Employees say goodbye and take away customers, how should the company strengthen management

There are three countermeasures: 1. In the labor contract, stipulate clauses that restrict non-competition, make restrictive provisions for employees who leave their jobs to go to competitors, and clarify the corresponding liability for compensation;

2. In the daily operation of the company, the company should strengthen the tracking and management of important customers, so as to avoid employees taking the company's customer resources as personal resources, so as to form the company's excessive dependence on these employees, and avoid the risk caused by the loss of employees and the loss of customer resources and affecting business development;

3. Pay attention to the dynamics of competitors, strengthen the construction of corporate culture within the enterprise, improve the performance appraisal system, care about the reasonable demands of employees, especially important employees, enhance the cohesion of the company to employees, establish a win-win cooperation system and mechanism between the company and employees, and fundamentally eliminate the possibility of such problems.

In general, the handover work is to leave only the most conventional content of the customer, which is easy for the customer to take away. Only by using software to allow employees to record the complete follow-up process in detail in the follow-up process, can we truly retain customer resources and grasp the core value of the enterprise. For employees, it also cultivates good follow-up habits, which is conducive to improving the success rate.

As far as personal experience is concerned, communication is not a problem, usually the difference between a good performance and a bad performance lies in the follow-up, having a complete follow-up strategy, recording a complete follow-up process, is the key factor in the order. Now that I know that the follow-up process can be fully documented, and the software that employees can't delete at will, it's a good pen to try.

It is stipulated in the labor contract that such important business employees cannot work in a company with a similar business scope to the company for a certain period of time after leaving the company, otherwise, they must compensate the company for its losses and set the compensation at a high point.

When signing a confidentiality contract, it must include a clause that 'no work in the same industry is allowed for 3 years'.

1.For precaution, a confidentiality agreement or non-compete agreement has been signed with the employee to restrain the employee's behavior by agreeing on the scope of confidentiality, or requiring the employee not to work in the same industry for a certain period of time after leaving the company. In the event of a dispute, the agreement will protect the interests of the enterprise to the greatest extent.

2.Establish a customer information database, and require business employees to regularly report detailed customer information to the company, so as to prevent customer information from being in the hands of only one employee. At the same time, the confidentiality management of customer information is implemented to prevent one employee from knowing too much customer information.

3.Keeping customer relationships, especially key customers, in the hands of the company, rather than an employee, such as an employee's supervisor (or company-level leader) who is always in close contact with the customer, and the departure of an individual employee has no impact on the customer.

4.Relying on the company or product brand to build a relationship with customers, rather than relying on personal relationships with employees, weakens the role of the individual in the hearts of customers.

5.Improve the special value of products or services, establish long-term strategic cooperative relationships with customers, increase customer viscosity, and make them fully trust the company and cannot do without the company.

6.Marketing management should visit customers on a regular basis, on the one hand, to consolidate the relationship with customers; The other is to verify the accuracy of various types of information.

7.After discovering the abnormal situation of employees, we will take timely measures such as exchanging areas, transferring positions, talking and communicating, etc., to eliminate the "signs" that may appear to take away customers.

8.Arrange handovers as soon as an employee requests to leave and maintain a smooth continuation of the customer relationship.

1. Sign the "Confidentiality Agreement" when you join the company, and stipulate the rights and obligations of both parties.

2. Establish a resource sharing mechanism through industry trade unions to realize the supervision of human resources.

3. Train, educate and share the professional ethics of employees.

You can sign a confidentiality agreement to let customers recognize your company and your products, and it is best to retain meritorious old employees.

The enterprise itself should establish a sound user management system, starting from the enterprise's own user management, and set the authority of the relevant operating staff.

1. Use the domain shield software to prohibit the copy of the U disk, and set a whitelist for the commonly used U disk.

2. Carry out transparent encryption and decryption operations for documents and materials with leakage and hidden dangers of being copied.

3. Use the software to open the outgoing review of common chat communication tools, such as a certain q and a certain letter, etc.

Employees leave the company and take away customers.

It should not be uncommon for employees to leave the company and take away customers, and you may have experienced it yourself. I'm sure no boss likes to watch their hard-earned clients get taken away by departing employees and wants to change that. But how can it be changed?

Employees run orders. Let me show you a few ** in the background of the system.

MDM mobile device management.

MDM work mobile phone" is equivalent to establishing its own traffic pool for the company, and the customer is on the high seas. Always protect every hard-won customer resource of the company, so that the boss can say goodbye to the phenomenon of departing employees taking away customer information.

Employees on the job did not treat well will produce resignation, how much contribution to the employee, how much salary should be paid, when the employee proposes to leave the boss should consider the consequences of the employee resignation will cause the company, now take away the customer may not come back, because the customer now gets the benefit must be greater than the benefit you pay, now only to develop new customers, learn lessons, to use good people, retain people, the company can be invincible.

1. Improve the company's customer management system (system), your own customers can only be seen by yourself, and others can not be contacted 2. Separate a work unit, sales, documentary orders, execution, after-sales and other links.

3. Some enterprises strictly prohibit employees from carrying mobile phones and other electronic devices during work to ensure that customer information is not leaked.

4. In addition to the relationship between employees and customers, the company should also increase contact and interaction with important customers, increase the company's role, and avoid employees overriding the company in customer relations.

5. Before employees leave their jobs, let them take leaders or handover personnel to visit important customers to prevent the loss of important customers.

Sales Exit Reasons.

In the process of enterprise development, personnel turnover is inevitable, and for sales positions, the entry threshold is low, the competitive pressure is high, and the elimination rate is high, so it also leads to a high turnover rate. It boils down to the following:

1.As long as the job seeker can endure hardships and speak well, it is easy to pass the interview;

2.The sales pressure is too high, and the employees are in a hurry;

3.The business process is unreasonable, wastes time and affects efficiency;

4.Others, salary and benefits, career development, corporate culture, etc.

Ways to prevent it. 1.Take care of recruitment.

When recruiting, we should comprehensively consider the quality of all aspects of employees, and for service enterprises, the moral quality of employees is as important as the professional quality. Employees must sign a confidentiality agreement when they join the company, stipulating that customer information shall not be disclosed at will, so as to prevent such things from happening at the source.

2.Create a good working atmosphere.

Managers should first manage themselves, bring their excellent work style to enterprise management, infect every member of the enterprise, set a good example, and be good at creating a good working environment, eliminate negative emotions and conflicts between departments, make them work in a serious, competitive and lively atmosphere, strengthen employee care, and actively train and guide new members.

3.Optimize workflows.

Enterprises should formulate reasonable business processes, shorten the sales cycle, establish their own approval flow, speed up document review, reduce unnecessary time costs, and improve sales efficiency. Try to make their efforts and contributions proportional to their performance, and formulate reasonable performance and commission plans, so that the turnover rate will be reduced.

4.Strengthen the care of employees.

The turnover of sales work is based on a certain amount of business, and enterprises should not blindly consider their own performance, but also consider the feelings of employees, have time to talk to employees, and pay close attention to employees' expectations and visions.

5.Adopt information-based management methods.

Enterprises can use the CRM system to effectively organize the customer information, store the customer information in the company's own database, the access rights are given by the company, if the salesperson leaves, the authority is revoked, and he can no longer see the relevant data, and its customer resources are taken over by other colleagues. Prevent customers from cooperating with the company because of the emotional factor of their salesman's departure.

In summary, companies should take a multi-pronged approach to minimize customer churn due to employee turnover. Sales management should be based on the actual situation, flexible and not just a formality. At the same time, CRM customer relationship management tools are used to assist salesmen in managing customer information, which is convenient for salesmen to understand customers and promote transactions, and firmly grasp customer resources in the hands of enterprises.

As a business manager, maybe there is such a phenomenon within your company, but you may not know, don't wait until the company's interests are seriously lost, then regret it, you should take measures as soon as possible, you must learn to prevent problems before they happen, what should the company do? How? Let's first take a look at the pain points of the industry.

The mobile phone with the Taimi work mobile phone software installed, receive the transfer, delete the contact, delete the chat history, the audio contains sensitive words, push the customer business card, push the important customer business card, receive red envelopes, initiate a transfer, send a red envelope, build a private group, the location of the official seal, send the positioning, etc., as long as the boss thinks it is sensitive, you can always notify the sensitive information to the cloud, so that the boss can check it at any time.

In addition to the back-end risk control management system, if the company's CRM customer management system is connected to form a marketing closed loop, it can improve the customer handling power, effectively handle customer information, maximize the work power of the best personnel, and enhance the competitiveness of the enterprise.

That's my answer, I hope it helps.

No new work assignments, salary reductions, etc. Employees may leave if they are not assigned tasks and have nothing to do; There are also means such as salary cuts, which will also force employees to leave.

The first means is to give you endless tasks, the second is to give you jobs beyond your ability, the third is to transfer you to a low-level post, the fourth is to insult you, and the fifth is to reduce your salary.

Unpaid wages. Such behavior can annoy employees and frustrate the company. Employees can't stand it anymore and leave automatically.

In the face of mass resignation of employees, what should we do as leaders? How can we prevent this from happening again?

Hello, in the face of a mass resignation of employees, leaders should do their best to salvage the situation. You can find the leader among the employees who have resigned en masse, do some ideological work, or make some appropriate concessions to them, so that they can change their minds. In order to avoid such a thing from happening again, leaders should not be too pretentious in ordinary times, not too pretentious leaders, but should go to the employees, truly understand their needs and wants, and solve practical problems for them.

In this way, employees will love the collective even more, and nothing like this will happen. I wish you more and more success in your work.

When an employee wants to leave, leaders often take a few steps to retain them. One of them is the promise of a promotion and a raise. However, whether or not you should stay needs to be carefully considered. Below I will explain from the following aspects:

1.Consider the reliability of the promise.

First, you need to consider whether the promise is reliable. Leaders may promise promotions and raises only to retain employees, rather than based on the employee's true value and performance. Therefore, employees should consider whether promises are genuine commitments and whether those promises can be fulfilled.

If the leader's commitment is not reliable, then staying may not be a good option.

2.Consider your own career development.

Second, employees need to think about their own career development. A promotion and salary increase may improve an employee's salary and status, but it does not necessarily mean that the employee's career development will be better. If an employee's goal is to develop their career in a particular field or industry, then they may want to consider whether staying at the company can help them achieve those goals.

3.Consider the company's culture and values.

In addition, employees need to consider the company's culture and values. If the employee is not in line with the company's culture and values, then even if the employee is promoted and raised, staying can also bring unnecessary challenges and pressure. Therefore, employees should consider whether they can match the company's culture and values.

4.I am concerned about the balance between personal life and work.

Finally, employees need to consider their personal life and work balance. Even if you get a promotion and a raise, staying can bring more work stress and burden. As a result, employees need to consider whether they are willing to take on these additional pressures and if they are able to maintain a life-work balance.

To sum up, when a leader promises a promotion and a raise, employees need to carefully consider whether they should stay. They need to consider the reliability of promises, their own career development, the company's culture and values, and the balance between personal life and work. If employees find it a good option to stay, then they should make sure that the leader's commitment is reliable and that there is a clear agreement with the leader to ensure that the commitment can be met.