josh_j_216
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vanscootin said:I'm not being a negative Nancy.... but... why should we offer personal incentives to qualify or sign when the company already offers such great incentives? It's one thing for the booking slide or catalog tote... as this seems to be a common practice, but anything above that seems overboard... when a recruit qualifies in their first 30 they get the recruiting incentive for the month, trip points, a free website, PC dollars, and commission, and opportunity to earn more PC bucks in their frist 90. That's a lot to look forward to and work hard for.
I am only saying this because I have a team of 8 under me, all are new consultants since March. Some of them are doing things, others are not, so I asked my upline what I could offer as an incentive to qualify... cause I REALLY want to earn the TOT trip. She told me all should need to do is be there to support them. And I thought more about it and she is right... the company offers new consultants so much to succeed that we don't have to go above and beyond it.
So here's what I do for my team... I email them once a week with a team briefing... I call or email them individually once a week or so to see how they are doing and if they need anything. I also do team training at my house once a month aside from regular cluster meetings so we can work more closely and such. I'm slowly realizing that while "stuff" is good... (love earning those incentives)... having the support of your upline is valuable too.
esavvymom said:I have to agree with this- not so much from personal experience, but logic (and my own motivations). If what Pampered Chef has to offer (which is amazing- even without the extras they typically throw in) is not ENOUGH to motivate them to do what they need to do, why would something small that we as recruiters may offer be any different??
I think it's great and ok to give something when they DO qualify, but I don't think I'd advertise it as a way to motivate or entice them to do so. My NED doesn't tell anyone, but they learn about it when they are at the cluster meeting and see another team member get their gift. THAT is where the motivation I think comes from- the recognition, the gift, and the support.
Motivation is different for everyone, but PC gives so much. I think it also sets an example that some on your team may not be able to follow- so therefore they won't bother to recruit. Just like we try to make our shows duplicatable and SIMPLE so others can see that they can do it too, I think how we handle and work with our team members should be the same so they see that building a team isn't going to be expensive or hard to do either.
Personal incentives refer to rewards or benefits that individuals receive for achieving certain goals or behaviors. These incentives can be monetary or non-monetary and are often used to motivate individuals to perform better or to achieve specific objectives.
There are various types of personal incentives, including bonuses, commissions, recognition, promotions, and time-off rewards. Companies may also offer non-monetary incentives such as flexible work hours, training opportunities, or extra vacation days.
Personal incentives serve as a form of positive reinforcement, encouraging individuals to continue performing well or to improve their performance. These rewards give individuals a sense of accomplishment and recognition, which can boost their motivation and drive to succeed.
Personal incentives can have several benefits for individuals, including increased motivation, improved job satisfaction, and a sense of loyalty to the company. These rewards can also help individuals feel valued and appreciated, leading to higher levels of productivity and overall job performance.
To implement personal incentives effectively, it's important to have a clear and fair reward system in place. This includes setting measurable goals and clearly communicating the criteria for receiving incentives. It's also essential to regularly review and adjust the incentive program to ensure it remains relevant and motivating for individuals.