After a turbulent period of adjustment, a new team has a relatively clear team structure. The new employees have all passed the probation period, and the team is relatively stable for the time being. However, the status and motivation of some employees are not as good as before. Work fatigue and laziness appear; the previous freshness begins to slowly fade away, and the team becomes a little less enthusiastic about monotonous and repetitive team activities, and team cohesion is very poor.

If the team cannot be adjusted in time, there will be personnel loss. In serious cases, the team will return to a period of turmoil. Therefore, this stage must not be taken lightly and must be taken seriously. Faced with these situations, as a sales manager, how can you increase the cohesion of your team? How to keep your team motivated? What should be done as key tasks?

Lenovo founder Liu Chuanzhi summarized the three elements of management: building a team, setting a strategy, and leading a team. Everything is easier to handle down here. Managing a team is almost the same as managing a company. We can definitely learn from this management idea.

For a team, team members are the core backbone of the team and the reserve cadres of the team. They respond to your call at any time. At the same time, once the time is right, team members will also be promoted to managers first.

Our team size is basically stable at about 15 people, so I have developed three team roles in the team. The first one is the master, who is the second talent growth mentor of the team. The master can work one-on-one Cultivate newcomers and sales backbones, assist me in cultivating good talents; the second is the team leader, the management deputy of the team, assisting my colleagues in managing the team; the third is the political commissar, who is the cultural and ideological benchmark of the team, assisting I do a good job in the ideological work of the team members and take the lead in responding to all calls.

This combination of mechanisms resulted in 1 political commissar, 3 team leaders, and 3 masters. Of course, there will be duplication of personnel in these three roles, but in the end our team formed 4 management assistants. As for how many team members you want to match, it depends on your actual situation and is a flexible decision.

What qualities should the personnel in these three roles have?

The selection criteria for our team are attitude, quality and ability. But each character's abilities focus on different things. The master must be a performance master, must have rich practical experience, and be good at analysis and summary skills; the team leader can be a performance master, or a sales backbone who is steady, down-to-earth, and positive; and what the political commissar needs most is absolute loyalty to the team , and there are many ideas and very popular people to be in charge.

In the workplace, each of us has our own role model, and the behavior of role models affects our actions at all times. If you want to increase the cohesion of a team, you must set one or more role models in the team.

Role models can generally be divided into two categories, one is ability-based role models, and the other is attitude-based role models. The person with the best performance on the team is the performance role model for employees. Performance role models can spur employees to achieve sales results and give everyone hope; the person with the best mentality and the most positive energy in the team is the mentality role model for employees. Mentality role models can stabilize employees' mentality and keep everyone in good condition.

How to cultivate role models? I recommend 2 methods to you.

First, the manager personally trains

At that time, my strategy was to personally bring out a few outstanding salespeople and then make them role models. So, I put more experience into building masters, team leaders, and political commissars. I often held meetings, chatted, and communicated with these friends to improve their realm and give them more methods and ideas. It didn’t take long. , the team’s first performance role model came out. Then I went all out to create her aura and use it to stimulate others. Immediately afterwards, the second and third performance role models came out, and the working atmosphere of the team suddenly improved, with everyone vying to be a role model for the team.

Second, attract role models to join

In addition to cultivating role models yourself, you can also look for role models outside. Competitor companies or companies in the same industry have ready-made sales talents. You can use your influence to recruit these talents, conquer them, and let them serve as role models for your team. Of course, this method has advantages and disadvantages. It is indeed quicker to achieve results, but it is also prone to problems with the integration of team members. If you adopt this method, you must pay attention to the integration of new talents and existing team members.

How to make role models play a greater role?

First, resource orientation

Behind a sales star there must be countless people who support him, so you are the most powerful one behind him. At the right time, you can appropriately give the role model some resource support. It is best to allow him to create some sales performance records, which can further stimulate the work enthusiasm of team members.

Second, share more

To help role models develop the habit of sharing, as long as an order is placed, it is necessary to arrange order sharing. Practical dry information skills can not only make everyone more like and share Acceptance can also inspire team members to take action.

Third, public praise

If you want role models to exert greater influence, you must turn them into team stars, business department stars, and even company-wide sales stars. You should seize various public occasions to praise model sales, such as sales commendation meetings, good news emails, and company posters. This can not only stimulate the role model's potential in all aspects and make him full of motivation and energy, but also stimulate the team's sales on a large scale, allowing everyone to see the benefits of being a sales star and be full of motivation.

We have done a lot to promote role models before, such as awarding various trophies and medals to role models, hanging posters in the office area, hanging celebrity posters on the company's bulletin board, and writing columns for them in the internal sales magazine Articles, as well as the production of short videos of celebrity interviews, etc., provide sales with 360-degree, three-dimensional exposure through various methods to expand their influence. It turns out that this method really works.

From ancient times to the present, each of us is easily affected by the environment around us. For example, the well-known story of "Meng's mother moved three times" and famous aphorisms such as "Those who are close to red are red, and those who are close to ink are black". These all illustrate the importance of the surrounding environment. An excellent sales team must have a good working atmosphere, and a poor sales team's working atmosphere must not be much better. So how to create a good working atmosphere?

First, do incentive activities

There are many ways to motivate, such as long-term incentives, short-term incentives, material incentives, honor incentives, etc. If you start talking about tens of thousands of words, you can also introduce them. Without further ado, here we will focus on one of the more effective methods “PK”. PK is a particularly good way to motivate and unite the team. Especially when doing PK externally with other teams, it can increase team cohesion and make it easier to unify everyone's thinking.

What are the common dimensions of PK?

01 Multiplayer PK

That is, multiple people form a team and then conduct PK. For example, internal and external group PK, team PK, regional PK, cross-city PK, etc.

02 Process Data PK

You can PK the process quantities in your work, such as outbound call volume, effective duration, number of intended customers, number of visited customers, etc.

03 Crowd classification PK

You can conduct PK according to the crowd label classification, such as new employees and old employees PK, master and apprentice group PK, sales champions of each department PK, etc.

These PKs can be conducted on a daily, weekly, half-month, full-month, or quarterly basis. At present, many teams do a lot of monthly PK, but rarely do daily PK and weekly PK. In fact, it is completely possible to add daily PK and weekly PK. Weekly PK every three to five can stimulate sales to a certain extent. In Toutiao, what we do most is weekly PK. We do different PK activities, such as balloon tying, lottery draws, group treats, cash distribution, etc. Everyone has a great time, the atmosphere is good, and the effect is good.

What you must pay attention to when doing PK is timely feedback, that is, timely notification of the progress of PK to facilitate sales stimulation. Previously, the company held a big PK event for all employees to sell. In the first few days, the feedback progress was too slow. It took several days to release a performance progress. This resulted in a very slow performance progress in the early stage of PK and did not achieve the effect of stimulating sales at all. After everyone's feedback, we made timely adjustments and changed to announcing the performance rankings every day. Coupled with the sales manager's constant exaggeration, the atmosphere suddenly became brighter.

Second, do meaningful team building

Speaking of team building, the first thing you think of must be dinner parties, KTV singing and other entertainment methods. In fact, there are many kinds of team building. Methods are not limited to entertainment activities. Team building is not only about gathering everyone to play together, but more importantly, it is about enhancing mutual feelings and allowing everyone to show their unique side. It is also an experience for everyone, allowing everyone to gain something that they cannot feel at work. . Meaningful, regular, and innovative team building is of great benefit to uniting the team.

What are the common team themes?

01 Release the Self Theme

If you find that your team members have been under a lot of pressure recently, and many people have encountered a performance bottleneck period or have just completed a difficult task in a sprint, you can arrange it at this time Theme activities to release yourself. For example, activities such as dinner parties, KTV singing, hot spring baths, party hall gatherings, group trips, etc. can be used to release employees' stress and reduce everyone's stress.

02 Motivating Team Theme

If you find that the new employees of the team are not integrated well, the employees are not motivated enough, the power of role models is not strong enough, the team cohesion is not strong enough, etc., then you Motivating team activities can be arranged. For example, activities such as mountain climbing competitions, running competitions, hiking competitions, fun sports meetings, outdoor development training, etc. Such outdoor competitive activities can enhance everyone's fighting enthusiasm and empower everyone.

We have all done these activities and have deep feelings about them. Everyone's enthusiasm is very high after each event. This enthusiasm can last for almost two or three months, and the performance in these months has been very good. However, because such activities consume a lot of physical energy, it is recommended not to hold them frequently.

03 Gratitude Culture Theme

The Gratitude Culture Theme has a very good role in building a grateful team, increasing employees’ sense of belonging, and reducing team turnover. Common theme activities include employee birthday parties, championship group parties, old employee farewell parties, Thanksgiving activities, etc.

In our team culture, there is a culture of gratitude. We hope that employees can learn to be grateful. In daily work, the master helps the apprentice to pursue orders, and the apprentice should be grateful; the team leader helps the team members meet customers, and the team members should be grateful; the political commissar helps everyone improve their work confidence, and the employees should be grateful. After all, no one is obliged to help you for free. If someone lends a helping hand to you, be grateful.

To build a culture of gratitude, managers should take the lead. From the establishment of our team to the present, I have spent my own money to celebrate the birthdays of every team member, and no one has been left behind. I will create surprises for my team members every now and then. I treat every employee sincerely and treat them as brothers and sisters, so the employees are also very good to me. Our relationship is very good. When our relationship is good, the cohesion of the team will naturally improve.

04 Innovative Theme

Innovative theme activities can allow employees to give full play to their personal strengths, provide employees with opportunities to show off their talents, and increase employees’ self-confidence. Moreover, some are surprisingly new, high-end and interesting. High-level team-building activities can also open employees' horizons. Common theme formats include cooking competition parties, departmental evening parties, team self-driving tours, wine tasting at wine estates, fruit orchard picking, and group watching of musicals, etc.

We have held departmental evening parties before, and everyone has given full play to their own strengths. Some are hosts, some sing, some perform skits, some do poetry recitations, and some do food shopping. Through this activity, There are several employees who stood out to us. They usually look very introverted, but when they sing, they are particularly open, wild and powerful.

It was this activity that allowed some employees to gain confidence and shorten the distance between them. Some employees began to take the initiative to ask questions from their masters and team leaders, and their work motivation increased. Before long, the performance of some employees began to improve rapidly.

I have seen many teams having team dinners in December of the year and almost every month. Their employees reported that this kind of dinner has no sense of gathering at all, and the dinner has become a formality. , losing its original meaning. It’s not just dinner parties, no matter what kind of team building, you can’t always do the same thing all year round, you must organize team building in a variety of ways. I don’t know what you have done before, but I believe you must have new ideas after reading this article.

Summary,

If you want to build team cohesion, you must do these three things seriously: build a team, set an example, and create an atmosphere. In the process of doing these three things, you must pay attention to three points: First, keep telling the team’s common vision, whether it is for salary income, career, or growth and improvement; second, constantly stimulate the team’s sense of honor and bring the team to the forefront. Twist into a rope; third, communicate continuously, communicate patiently, sincerely, and attentively with employees. I believe that as long as you start doing it, your team will definitely develop better and stronger.

I am an Internet sales champion coach,

The first person in social selling,

Accompanying performance growth consultant,

LinkedIn columnist ,

Jinwang Lecture Hall helps companies build social sales teams step by step, just for performance growth.