Shopping Guide Has Committed A Mistake. What Should Store Manager Pay Attention To When Criticizing?

Amy, a shopping guide, was annoyed by the unreasonable demands of the customers when he received the customer in the morning. When he did not control his emotions and quarrelled with the customers, it happened that the inspector came to inspect the shop at the moment. He could not help but scold Amy severely. He was very upset with Amy. He was angry and even had a dispute with a customer. The supervisor was also very annoyed. The heart said, how did he become more and more critical?

The first one is to teach the salesperson in the store a good lesson on the spot, regardless of the occasion, regardless of whether there are other customers and other employees. The last batch of salesmen is unhappy. They feel unhappy for a few days. The mood of their work is greatly affected. There is no good mood, and there is a good attitude to do sales. The second managers find that the wrong behavior of the shopping guide is not corrected at the time of the shop inspection. The manager does not see it. The manager is worried that it is difficult to recruit people now, and is afraid that the buyer is too demanding.

In fact, the two methods are not very appropriate, the first is easy to hurt the self-esteem of employees; the second is to connive employees, so that incorrect behavior has not been corrected in time, and continue to be wrong again.

For the daily work behavior of the terminal shopping guide, each company has a corresponding system, has the relevant audit standards, how to regulate the work behavior of employees, conduct a unified inspection of the standards, publish the results regularly, and make corresponding punishment rewards. However, I would like to remind you that supervisors and shop assistants should pay attention to the following points when criticizing staff at the scene when they find that the guide does not demonstrate operation or terminal display according to company requirements.

1, managers themselves Concept recognition To correct and criticize is not the ultimate goal. Criticism is only a way to manage employees. Our ultimate goal is to let employees change their incorrect behavior and perform according to company standards.

2, want to staff When criticizing, consider whether the severity of what you say can be withheld.

3, when we criticize the correction of employees' errors, do employees realize that they have made a mistake, and self recognition is the most friendly beginning of criticizing speech.

4. Let's start. criticism When we first affirm the post criticism, we will minimize the harm.

5, when we begin to criticize them, can we face them with smiles, not necessarily evil spirits. Our aim is to enable our employees to accept our guidance and not to disrupt their mood at work.

6, pay attention to criticizing the staff at the scene, and see if there are customers around. When the stranger is present, try not to criticize the people directly, but the employees must also face. Record well and criticize education privately.

7, whether we can do first, remind, warn and criticize these three steps in the process of criticizing, it is the consensus of all of us. I think when we check the employees' work behavior, if we can do this three steps, we can criticize and punish the employees again. At least, I want to minimize the resentment caused by the staff's criticism or punishment.

8, when we criticize our employees, do we have to talk about matters, not personal attacks and language with insulting personality?

Whether it is Qin Shihuang's tyranny management or Hitler's dictatorship, when we criticize the employees, the ultimate goal is to hope that the staff can perform the company's standards. When we criticize, we'd better not hurt (feelings), do you do all the above criticisms and notices?