In many businesses, sales management is a headache for the head of the company. The human factor is extremely difficult to control, but this is exactly what must happen if ambitious goals are set in a stagnant footwear and accessories market. Therefore, the practical experience and specific positive results that certain companies have achieved are very interesting. In this article, a regular author and SR expert, Evgeny Danchev, shares cases from his practice of consulting retail stores.
business coach, consultant, expert in increasing sales of the fashion market. Author of the book "A Practical Guide to Increasing Sales of Shoes and Accessories". Author of sales scripts "60 responses to customer objections in a retail shoe store" and "Standards for retail shoe sales." Creator of an online school for fashion market leaders.
@evgenydanchev, www.wconsulting.su
CASE # 1
The owner of a chain of shoe retail stores approached for advice with a request to increase sales and profits, since the question of closing the entire chain of stores was already seriously considered. Before giving practical advice, I always visit retail stores and observe the work of sales staff. The most indicative is the largest store in terms of sales area and turnover. Together with me, the director of the company and the director of sales came to the retail store.
To begin with, without entering the store for several minutes, I watched the work of employees. One sales assistant and a store manager were behind the checkout area and carefully looked at their mobile phones. Two other sellers left the trading floor and were in the warehouse. In fact, for several minutes, none of the employees worked with potential buyers who at that moment were in the hall and chose shoes. Of course, it was possible to approach the store manager and make claims against him, or give him a “public flogging”. But in this case, his motivation for further work would be extremely low. Instead, we asked the store manager to gather all the sellers for 3 minutes and announced to them that we ask them to find shoes in the warehouse as quickly as possible and return to the sales floor, approach potential buyers themselves and establish contact with them.
For sellers to understand their ineffective strategies, it was necessary to create conditions under which they would have to work differently, making the most of all the resources available to them. The head of the company decided that he, the sales director and a business consultant would be on the trading floor until the very evening. And until 18-00 we really watched the work of the sales staff, leaving only for lunch. Thus, we controlled every action of the sellers, moreover, if there were not enough of them for all the buyers, we performed their functions.
At 18-00, summing up the results of the working day, having looked at the sales statistics for the day in the 1C program and comparing it with the results of the previous weekend, the company's managers were very surprised by the contrast of indicators. It turned out that the conversion increased from an average of 6,5% for Saturday to 10,7%. In percentage terms, the increase in conversion was + 65%! The sales director personally sold 7 pairs of shoes during his time on the sales floor. And if he had not been on the trading floor that day, then these sales would not have happened at all. After looking at weekend conversion statistics for several months, I did not find a single day when the rate even came close to 10%. The maximum conversion was at the level of 8-8,5%.
How can such results be explained if no changes were made to the product, visual merchandising, personnel? It turns out that if people create conditions at work under which they will not be able to do anything extra, and will only perform their immediate duties, their efficiency will become much higher. It turns out that the internal work strategies of employees, which are under the full control of the company, largely determine the final result.
What conclusions can be drawn from this case? The conclusions are as follows:
CASE # 2
Introducing new schemes for non-material incentives, a shoe sales company conducted an experiment. In one of the retailers' stores, salespeople had their one working day shorter by 3 hours. In their absence, the following team worked for them in the store: commercial director, store administrator, office manager.
When their three-hour day was over, they took a picture together, against an A4 sheet of paper. The following indicators were indicated on it:
For comparison: the average check in the store at that time was 3 rubles, the conversion rate was about 900%, and the number of items in one check was 6.
How did a team of managers who don’t work with shoes every day manage to achieve such phenomenal results? The average check has grown by more than 50%, and the number of goods in one check has doubled. This case shows the real potential for sales growth for each sales assistant.
There were no external favorable factors that could affect the result. The traffic of buyers was no more, and no one made additional discounts for buyers. It's just that managers worked as efficiently as possible with each potential buyer who entered the trading floor. After the buyer agreed to the first purchase, he was necessarily offered to purchase additional goods. As a result, almost all checks punched at the checkout during these three hours had two or three headings. And one check had four positions.
What conclusions can be drawn from this case? The conclusions are as follows:
General conclusions and recommendations for two cases
I recommend that directors of trading companies spend at least one day a month completely in their retail stores. Pay attention to the observance of sales standards by your salespeople, since each of the employees has a great potential for sales growth, but due to personal and psychological factors, they do not use it. Yes, at the limit of their capabilities, people cannot constantly work at a long distance. But almost everyone can reach a new level of sales and add 20-25%. It is only necessary to suggest from the outside what a particular seller lacks in order to realize his potential. For some, praise and feedback are important, for others, the right sales strategies and techniques. Someone lacks internal motivation, which means that the company and the immediate supervisor should provide it.
Always remember this rule: if one person knows how to do something well, it means that others can do it, you just need to find out how and through what correct actions he can do it.
And the last thing: without your constant monitoring of sales indicators, you will not be able to build an effective management system. Salespeople will only pay attention to digital metrics if they can see that it is important to the manager. Yes, this is a routine, yes, their daily analysis can be boring, but the viability of your business will depend on their growth.
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