jonna
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fruit76loop said:or your recruiter or Director be training your new recruits? This is a really big deal, especially since you just started your business! It is hard to train someone when you don't know the business yourself! I would ask your upline for help. My team members all know that I will train their first and second recruits with them observing. For their next 3-4 recruits, they do the training while I observe to help. Some people are ready to train their own people after the first two!
Your Director will also be able to get you a training book called training super starters! This is what I use to train everyone! It gives you everything you will need!
Hope this helps all of you!
WAY TO GO ON SHARING THIS AMAZING OPPORTUNITY!!
The first step in recruiting a Pampered Chef member is to identify potential candidates. This can be done by reaching out to friends, family, and acquaintances who have shown interest in the brand or have a passion for cooking and entertaining.
Coaching your first Pampered Chef member starts with setting clear expectations and goals, and providing them with the necessary tools and resources to achieve success. It's important to also offer ongoing support and encouragement, and to lead by example as a successful Pampered Chef consultant.
Some effective tips for recruiting your first Pampered Chef member include networking and promoting your business on social media, attending local events and fairs to showcase the products, and offering incentives for referrals. It's also important to highlight the benefits of becoming a Pampered Chef consultant, such as flexible hours and earning potential.
To help your first Pampered Chef member build a strong team, it's important to provide them with training and resources on how to recruit and coach their own team members. Encouraging them to attend trainings and meetings, and offering support and guidance, can also contribute to their success in building a strong team.
Some common mistakes to avoid when recruiting your first Pampered Chef member include being too pushy or sales-focused, not providing enough support and guidance, and not setting clear expectations and goals. It's also important to not overwhelm the potential member with too much information, and to listen to their concerns and address them appropriately.