When we train new people, training and teaching are two indispensable parts. We must pay attention to the difference between training and teaching. Training and teaching complement each other. Training refers to practice. The language communication ability of salespeople, the memory training of product knowledge, and the basic training of production and R&D personnel all need some practical exercises. Not setting training tasks for newcomers will seriously affect their hands-on and independent ability. Please pay attention to this.

Teaching is divided into probation teaching and practice teaching. Under normal circumstances, let the newcomers enter the probation teaching first, that is, the superiors do it and the newcomers watch it; Then arrange the newcomers to practice the key links, and then enter the internship teaching, that is, the newcomers do it and the superiors watch it, and comment and correct the newcomers' exercises. Then, the supervisor and the newcomer enter a new cycle, which will make the newcomer grow up quickly and become independent as soon as possible.

Let me talk about the misunderstandings that supervisors are prone to when teaching new people. When teaching new people, many supervisors like to deal with customers according to their own habits, hoping that they will be proud of their success in teaching once. It seems like this, so that the supervisor can establish prestige in the hearts of new people and make them more motivated to learn. But in many cases, this is not always the case. When the supervisor successfully clinches a deal with the customer again and again and wins the business, don't forget that the supervisor is definitely better than the newcomer. The greater the ability gap, the newcomer will doubt whether he is suitable for the job. Resignation is common. If the supervisor will also face failure, it will leave the newcomer with the idea that sales must be persistent. The teaching content must be trained on the basis of the newcomers' mastery of skills.

When the supervisor teaches a new person to work in a specific field, don't say, "You've seen it, I have other things to do first." It is recommended that the supervisor teach the whole process, otherwise it will easily make the newcomers feel entangled. In the process of teaching, the supervisor's behavior in front of new people is either positive or negative.

Cultivating new people is also an important way to appreciate the value of sales executives. Correct teaching can bring more hope and encouragement to the career development of newcomers.

The above contents are for reference!