Summary of reasons for sales failure. The sales team will set goals for themselves every month or week or even every day, and encourage the team to work hard to achieve the goals. If you can't reach your goal, you should analyze the reasons in time. Let's take a look at the relevant contents of the summary of the reasons for sales failure, hoping to help everyone.
Summary of reasons for unqualified sales 1
An overview of the reasons why performance is below standard
1, the number of potential customers in hand is small.
(1) I don't know where to open a potential customer;
(2) Who is the potential customer has not been identified;
Because developing potential customers is a time-consuming and labor-intensive job, some salesmen are unwilling to develop potential customers and are only satisfied with dealing with existing customers, which is a suicidal practice. Because now customers often leave you for various reasons,
In this way, if the salesman can't constantly develop new customers to supplement the lost customers, then after 4-7 years, the number of customers in the hands of the salesman will become zero.
Sales management summary: self-confidence is the foundation, and the number of visits will determine.
There are many complaints and excuses.
Salespeople with poor performance often complain and have many excuses. They often attribute the causes of failure to objective aspects, such as conditions, the other party and others, and never review their responsibility for failure from subjective aspects. They often mention complaints and excuses, such as: "This is the wrong policy of our company." Our company's products, quality and terms of trade are not as good as our competitors. "
Sales management summary: no reason, no excuse, just talk about methods!
3. Strong dependence.
Salespeople with poor performance always put forward various requirements for the company, such as raising the basic salary, travel expenses, overtime pay and so on. And often compare with other companies "how high is the company's basic salary" and "how good is the company's welfare". People with this tendency are not qualified to be an excellent salesperson.
Sales management summary: be independent, dare to try and make mistakes, and start again!
4. Have no pride in work.
Excellent salespeople are very proud of their work, and they strive for their business. How can a salesman who lacks self-confidence get good grades?
Sales management summary: Everything I do is worthy of pride, because a little progress every day is success!
5. Don't keep your promise.
Although some salesmen can say good things, their performance is not good. They have a common shortcoming, that is, "breaking promises." I forgot my promise to customers yesterday. The most important thing for a salesman is to pay attention to credit, and the most powerful weapon to gain the trust of customers is to keep promises.
Sales management summary: don't make promises indiscriminately, but do what you say.
6. Give up halfway.
The problem with poor salesmen is that they get discouraged easily. Business is a marathon, and you can't succeed on impulse. Only by giving up the belief of success and pursuing persistently can we achieve our goal.
Sales management summary: adhere to the combination of good methods, the world has its own justice, pay will be rewarded!
7. Not paying enough attention to customers.
The key to sales success lies in whether the salesman can grasp the customer's heart. If he is not good at observing words and deeds, the business will certainly not close. Salespeople should not only understand the subtle psychology of customers, but also take action to choose the right time. This requires knowing the customer's situation like the back of your hand!
Sales management summary: those salespeople who don't care about customers can't grasp and create opportunities. Customers are your parents, how can you not pay attention to them?
Summary of reasons for sales failure II. Review performance that fails to meet standards.
I am the manager of four marketing departments, and I have made a profound review of my unfinished company weekly plan. I hope everyone will take this as a boundary in the future.
The performance of a department depends on the department manager. As a professional manager, you should treat the department like your own children. No matter how difficult it is, you should have the spirit of going forward first when you encounter many problems. The so-called brave, should rush bigger waves, I should stand in front, closer to the front-line staff. There is nothing wrong with employees, and neither is there anything wrong with employees. All the problems are on me. Several serious problems in the department:
1, inertia;
2. executive power;
3. passion;
The above problems show that I control the above defects just like parents take care of their children. If parents don't ask their children about their usual mistakes until there is a problem, then the worst plan is that they will grow up to be a bad boy. This child will never go to college. After the child finally makes a mistake, he will certainly be cruel to his parents in the future. This is the current situation in our department. I failed to strictly monitor every link. Everyone has different outlook on life and values, which leads to different ways of thinking. I think accepting control is a kind of pressure, which leads to one person's failure and affects another person around me. Finally, the whole department was infected with this lazy behavior. In other words, if one person doesn't follow the rules of the game, then others won't follow the rules of the game, which will eventually lead to the failure of the game and the decrease of consistency. So the root of this problem is that my control over it is not strict and agile enough.
Management should start from itself and set an example. Managers and employees get along day and night, forming a particularly close relationship. In the eyes of employees, the image of managers is extremely noble. They observe the closest people most carefully, and they are willing to follow the manager's every move. The good impression left by excellent leaders can be a monument to employees' life. On the contrary, if a leader's words and deeds are inconsistent, or his actual actions are inconsistent with the requirements for employees, it will not only affect his performance, but also leave a shadow of duplicity in the hearts of employees. It can be seen that the leader's role model is an important factor affecting the quality of team management. I think I should set an example for employees in my work practice, so that employees can truly believe and trust you. The manager must stick to his exemplary behavior.
For example, in daily work, we should be strict with ourselves, leave at the earliest and at the latest, stick to our posts, work hard, study diligently, keep pace with the times, and cultivate employees' interest in learning and enterprising atmosphere and culture through their own good deeds.
Individual role models in the team should play a leading role.
1, leading the team's struggle. A good team should have a collective goal and form a strong team cohesion. Therefore, in team management, I put forward the slogan "department honor is above everything else, team honor is my honor, team shame is my shame", so that every employee can understand the great role of a good group in their healthy growth. In specific work, we should pay attention to giving full play to the power of role models, and strive to train outstanding employees to become the backbone of team management, so that they can lead the whole team to study hard, work hard, unite and forge ahead, and jointly achieve the goal of creating an excellent team.
2. Where are the examples of cultivating good team work style? In fact, the example is around us. Numerous facts have proved that the role models around employees are more educational. The key is to be good at discovering and cultivating carefully. The atmosphere and culture of a team have the function of restraining, infecting, edifying and inspiring every member of the team. I deeply understand that the employees in the growth stage are his initial stage, and forming a good team atmosphere is the premise to ensure the smooth development of employee management. Through careful observation and in-depth understanding, I strive to find good role models at all levels and in all aspects of the team, and strive to produce "new role models" by learning from them, thus bringing about a good edifying effect of "letting a hundred flowers blossom" and calling on all employees to learn from the role models around me. Through the role models around us, let everyone check and correct themselves, so as to standardize their words and deeds and promote the formation of team culture.