Faced with a huge sales team, training often falls into the trap of "blindness, chaos and tiredness" and finally "annoys". As the training department of the company headquarters, it is often not possible for one person or several people to achieve the goal. In my opinion, to do a good job in the training of sales system, we should start from the following aspects:

First, do a good job in demand investigation and current situation analysis:

Why should we put this work in the first place? Because only by grasping the demand and understanding the implementation situation can we understand the shortcomings of our work and put forward targeted solutions to avoid blindness. You can cooperate with various sales management departments to make demand questionnaires, which are detailed and clear, determine the training direction in the choice of questions, reduce the probability of complaining about the answers to questions, and guide them in a direction conducive to training. The following explains how to conduct demand investigation and analysis by comparing problems, such as:

Question 1: Do you think the training implementation at this stage can meet your personal development needs?

In fact, this kind of problem is not to the point. It can be said that asking questions is also a waste of time, and basically everyone knows the answer. I believe most people will answer "no" because everyone's needs are endless and will never be met. Therefore, we should ask the following questions:

Question 1: What do you think you need to study further for your personal development and work? (List options)

Through different choices of different interviewees, we can really understand where their needs are now. Formulate corresponding training guidance methods in a targeted manner.

An important quality of training practitioners is to be good at self-criticism, analysis and summary. After understanding the demand, they analyze and compare the work done by the training department at this stage, find the shortcomings, find the problems, find the reasons and find the methods. At the same time, the demand, current situation, reasons and solutions are analyzed in a list. For example:

Second, recognize the positioning of the training department.

Many problems are caused by the unclear positioning of the training department. Where is the headquarters training department for the sales team of nearly a thousand people? We say that the orientation of the training department should be inspector, analyst, lecturer and dispatcher. What do you mean? In other words:

Inspector: Introduce the training assessment mechanism, formulate the training summary report, submit it on a monthly basis, grasp the implementation of the first-line training in sales, evaluate the implementation of the training at the beginning of next month, select three grades: good, medium and poor, and announce them to the whole company.

Analyst: Find the reasons from the statements and interview results, guide the implementation of training in a targeted manner, and ask more "why".

Instructor: According to telephone survey and interview, cooperate with other departments to give guidance in monthly training performance appraisal, and individual regions can communicate by telephone. At the same time, according to the company's development strategy, set the training direction and guide the training implementation of the sales system.

Dispatcher: (1) Introduce excellent external training resources, do a good job when training funds allow, and don't blindly follow suit. After all, training is also a kind of venture capital, and you need to analyze the "return on investment" before making a decision. If possible, it is best to cooperate with relevant departments for audition. The main purpose of this is to change the understanding of sales system training, realize the importance of training, and better cooperate with the work of training departments. (2) Absorb excellent cases and training resources inside and outside the company, or share the experience of direct competitors, organize them into books and publish them regularly.

Third, pay attention to upward communication.

In the process of work, we should pay attention to communication from top to bottom, especially upward communication. Many training management departments lack communication with senior leaders and grasp the problems insufficiently, so the training work becomes "I guess, I guess, I guess". Lead to blindness in work. Strengthening upward communication will help you understand the company's current development strategy, implement the plan, and grasp the needs of superior leaders at this stage. Only in this way can your training work be supported and you can avoid detours. In fact, many enterprises have developed to a certain scale, and the company leaders themselves have the ability to grasp and analyze problems, and the training department is the department that specifically meets the requirements of leaders in personnel training. Therefore, only by fully communicating with each other can we better implement the work according to the development of the enterprise.

Fourth, grasp examples and build models.

The role of example is enormous. Learning from Lei Feng and Dong Cunrui played a great role in the growth of generations in the early days of liberation. Training also needs to set an example and form a healthy competition mechanism. Therefore, the training department should be good at finding typical examples, looking for role models, focusing on publicity after finding typical examples, and gradually popularizing experience. Atypical, in the case of limited manpower, focus on supporting potential provinces or regions, give more training support, and emphasize the practicality of training, and conduct a complete training effect evaluation, including sales comparison before and after training, team atmosphere comparison and so on. And then spread it to the whole country. Through the comparison of sales performance before and after, let other provinces or regions realize the importance of training, adjust their mentality and realize the necessity of strengthening training. The implementation of this step needs to fully communicate with the person in charge of the province and get the support of the company.

In short, in the case of fewer personnel in the training department, to do a good job in the training of the sales system, as long as we grasp the following points in our work, we can achieve good results:

1, recognize yourself and find the right person.

2. communicate, communicate, and then communicate.

3, grasp the typical, set an example, to point to area.

4. Like selling products, improve the recognition of "customers" on the efficacy of "products".