred. These expenses should be borne by the company. On the one hand, the company can subsidize the marketing staff through reimbursement, on the other hand, it can also be reflected in the basic salary of the marketing staff. According to the actual situation of the company, combined with the needs of marketing work, and referring to the peer system, the amount of business work subsidy is formulated.
Fourth, the salary of the marketing staff during the probation period.
The probation period of marketing personnel is generally three months, the basic salary of marketing personnel during the probation period is xxxx, and there is no commission during the probation period. Those who complete the tasks assigned by the company during the probation period will become regular employees. Those who perform well during the probation period can become full members in advance, and they will be rewarded.
Verb (abbreviation of verb) Other matters related to evaluation.
(1) Judgment and measures for errors made by marketers, such as business losses, disclosure of business secrets, damage to the company's image, and losses suffered by the company due to its own reasons. On the one hand, we should take decisive measures to recover the losses, on the other hand, we should investigate the responsibilities. Once losses are caused, the company should make suggestions according to the work performance and losses of the marketing personnel, and give the marketing personnel a chance to remedy them. Remedy the mistakes in time and summarize them as soon as possible to avoid the recurrence of the same problem.
(2) Attendance management of marketing personnel, etc. Marketing personnel should strictly abide by the company's rules and regulations, which is also one of the basis for year-end assessment.
1, which specifies the rest time of the marketing staff. According to the national laws and regulations and the actual situation of the company, the marketing staff of the company can take one day off every week, usually Sunday, which can be adjusted if there are special circumstances.
2, attendance management, report to the company before 8: 30 every morning, and 5: 30 in the afternoon is the normal off-duty time. You need to report to the company before going to work. If you need to stay in the business place because of business needs, you must explain it on the same day. Those who fail to report to the company without explanation will be punished.
3, leave management, marketing personnel have something to ask for leave, need to explain to the company in advance, and fill in the leave form and report it to the general manager for approval, or go through the leave formalities afterwards. If you don't explain it, it will be handled and punished by the marketing staff. Absence for more than 3 days/month will be dismissed by the company.
4, marketing meeting system, a morning meeting every day, after reporting to the company at 8: 30 every day, the marketing director will organize a simple exchange of the previous day's work and the day's work. Work summary meeting once a month, summarizing the work of the month, verifying the completion of marketing business and making plans for the next month. For some important commercial projects, business seminars can be held to discuss key strategies.
5, marketing staff work plan and summary system, each marketing staff should truly record their daily work, do a job once a month, and put forward the work plan for next month, in the form of official text to the company's marketing director. The company replies to the marketing staff's work summary and plan.
6. Customer information summary system All customers developed by marketers during their work in the company belong to the company. Every marketer should make the developed customer information into a customer information table and submit it to the company for filing in the form of electronic text.
Model essay on sales performance sprint plan by the end of 2020 (III) This system is specially formulated to standardize the commission management of the company's sales business, protect the interests of salespeople and improve their sales performance and willingness to work.
I. Scope of application
This system is applicable to the sales commission management of all sales personnel of the company.
Second, the proportion of sales commission
According to the product sales progress, sales difficulty and other factors, the company formulates the sales staff commission plan and submits it to the general manager for approval. The specific information of the entrustment plan is as follows.
The company sets the standard sales volume according to the sales performance of mature salesmen, with an average of xx pieces per month. The commission base salary is xxxx per month. There are four criteria for basic salary payment: sales performance (60%), customer data collection (20%), market analysis (10%) and customer satisfaction (10%). On this basis, the following basic wage payment standards are determined.
(1) If the sales volume is completed, you can get 60% of the total basic salary; If the sales volume is not completed, the basic salary shall be calculated according to the proportion of the completed business volume to the standard sales volume.
(2) According to the standards of mature salesmen, the company sets the monthly customer data collection amount of xxx for each salesman (tentative, the amount depends on the plan of the month). If you complete the collection of customer data, you will all get this part (20%) in the basic salary; If the collection of customer data is not completed, it depends on the corresponding proportion.
(3) The market analysis ratio is 10%, and the assessment standard is the competitive brand data analysis table, and the corresponding assessment is made according to the data and quantity of this table.
(4) The proportion of customer satisfaction is 10%, and the assessment standard is that no complaints can be obtained.
Three. Procedures for examination and approval of royalty declaration
1, sales performance declaration
(1) The general manager's office prepares a "sales performance report" according to the sales performance of the sales staff.
(2) After the General Manager reviews the "Sales Performance Report", it shall be reported to the Human Resources Department for review to confirm the sales performance.
2. Prepare and review the report of the Sales Performance Committee
(1) The Human Resources Department calculates and compiles the Sales Performance Commission Report according to the Sales Performance Report and the Commission Plan approved by the Finance Department.
(2) After the Finance Department reviews the Sales Performance Commission Report, it shall be submitted to the Chief Financial Officer for review, approved by the General Manager and signed for confirmation.
3. The finance department summarizes the sales information and calculates the sales commission and basic salary of the sales staff.
IV. Provisions on Commission Payment
The commission can only be paid after all the sales task flows that occurred in the current month are recovered. If the sales task flow is not completed, the commission cannot be paid.
Verb (abbreviation of verb) supplementary clause
1. This system is jointly formulated by the General Manager's Office, the Human Resources Department and the Finance Department, and the final interpretation right belongs to the General Manager's Office.
2. This system shall be implemented as of the date of promulgation after being approved by the General Manager.