The FNAC has always cultivated his difference and his image as an agitator for sale. And it worked very well, since it is a favorite of French signs. A reassuring blend of culture and new technologies. The diversity and quality advice and service enough to sell. As customers come and come back. They adhere , and feel part of a buying club for people informed. The success is such that the FNAC no longer needs to advertise, it has become a veritable institution.
In its internal organization, the FNAC was still a few years ago, a model. A compensation collective showcasing the professionalism of its sales . Vendors who are paid to sell, not selling for be paid.
Employees FNAC then enjoy a purchasing power interesting, and good Working Conditions: Works, vacation pay, thirteenth month, incentive , participation ....
Also, they receive some consideration , a recognition of their skills, training regular and a real authority over the products and the progress of a ray. At the time, we wore the green vest with pride. Return as a contributing FNAC was synonymous with success.
The changes in recent years:
Centralization, rear Margins:
First, sellers are losing their autonomy by giving more power to the procurement center, which is now only decide on the choice of products. Vendors no longer hand. Instead, it establishes their marketing plans, product margins benefiting from rear additional , sometimes called "the selection of vendors fnac. Thus the pilot plant margins, so opaque, and thus easily gets a bigger share . Several entities and subsidiaries of PPR mediate and thus recover margin points.
is a way to lower margins in the eyes of everybody, but not in the eyes of portfolio shareholders. Thus the fall in margins was never held. They were simply transferred "elsewhere".
services, selling on credit :
rays technical products introduce gradually the mood of the payment to the Guelte:
stress, pressure, competition among sellers. Yet without the benefits, ie, good Committee. Vendors are doing late, but do not earn more. Even the VMEI that is an illusion of Committee.
Even the customer service thing, with maps FNAC, and credits. It now requires customers to open credit cards, rather than loyalty cards. Indeed, the membership service employees are in competition, and sometimes under unbearable pressure. The
blackmail which are accompanied by frequent: blackmail hiring for a CDI or even for a single day off. It is about creating an atmosphere of pay- Guelte to better divide the employees, but without the Guelte .
Thus, gradually, and over the abandonment of positions and firing the expert salesman turned into a trainee salesman. Teams of technical products, sensible ê be pointed in their field, who have however features a turn - over mac donald . Precarious contracts and are very similar ... Less and less product oriented, but resolutely insurance, credit cards, fnac. The product training, disappear little by little ...
If everything has to change to the interior , nothing should appear to the outside . For he is our brand image, one that attracts customers. Our vendors must remain in the eyes of our customers agitators, experts, entrepreneurs, however, the service plan to sell products and some brands ...
is this consciousness that expresses the paradox of the seller fnac. Expert seller but seller intern. Independent sale but vendor sales plan. Seller under pressure but without seller commission .
A vendor status inconsistency, which is more chronically under-staffed .
customers, they are not aware . They are still waiting their turn to expert salesman and objective. They also expect, as is normal, that we have the smile and whether you are close to their expectations.
TODAY 'hui few sellers can boast ê always be diligent in knowing their products. Already because they are no longer their products. But mostly because that 'they no longer have the time or motivation. For if the customer increases, the number of vendor instead tends to reduce . their skills and stain them increase even more.
To top it off, salary increases gradually disappear. They reach TODAY 'hui nullity. What about the incentive not interesting, which was divided by 4 in 4 years in some stores. Participation also fall. Our purchasing power has declined significantly and our advantages that made us special, missing.
Prospects of evolution disappear or adapt to the more conciliatory spirit.
Taking into account inflation and the rising cost of life, the average salary seller FNAC has declined sharply, while profits of FNAC exploded.
pressures, they multiply. Dereliction of duty are common currency , depression, absenteeism ... At the Fnac we do not know that manage 'stress. And that is just beginning. Because the undermining organized by the Directorate started by unions, which crumble or disappear. They say unnecessary, but they are the only guarantors of our rights and freedoms in the face of abuse more dangerous. Employees are
misinformed and manipulated . Many people do not understand these changes, and follow the direction because we are used to trust them long ago. But TODAY 'Today is a fact, employees fnac are totally disregarded.
customers too. Thus in recent years, remittances drop or disappear ... already the book, but also technical products, or mysterious "cases of FNAC" multiply ... These are
cases which did business as name. It management who chooses to "block" or not discounts on particular products, to "protect the profitability" ... Yet fnac always communicates much on Rebates to members which unload their anger on employees unable to explain why and how these "business". Because management does not explain anything. Maybe too busy , the Netherlands, back, with margins same name. For the official margins based or go negative in , blocking any form of visibility and surrender.
Anyway, customers stumble, but return. They have a map adhere , must serve something right? No.
Here's how the fnac is poised to succeed his bet: have the operation as economical as possible while maintaining the best possible image . Or how to make the most of the budget as ridiculous as possible. And the budget is us. We are ridiculed.
In its internal organization, the FNAC was still a few years ago, a model. A compensation collective showcasing the professionalism of its sales . Vendors who are paid to sell, not selling for be paid.
Employees FNAC then enjoy a purchasing power interesting, and good Working Conditions: Works, vacation pay, thirteenth month, incentive , participation ....
Also, they receive some consideration , a recognition of their skills, training regular and a real authority over the products and the progress of a ray. At the time, we wore the green vest with pride. Return as a contributing FNAC was synonymous with success.
The changes in recent years:
Centralization, rear Margins:
First, sellers are losing their autonomy by giving more power to the procurement center, which is now only decide on the choice of products. Vendors no longer hand. Instead, it establishes their marketing plans, product margins benefiting from rear additional , sometimes called "the selection of vendors fnac. Thus the pilot plant margins, so opaque, and thus easily gets a bigger share . Several entities and subsidiaries of PPR mediate and thus recover margin points.
is a way to lower margins in the eyes of everybody, but not in the eyes of portfolio shareholders. Thus the fall in margins was never held. They were simply transferred "elsewhere".
services, selling on credit :
rays technical products introduce gradually the mood of the payment to the Guelte:
stress, pressure, competition among sellers. Yet without the benefits, ie, good Committee. Vendors are doing late, but do not earn more. Even the VMEI that is an illusion of Committee.
Even the customer service thing, with maps FNAC, and credits. It now requires customers to open credit cards, rather than loyalty cards. Indeed, the membership service employees are in competition, and sometimes under unbearable pressure. The
blackmail which are accompanied by frequent: blackmail hiring for a CDI or even for a single day off. It is about creating an atmosphere of pay- Guelte to better divide the employees, but without the Guelte .
Thus, gradually, and over the abandonment of positions and firing the expert salesman turned into a trainee salesman. Teams of technical products, sensible ê be pointed in their field, who have however features a turn - over mac donald . Precarious contracts and are very similar ... Less and less product oriented, but resolutely insurance, credit cards, fnac. The product training, disappear little by little ...
If everything has to change to the interior , nothing should appear to the outside . For he is our brand image, one that attracts customers. Our vendors must remain in the eyes of our customers agitators, experts, entrepreneurs, however, the service plan to sell products and some brands ...
is this consciousness that expresses the paradox of the seller fnac. Expert seller but seller intern. Independent sale but vendor sales plan. Seller under pressure but without seller commission .
A vendor status inconsistency, which is more chronically under-staffed .
customers, they are not aware . They are still waiting their turn to expert salesman and objective. They also expect, as is normal, that we have the smile and whether you are close to their expectations.
TODAY 'hui few sellers can boast ê always be diligent in knowing their products. Already because they are no longer their products. But mostly because that 'they no longer have the time or motivation. For if the customer increases, the number of vendor instead tends to reduce . their skills and stain them increase even more.
To top it off, salary increases gradually disappear. They reach TODAY 'hui nullity. What about the incentive not interesting, which was divided by 4 in 4 years in some stores. Participation also fall. Our purchasing power has declined significantly and our advantages that made us special, missing.
Prospects of evolution disappear or adapt to the more conciliatory spirit.
Taking into account inflation and the rising cost of life, the average salary seller FNAC has declined sharply, while profits of FNAC exploded.
pressures, they multiply. Dereliction of duty are common currency , depression, absenteeism ... At the Fnac we do not know that manage 'stress. And that is just beginning. Because the undermining organized by the Directorate started by unions, which crumble or disappear. They say unnecessary, but they are the only guarantors of our rights and freedoms in the face of abuse more dangerous. Employees are
misinformed and manipulated . Many people do not understand these changes, and follow the direction because we are used to trust them long ago. But TODAY 'Today is a fact, employees fnac are totally disregarded.
customers too. Thus in recent years, remittances drop or disappear ... already the book, but also technical products, or mysterious "cases of FNAC" multiply ... These are
cases which did business as name. It management who chooses to "block" or not discounts on particular products, to "protect the profitability" ... Yet fnac always communicates much on Rebates to members which unload their anger on employees unable to explain why and how these "business". Because management does not explain anything. Maybe too busy , the Netherlands, back, with margins same name. For the official margins based or go negative in , blocking any form of visibility and surrender.
Anyway, customers stumble, but return. They have a map adhere , must serve something right? No.
Here's how the fnac is poised to succeed his bet: have the operation as economical as possible while maintaining the best possible image . Or how to make the most of the budget as ridiculous as possible. And the budget is us. We are ridiculed.
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