How to manage their own Promoters-.docVIP

 PAGE \* MERGEFORMAT 4 How to manage their own Promoters? As market competition further intensified, the major manufacturers began the battle end markets, such as end-packaging, end promotional ... ... of course, at this time, Promoters of this position have begun to gradually be familiar. It is undeniable that promoters in the fierce competition indeed for enterprises to create a great benefit, can be called a credit to Mozambique. However, with promoters, this powerful group, we, as managers, also faced with how to manage such a new topic. Most of them are just the beginning of a graduate, high school graduates or secondary school graduates, but to work in order to survive, few goals and personal career development planning; and with the increasingly fierce market competition, many companies have also seen terminal promotional benefits, want to rob the cup soup, resulting in Promoters tension, so that promoters lost their original sense of urgency, a lot of businesses to spend big money to hire the promoters, but not create it to be Some values, to lose the original meaning of the promoters, resulting in frequent replacement Promoters situation. So, how should we effectively manage our Promoters do? My suggestion is: The concept that guides them! In fact, the majority of companies now use their own business philosophy, corporate culture to attract talent. But for promoters who does not seem to very much effect. In fact, this should be able to anticipate, and for the high-level talent, they valued the company’s employment mechanism, corporate culture, enterprise development strategies, business plans, etc. Recently, however, promoters, the women most concerned about is How much salary and what time of issuance, care does not care owed wages, etc., they do not care how kind of company, company profit and loss, the company strategy. This is why we have to think the idea: even if we do not sell products are not royalty, as well as the minimum wage does, why then