How much is the monthly salary of the salesperson in the maternal and infant store?

The salary of salespersons in maternal and infant stores ranges from1500-3,500 yuan, mainly based on the basic salary+commission model and single product sales incentives. The basic salary depends on the local economic situation.

Wage setting in maternal and infant stores: general principles

When determining the employee's salary, the store should consider the specific situation of the store, and measure the relationship between the basic salary and the commission by the method of reverse calculation of the results. If the shopping guide thinks that it is satisfied to get 2,500 yuan a month, then it can be assumed that the basic salary 1000 yuan, the commission and various rewards should reach 1500 yuan. If the monthly sales performance is 50,000 yuan, which is 2%, it is 1 10,000 yuan; Plus VIP handling, designated sales, store dividends and other concessions can reach 500 yuan. Then the total personal income for that month is 2500 yuan.

Using the result feedback method to determine employees' wages can not only satisfy employees, but also maintain the stability of employees, and at the same time, it can better calculate the expense profit rate of stores.

Eight salary incentive models of baby shop

Salary incentive mode 1: fixed commission system

That is to say, according to the fixed sales, the bonus commission is carried out. If the monthly commission is 0% of 65438+ sales, then if the monthly sales reach 65438+ million, then the commission bonus for this month is 1000 yuan.

This is a simple and widely applicable salary model, which is suitable for first-class or stable stores, and several different models can also be derived.

For example, in order to maintain the stability of personnel, we can adopt the method of high basic salary and low commission; In order to stimulate the enthusiasm of employees, low basic salary and high commission can be adopted; In order to maintain the stability and cooperation of the whole team, the team can make commission together; Can also be based on personal sales performance commission, survival of the fittest, to maintain the combat effectiveness of personnel.

Salary incentive mode 2: commission ladder system

The sales volume to be completed is divided into several steps, and different steps adopt different commission methods. This commission method can also be divided into two forms: calculated by absolute sales or calculated by the percentage of sales target completion.

In terms of absolute sales volume, for example, the sales volume is divided into three steps, and within 50,000, there is no commission; Sales reached 50,000, a year-on-year increase of1%; Sales reached 654.38 million, an increase of 2%.

According to the degree of completion of the sales target, it is less than 60%, and there is no commission; 60%-80%, commission1%; 80%- 100%, commission1.5%; If it exceeds 100%, the commission will be 2%.

The commission ladder system can make employees more clear about their sales goals at each stage, encourage employees to constantly hit higher goals and reach the set highest goals step by step, so as to achieve more achievements. This kind of incentive constitutes a store suitable for growth and competition.

Salary Incentive Mode 3: Multi-objective System

That is, in the monthly assessment, several goals are set, and each goal will be rewarded. You can set sales target, average customer unit price target, specified style sales target, promotion sales target, growth rate target, sales refresh target, profit target, etc.

Stores can plan the specific work content of employees every month according to the setting of various goals, and refine the direction of efforts in that month. When all or most of the goals are achieved, the overall sales target of the store can be well achieved. At the same time, employees can clearly see their monthly income expectations, so as to determine the goals and work content. When the multi-objective system is implemented, according to the personal judgment of the store operators, the corresponding reward ratio can be increased according to the most important or urgently needed project indicators.

This kind of incentive method can be used in conjunction with other salary incentive methods to play the role of personalized incentive.

Salary incentive mode 4: bonus cycle system

That is, according to the daily, weekly, monthly, quarterly and annual sales targets, rewards are set in different periods. When the daily sales amount reaches 65,438+0,000, extra rewards can be given, so that employees can have a clear sales target when they go to work every day and know how much effort they should make every day, which will make them more motivated. Rewards of several different periods can be used at the same time. For example, if you complete the weekly sales target, you can complete the monthly sales target at the same time as the weekly reward, and then get the monthly reward.

The bonus cycle system can be used in special periods, such as the "opening week goal completion reward" in the "opening period", to encourage employees' enthusiasm for work, build brand confidence and loyalty, and effectively increase the influence of stores; "Golden Week" designed the highest customer unit price award to reward employees who create big customers, such as: during the National Day, employees who can create the highest customer unit price with XX brand milk powder, or employees with the highest sales volume, and rewarded XX yuan, and so on.

Salary incentive mode 5: annual salary guarantee system

Generally speaking, it is aimed at store managers or long-term stable outstanding employees, that is, how many rewards employees can get at least every year and how much the minimum income can reach. The annual salary guarantee system can help excellent employees find a sense of security, give up the plan of job-hopping and exploring unknown fields, cooperate with the reward system on the basis of guarantee, and let employees attack new goals, thus ensuring the stability of employees, reducing the turnover rate and ensuring the enthusiasm of employees.

Salary Incentive Mode 6: Profit Sharing System

That is, the operating profit will be distributed according to a certain proportion, with much higher profit and less low profit. Generally, this method is suitable for store managers, which is conducive to stimulating the enthusiasm of store managers. If the profits of some stores are not easy to calculate, dividends can be calculated directly according to the turnover. The profit sharing system can make employees pay more attention to the net profit of the store, and consider the increase of sales while considering the expenditure.

Salary Incentive Mode 7: Contract Management System

That is, the store manager contracts the store and is responsible for the operation of the store after paying a certain fee. In this way, it is much easier for the shopkeeper to sit and collect the rent without worrying about managing the shop. The store manager will take greater risks, of course, give him more hope, stimulate the enthusiasm of the store manager, give full play to the talents of the store manager and create higher performance. This method is more suitable for competent and ambitious store managers.

But it should be emphasized that this method is also risky for the boss. Once the manager's business is bad, the boss will take back the store the next year and be responsible for its own profits and losses. But the brand is dead and it is difficult to bring it back to life. Therefore, it is very important to examine the personality and ability of managers.

Salary incentive model 8: joint-stock cooperative system

That is to say, the store is evaluated and priced, and the store manager or clerk allocates a certain amount of funds in proportion to obtain part of the shares of the store and the right to share profits. If the store price is 1 10,000, and the manager contributes 1 10,000, he can hold 10% of the shares and get regular dividends and other rewards.

At the same time, it can also reduce the difficulty of employee investment. Employees only pay part of the funds, such as 50,000 yuan, and the remaining funds are deducted from the monthly salary and bonus until the total contribution reaches 6,543,800 yuan. Joint-stock cooperative system can retain talents for stores and stimulate the enthusiasm of employees.