Experience sharing: how to devote yourself to work after the holiday

Zheng Zhiping: After the long holiday, many marketing partners are still immersed in the festive atmosphere and habits, which may not keep up with the post-holiday life and work rhythm. They don't pay attention at work, they tend to be distracted when visiting customers, or they are slow to hit others, or they are not in the "state". In order to prevent the possible phenomena of "people are not in place" or "people are not in mind" and "post-holiday syndrome", I mainly promote the rapid growth of business from the following aspects. 1. innovate at the morning meeting. I often hear the supervisor or partner complain that the morning meeting is not held well or not. If you don't inject fresh blood into the morning meeting in time, every morning meeting will be the same, and it will be difficult to arouse the interest of business partners. Therefore, the morning meeting management should be colorful in content and refreshing in form. After the festival, most partners are immersed in the festive atmosphere. Therefore, the morning meeting can mainly focus on "happiness". For example, in the morning meeting, the lucky draw is arranged, and the prizes are not so expensive, so everyone is happy; The morning meeting was interspersed with performances, mainly to create a relaxed and pleasant atmosphere. 2. Tracking is more intensive. After the holiday, most customers also started to work. At this time, partners can contact customers mainly through SMS, telephone greetings and other ways to maintain a good interactive relationship with customers. 4. Create a marketing atmosphere. Mainly through the daily performance broadcast, the continuous sharing of singles at the morning meeting, etc. Create a marketing atmosphere. For example, we can have a wide discussion among business partners on "the enlightenment of holiday economy to insurance marketing", "how to spend the Spring Festival holiday" and "what marketers should pay attention to before and after the Spring Festival". In the process of discussion, supervisors at all levels should organize and guide a little, try their best to take all partners' eyes back from the long vacation, reunite the hearts of all partners, and revive the sales morale and enthusiasm of the team. 5. Enhance industry confidence. After a holiday, many people, especially those who have just entered the industry, have not fully understood the industry and are likely to shake their confidence in the industry after the long holiday. Therefore, it is necessary to convey some industry information in the team after the holiday, so that partners can understand the development prospects of the insurance industry, thus enhancing their confidence in the industry. Meng: People from all walks of life who go to work after the holiday have a certain adaptation period, and so does insurance marketing. Therefore, it is very important to do a good job of collecting the heart after the holiday, because it will determine the work progress of the month or even the first quarter. As a supervisor, I have been engaged in life insurance marketing for 8 years, and I have summarized some experiences of quickly entering the working state and increasing staff after the holiday, and I would like to share them with you. First, set a transition period. It is necessary to give your partner a buffer time when you just start working after the holiday. Therefore, you can set a buffer period for business partners to resume work. This transition period is preferably 4-5 days. For example, on the first day of work, I can talk to you about the Spring Festival at the morning meeting, but the next day I will start to implement the work step by step. Second, hold a heart-warming meeting. It is very important to have a knot meeting within one week after the festival, which is a dividing line for partners to work after the festival. It is best to arrange some work plans for the whole year. I will organize my team members to fill out a "wish card", set family goals and work goals for one year, put them in a box, and then open the test results at the end of the year to give them a sense of purpose and responsibility. Third, create a new atmosphere for the morning meeting. After the long vacation, some people are still intoxicated with "holiday atmosphere and holiday habits". For example, the habit of staying up late will not be changed for a while, and the attendance rate at the morning meeting will also drop. Therefore, it is necessary to arrange early meetings with novel forms and rich contents to attract business partners. Meng: After the Spring Festival, it is still a good month. Generally speaking, we have just passed the peak of performance. After the holiday, more energy will be put into the work of increasing staff. As the saying goes, "A year's plan lies in spring". After the Spring Festival, many people will have the idea of choosing a job or re-choosing a job, so this is also the best time to increase the number of employees. Objectively speaking, on the one hand, people re-examine their careers and seek new development; On the other hand, frequent visits by relatives and friends virtually increase the contact frequency between the team and prospective recruits. Subjectively speaking, the holiday is also the time for the company to "make a good start". At this time, recruiting talents is a good way to win "popularity and wealth" in the new year. At the same time, with the help of the "new forces", it is bound to boost morale and improve performance. Years of experience show that during this period, the retention rate of new staff is the highest in the team. Zheng Zhiping: After the Spring Festival, it is the best time to increase staff in a year. From a social point of view, people generally start looking for jobs and changing jobs at this time. So you can go to the talent market in your city and give some seminars on recruitment (what we usually call creative lectures), and the other party is likely to be interested. You can also find street offices or neighborhood committees, because solving employment is also part of their work. From the company's point of view, the company's annual organizational plan has basically come out at this time. You can sort out the company's recruitment policies and incentive plans, print a book and send it to marketing partners to attract the attention of every marketing partner. From the point of view of marketers, increasing staff is one of the channels for promotion of marketers and one of the standards for measuring performance. At the beginning of the new year, each partner should plan the work for the whole year. At this time, it is necessary to remind partners to include the increase in personnel in the annual plan, so that marketers can know fairly well. Meng: To do a good job in increasing staff, we should be regular, long-term and effective. Team development is the foundation of our long-term development in this industry. The root of team development is to increase staff, and the team should always run through three words in the work of increasing staff. Chang: It means to increase the number of employees normally and insist on increasing the number of employees. On the one hand, through pre-conference publicity, skills training, career planning, model sharing and other forms, the concept of organizational development route of business teams is implemented to enhance the subjective development willingness of business partners; On the other hand, through regular seminars, media publicity, distribution of promotional materials and other channels, prospective employees can understand the prospects and future of the life insurance industry and enhance their willingness to join. Only by taking a two-pronged approach can we attract more outstanding talents to become business partners fighting side by side. On the one hand, recruitment should be carried out for a long time, even in the first month of business growth; On the other hand, let business partners establish long-term career plans and use the basic law to help them plan and promote them. Reality: The insurance industry is a very picky industry, and not everyone can do it well by emphasizing "intensive cultivation". Increasing the number of employees is like finding someone. Look at fate. Not everyone can be involved in insurance. For the long-term development of the team, we should be more selective and find the most suitable person. For example, in my team, many partners are former clients. These customers have certain insurance awareness and risk concept, and such people can easily accept your ideas and concepts. "think twice before you act, don't fight unprepared." We made a lot of preparations in the pre-holiday work. If you want to achieve good results after the festival, you still need every partner and every supervisor to make more efforts. I hope that the holiday is not an adjustment period or a transition period for partners' work, but a good opportunity for partners to greatly improve their performance and strive to increase their staff!