A complete guide to building an Amazon team: selecting, deploying, training and efficient methods

1. Selection: Structure, growth and ability

In building an Amazon team, selecting people is a crucial step. “First look at the pattern, secondly look at the growth, and thirdly look at the ability.” The pattern determines the candidate’s attitude towards work and long-term goals, the growth is an important indicator to evaluate his future development potential, and the ability covers business capabilities and non- business capabilities. For example, for e-commerce operation positions, the pattern of “improving product quality and selling high-quality products to customers through operational means” is higher than the pattern of “relying on brushing orders to increase sales”. The examination of growth can be carried out through the candidate’s campus experience or professional resume, especially fresh graduates. If they have self-study experience, served as student union or society cadres, or participated in multiple internship projects, it usually indicates that they have the ability to Higher growth potential. In addition, the evaluation of capabilities requires detailed analysis of specific issues. For example, during the period of rapid team development, business capabilities may be more important; while in the early stages of entrepreneurship, non-business capabilities are more important.

2. Personnel deployment: Let the right people do the right things

After completing the selection, the next step is to arrange the talents in the most suitable positions. It’s like matching a driver to a car, ensuring a good fit between the two. In the e-commerce operations department, if an operator who is good at T-shirt products is assigned to a sweater product store, it is obviously a waste of resources. In order to achieve effective deployment, managers need to use the two tools of “observation” and “communication” to deeply understand each member’s professional ideas and personality characteristics in order to make the best decision.

3. Cultivation: Promote the overall growth of the team

Although many managers are able to select, deploy and manage people, not many really pay attention to the training process. In fact, “excellent managers” must not only have the ability to grow, but also enable the entire team to have collective growth. Take new managers as an example. They are often afraid of sharing business skills with their subordinates for fear of being replaced. However, in fact, by cultivating others, they can not only improve their own leadership, but also contribute to career development. For example, if you can develop more supervisors, you may have the opportunity to move up to a manager or higher position.

4. Efficient building methods: for teams at different development stages

Depending on the different stages of the team (start-up or mature), the building methods will also be different. For start-up teams, finding the right talents is one of the core tasks, and an excellent supply chain and boss structure are key factors in attracting talents. Establishing clear salary standards and promotion channels, and encouraging core talents to jointly invest and start businesses can help enhance team cohesion. In addition, designing a reasonable organizational structure and job descriptions, as well as implementing strict data rights management, are crucial to ensuring the efficient operation of the team.

5. Suggestions for formalizing team building

For teams that have entered into formal operations, the focus is on continuing to optimize the existing system. Including measures such as building talent incubators, improving internal training systems, and establishing talent echelons. In addition, by setting up operation centers in areas with lower labor costs, costs can be effectively reduced. On a technical level, using tools such as Purple Bird Super Browser can help solve multiple account management problems and improve work efficiency.