I Have Two People Under Me and I Was Wondering What All You Future

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Discussion Overview

This thread explores various approaches to recognizing and supporting team members within the Pampered Chef consultant community. Participants share their personal experiences regarding team recognition and the role of directors in this process.

Discussion Character

  • Anecdotal
  • Opinion-based
  • Exploratory

Main Points Raised

  • One participant, identifying as a consultant, expresses a desire to recognize their team members through postcards and emails.
  • Another participant shares their experience of initially believing their director was recognizing their recruits, only to discover later that this was not the case. They emphasize the importance of maintaining contact and sending congratulatory messages.
  • One participant notes that their director is proactive in recognizing team accomplishments through emails and cluster meetings, and they also engage in additional training and recognition activities.
  • Another participant mentions their practice of sending postcards and small tokens of appreciation to their team members during meetings.
  • One participant describes how they help with training and recognition at meetings, suggesting a collaborative approach with their director.
  • Another participant shares their method of incentivizing their recruits by offering catalogs when they surpass their sales, fostering a competitive spirit.
  • One participant highlights the importance of cheering on their downline and providing support, especially when recruits are hesitant to engage with their director.

Areas of Agreement / Disagreement

Views differ on the level of recognition provided by directors, with some participants feeling well-supported while others express concerns about the lack of communication from their directors. No clear consensus emerges on the best practices for recognition.

Contextual Notes

Participants share a variety of personal experiences and strategies regarding team recognition, reflecting the diverse approaches within the community.

Who May Find This Useful

Consultants looking for insights into team recognition practices and support strategies may find this discussion relevant.

wadesgirl
wadesgirl
Gold Member
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11,383
I have two people under me and I was wondering what all you future directors do for recognition. I know my director takes care of a lot of things for team recognition and stuff but do you at least send postcards or emails to congratulate them on things?
 
Re: Recognition?I thought my director was training and recognizing my recruits (they lived too far to attend meetings) and only AFTER I was a director did I find out she wasn't even in contact with them. (just saying that so you are SURE she is recognizing like you think she is) It's a good thing I kept in close contact with them and answered their questions and sent WOO HOO emails when they achieved things. I started sending out a monthly team newsletter once I had 3 but you sure could do something like that or postcards even now.

It's great that you want to do that - they will be thinking of you as a leader, their director, from the start!
 
Re: Recognition?My director is WONDERFUL about recognizing my team's accomplishments. She sends out emails to the whole cluster (just like she does for everyone else) when they qualify, earn PC $$, etc...and also recognizes them at cluster meetings.

I've been sending out emails to my team too - and also do recognition then. I've also started doing additional training for my team - cook and book training, and other training....and I have a "business builders" basket where they can choose different things for achieving different goals. I bought a bunch of stuff really cheap at Office Max & Staples when they were having Back To School sales...so I have boxes of red pens, host folders, pencils, index cards, etc....along with recipe cards, invitations, SB, twixits, labels, mini catalogs (banded in 10's) and stickers. I had a meeting here Monday, and they LOVED being able to pick through the basket!
 
  • Thread starter
  • #4
Re: Recognition?
BethCooks4U said:
I thought my director was training and recognizing my recruits (they lived too far to attend meetings) and only AFTER I was a director did I find out she wasn't even in contact with them. (just saying that so you are SURE she is recognizing like you think she is) It's a good thing I kept in close contact with them and answered their questions and sent WOO HOO emails when they achieved things. I started sending out a monthly team newsletter once I had 3 but you sure could do something like that or postcards even now.

It's great that you want to do that - they will be thinking of you as a leader, their director, from the start!
Click to expand...


I know my director does, we've talked about that. I just wanted to make sure they realized that I look out for them also (in a good way!). Plus too much recognition is not a bad thing!
 
Re: Recognition?I think a good idea is for you to help pick up part of the trainings done at your meetings and for you to do the recognition for your team members. I know my Director had me do that . She would get the ribbons together and we would do it together with me announcing my girls.
It is good that you are stepping into your leadership role. But I would just caution you to not overwhelm yourself, and to focus on a great show schedule and to keep recruiting!
Your Lead will show your Leadership :)

my 2 cents :)
 
Re: Recognition?I do send them postcards, and little emails when they do something great. Our director lives way far away, so our meetings are with hospitality - so I always make sure to recognize their sales/efforts at the meetings. I've also sent them little things, like some stickers, or a neat pen, etc. just to let them know I'm happy for what they are doing.
 
Re: Recognition?My Director basically treats my downline like all of us - she said they are "hers" until I promote. I just basically call them and cheer them on! One is my friend and my new girl doesn't want to deal with my D since she feels she is too pushy, so I just encourage her and answer her questions for her. I do make up a little packet when they first sign on with some paperwork etc to get them started.
 
Re: Recognition?I have two recruits under me but one went inactive and don't look like she is coming back. But any ways, I tell my recruits any month they beat my sales, I purchase 25 catalogs for them. So far my only active recruit almost beat me, and I do mean I barely beat her, 4 times out of 5 months :) So I gave her 25 anyways for nearly doing it so many months in a row. I figure it would keep her striving to beat me continuously :)
 
Re: Recognition?
PamperedDor said:
My Director basically treats my downline like all of us - she said they are "hers" until I promote. I just basically call them and cheer them on!
Click to expand...


This the way Directors are suppose be conducting business.

And good for you for cheering on your team and supporting them!
 

Frequently Asked Questions

What does it mean to have two people under me in Pampered Chef?

Having two people under you in Pampered Chef means you have recruited two individuals to join your team as consultants. This structure allows you to earn commissions not only from your sales but also from the sales made by your recruits, creating a potential for additional income through team performance.

How can I benefit from having two recruits?

With two recruits, you can start to build a team that can help increase your overall sales and commissions. You will earn a percentage of their sales, which can significantly boost your income. Additionally, as your team grows, you may also qualify for leadership bonuses and other incentives offered by Pampered Chef.

What are my responsibilities as a leader with two recruits?

As a leader with two recruits, your primary responsibilities include providing support, training, and motivation to help them succeed. This may involve sharing product knowledge, hosting team meetings, and guiding them in their sales strategies. Your success is tied to their success, so fostering a positive and productive team environment is essential.

What resources are available to help me manage my team?

Pampered Chef offers various resources to help you manage your team, including training materials, online webinars, and access to a community of fellow consultants. You can also utilize social media groups and forums to share tips and best practices with other leaders in the company.

Can I advance in Pampered Chef with just two recruits?

Yes, you can advance in Pampered Chef with just two recruits, but your advancement may depend on their performance and your overall sales. To move up in rank, you will need to meet specific sales and recruitment goals, but having a solid foundation with your two recruits can set you on the path to growth and success within the company.

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