How to build an e-commerce team?Building a cross-border e-commerce team successful case plan ideas

How to build a successfulE-commerceTeam, from 200 million to 500 million a year?

The following is a factory owner's successful and unsuccessful experience in building a cross-border e-commerce team from 200 million to 500 million a year:

Talk about team building:

• Although I doself-mediaI was alone, but I also had some experience in team building, which helped me through the wonderful 7 years;
• This year (2020) also encountered setbacks, which allowed me to see human nature and seriously reflect on my own shortcomings.
• Every enterprise has its own team, big or small, with more or less people, some are very effective, some are like a mess of sand, and they are not as good as the boss alone.

So what elements should an excellent cross-border e-commerce team have?What are the aspects of cross-border e-commerce team building?

In the past, I always wrote about my successes, but now I combine these setbacks and summarize it, which is suitable for teams of foreign trade companies and cross-border e-commerce companies.

XNUMX. How to build a cross-border e-commerce team?

The selection of materials is the most important. The selection of materials is the foundation of the team. If the foundation is not good, the building cannot be built.

Recruiting people is better than lacking, my standard is: foreigners, poor conditions, decent character, don't be too stupid.There is no problem with ambition, but the foundation is weak. It is better to start a business by yourself than to win with you.

Try not to recruit local urbanites, because the locals have houses, and they have no worries about food and clothing. If they are not careful, they will be demolished. After the demolition, they will become "walking dead" (don't take the joke seriously). If you can hire hard-working locals, then Sooner or later, you will be able to stand on your own. You can also cooperate with him, but don't expect him to work for a long time.

Don't recruit people with bad character. The lessons learned from blood and tears have been summed up many times. It is embodied in the lack of bottom line in doing things, the extreme selfishness, and the lack of discussion.

As a foreign trade clerk, I can either recruit graduates with a blank sheet of paper for rapid training and growth, or recruit those with experience in the industry.I generally don't consider those who have worked for several years but are not from the industry, because they have formed their own work habits and let them re-adapt across lines of work.

For e-commerce operation, I must have recruited more than 2 years of experience in Tmall, and then ask him some questions to see if he has data and cost thinking, visual and marketing thinking, such as the previous store through train,Tao KeProportion, store sales rate, and how to communicate with artists.

XNUMX. Trial period for cross-border e-commerce team members

The probation period is very important, 1-3 months before signing the contract.

There is a threshold for me to recruit people. Many people have good-looking resumes. They only know if a mule or a horse has to slip by.So I focus on a few points in these three months:

Positivity and inertia, arrange more work for him, so as to fully observe the enthusiasm and execution.Said whether to do it right away or delay it for a while.

For work skills, product knowledge, it doesn't matter if the basics are poor, to see if he will take the initiative to learn, we will arrange some small training during the probationary period, such as sending him to the factory for a week, or give him some small materials, and then test him later.Is he active learning or passive learning through this observation?

It is a pity that most young people are unwilling to take the initiative to study, it is almost thirty-seven!

When you find that someone is willing to take the initiative to learn, and smoothly enter the next round, character inspection.

In fact, the character inspection is relatively simple. Just check if he has a bottom line. Everyone should pay attention that the "character" here does not refer to loyalty. The relationship between the company and the employee is an employment relationship, not a bull or a horse for you. He is a solid and flowing soldier, he does not need to be very loyal, but he needs to be honest.

During the interview, you will ask him some general questions, such as work experience and the like, and during the probationary period, you can find out whether he has lied or exaggerated, which is very easy to see a person's character.

Usually you can use some small money to test whether a person is greedy. I have a way to let him do some small purchases, such as going to the digital market of the electromechanical market to buy some small accessories. The owner will ask if he wants to raise the invoice. This is a tester You can find the store to compare according to his reimbursement price. Generally, factory employees will charge a small rebate. I turn a blind eye, but the company's business team, if it can't stand the test, Such a person cannot stay.This is my lesson.

XNUMX. What are the aspects of cross-border e-commerce team training?

Through the trial period, we entered formal training. Many small companies do not pay attention to the training of e-commerce teams. This is a very serious problem. You can have no HR, but you cannot do without training, otherwise you will delay yourself and others.

The purpose of cross-border e-commerce training has the following four aspects:

1. master a skill
2. into the collective
3. Efficiency comes first
4. value output

The most important thing is 2 and 3. Regardless of foreign trade business or e-commerce, you need to cooperate. You can't fight alone. Even if you recruit very powerful talents, if he can't integrate, it will be a failure.Make sure he turns "me" into "us".

Inefficiency is not enough. The purpose of your training is to build a team and liberate the boss. A team where the boss participates in everything is definitely not efficient.

As for values, many young people now reject corporate values, but at least we must achieve the same goal.For example: make money together, share money.

XNUMX. Budget plan for small company e-commerce team building

excitation:

This is the core of the team's combat effectiveness. This is what I learned from Ali Tiejun. Although it is not comparable to a small companyMa Yun, but at least you can make a fuss about the commission ratio.

I have tested it, I work hard to do business alone, 2000 million a year, profit 200 million, I hire 10 salesmen, even if they are half as capable as me, do 1000 million a year, earn 500 million, I will be divided He has 500 million, I still have XNUMX million, and I am even more relaxed. Because of the large volume, I have more right to speak on the supplier's side.

In addition to personal incentives, there are also team incentives. The purpose is to let everyone collaborate instead of taking care of themselves. The strength of team incentives is also cash-based. In the past, incentive travel was not very effective.

Now basically set a target sales, achieve additional rewards later, and then divide the money within the team.

The sales target is a step-by-step growth, but this year (2020) due to the epidemic, there were no orders in the first half of the year and the second half of the year, which could not be implemented, so it was temporarily cancelled.

In the past, I completely relied on this kind of monetary incentive to achieve rapid growth for 7 years. Generally speaking, 20-30% of the actual foreign trade profit is rewarded to employees (excluding exhibition rent), and e-commerce is rewarded with 1-3% of sales.This is far above the industry average.I have written all of them, so I won't repeat them here.

However, it was later discovered that there were problems. First of all, some people had good family conditions and no longer pursued pure monetary stimulation. Second, young people no longer only valued money, but more valued the working atmosphere.If you're not happy, you won't do any more money.So this year, I started to make some humanized changes, canceling some slogans and PK systems.

XNUMX. Game rules and ideas for cross-border e-commerce team building

It can be said to be a business model, which is divided into internal and external.

As for the internal team, our small company prefers to use the assembly line as an analogy to the rules of the game. Everyone has a good time and shares money together.Bad rules of the game, everyone is lazy, shirks, and kicks the ball.

In fact, the purpose of the rules of the game is to improve the efficiency of the team and form an assembly line, which requires a clear division of labor, putting in flour and out bread.This point can refer to many young companies now, such as Amazon, short video companies, e-commerce agency operating companies, which are completely assembly-line production, just like shoes made in my factory.

Every non-manufacturing boss should also form an assembly line in his head (or make a mind map of the company's business model to simplify the complexity).

You can only do one part of it at most, or simply don't participate.Don't get involved in everything, it's absolutely inefficient.I have shared the assembly line of my company, you can search it.

XNUMX. Cross-border e-commerce team building needs to pay attention to discipline

There are no rules and no rules, but nowadays young people don’t like to be restrained, which is very contradictory, so now my new system will increase the humanization, and pursue results-oriented and relax other restrictions.

For example, in terms of attendance, I will consider some family reasons for difficult employees, and at the same time be humane and make good rules, so as not to get out of control.

XNUMX. Cross-border e-commerce team building and management model

The essentialpersonTo hold on.

For example: foreign tradeWeb Promotionsales team leader,Internet marketingOperations director, personnel, these must be confidants.

Bosses cannot cover everything, so core employees must be able to report problems in a timely manner, instead of reporting good news and not reporting bad news.

This is my lesson this year. There are office politics in the company, and no one told me that I realized it later, which eventually led to the loss of infighting personnel.

Kindness does not hold the army:

The management system can be humanized, but as a manager, if you are too good at speaking, others will gain an inch, and must be decisive.

Otherwise, don't do management, donew mediaWell, just take care of yourself.