Research On The Optimization Of Sales Staff Incentive Plan For S Insurance Weifang Telemarketing Center

With the rapid development of our economy and the increasing of people's living standard,the insurance industry as an emerging industry is gradually accepted by people,"twelfth five-year" period,the development of China's insurance industry has been healthy,rapid and steady growth,and deeply affects the development of social economy in our country and the people's living standards.Based on S life insurance company weifang telephone marketing center as the research object,using the experience for reference method,questionnaire survey method,interview method to insurance business sales staff incentive theory both at home and abroad for further study,detail S life insurance incentive status of weifang electrical sales center,and analyzes its incentive scheme,through the methods of questionnaire survey for the company to discover and explore the problems existing in the incentive scheme,and in the light of above S life insurance company weifang electrical sales center staff incentive schemes found problems puts forward improvement suggestion and scheme of pertinence,the rationality Its purpose is to take the sales staff of insurance company as the research object,analyze the reasons of the factors that affect the incentive,and develop feasible incentive schemes and methods,so as to improve the sales revenue of insurance company and enhance the competitiveness of the company.Through the analysis of the four indicators of sales staff retention rate,the center's overall performance level,activity manpower and per capita performance,S insurance weifang telemarketing center did not have a great effect on the incentive of sales staff.This paper puts forward Suggestions for improvement from the aspects of recruitment,training,salary management system and honor.Specifically for the recruitment of elite forces in the sales force to develop plans to stimulate the potential recruitment ability,the development of career planning recruitment incentive plan;According to the high performance and excellent level,we can integrate the national superior resources for sharing,increase the number of courses for the management,invite consulting companies to put forward improvement Suggestions for each team,and make the training evaluation daily.The maternal team is suggested to be cultivated for half a year before grading.Roll out comprehensive honor grand meeting,suggest to reflect the characteristic of each branch,learn from each other,common development.