Power of One- New Spring Product

ChefBeckyD

I have yet to have a consultant sign because of the monthly incentive. Last year, I did have 3 sign when we had the kit rebate. That is the only incentive that potential recruits have really been excited about.

Chefgirl2

I kept reading the posts after responding to Kate's post. I have found that my consultants that qualify within their 30 days make bigger paychecks, have a consistant show schedule, and come to the meetings excited.

That pretty much is why HO offers the incentive. Like I said, unfortunately, my track record for qualifying them in 30 days for me to earn something isn't the best. I think it's my Catholic guilt kicking in trying to make sure I don't appear greedy. My last recruit qualified and earned stones. It was nice getting a $50 visa card. I feel like I had a revelation when I realized that helping her succeed is my job. By letting my other recruits meander there way through the business I really failed in doing my job. Hopefully, this is a lesson that I won't forget.

If you are too busy to train or don't want to be pushy then talk to your director. Any director should be more than willing to completely train all of their downlines new recruits. We do this to help others build their own teams and to establish a good business relationship. It also is a good practice because one day that new consultant could be a top leader, top seller or maybe end up in our first line if the original recruiter leaves the business.

I'm all for the recruiting incentives...except last months blue PC items...I'm a U of L fan and where proudly wear red while my hubby and son bleed blue for U of K.

JenniK

I have a potential recruit and it's my frist recruit. Question - if I sign someone this week - what would their start date be for qualifying? As soon as they sign the contract or as soon as they receive their kit? And how long does it usually take to get your kit? It seems that to qualify in 30 days in mid November would be difficult. You only have until Dec 15th to get orders in before Christmas and I can't imagine anyone have a show after that until mid January. I'd hate to sign them now when they will hardly get any Pampered Chef bucks because they couldn't get many bookings.

Jolie_Paradoxe

I love the recruiting incentives, and Becca is right....I'll cry if they go away! lol I just want my cake and eat it too....I want more time for the recruits. He He

ChefBeckyD

umm, yeah - but to be accused of not sharing the opportunity and being called selfish? Come on!

Jolie_Paradoxe

I completely understand the motivation behind a strong start, a full calendar and thorough training. I have been recruiting...13 this year, I FULLY train my recruits (I download and record MP3's if needed), offer new consultant training monthly, on the phone 3-4 times a week and also meet with them weekly if that's what they need. I do their Kick Off show if they desire....team newsletter...etc....LOTS of support. But as BeckyD states, their "why" is key. I do not push my needs on them, I do not insist they have a FT calendar if it is not their preference. We offer freedom & flexibility and state they run their biz according to their needs....

It's unfair to assume we "let" them "meander"....we are responsible for supporting them....but THEY have to choose to train....THEY have to decide how much they want to work and THEY decide at what pace. I already have my own goals to meet and am disappointed when I don't meet them, I do not want the added guilt" of having "failed them". Plus, they define "success" for their business...it's unfair to push our definition of success onto them. But yes, I would love for everyone to want to be FT and have 8+ shows a month....

Chefgirl2

I know I felt great when my new consultant was sharing her excitement about earning the bonus. It's when I looked at past new consultant's track records that I realized that the one's that made the 30 day bonus were making more money than consultants who took months to qualify...or still haven't qualified.

I do feel guilty that I let my thoughts of others judging me as pushy if I helped them qualify and get me something free hold me back from helping them qualify on time. It wasn't until recently that my attitude changed to "by helping them qualify Pampered Chef is rewarding both of us for working hard to help grow the new consultant's business by establishing a strong foundation."

I can't help with what I did in the past. But, I am letting potential recruits know that I'm here to help them make their goal. I find out what they want. It could be products, to pay the mortgage or might only be a few hundred a mont. They know I will help them. They also know that with any new job you have an initial training. Pampered Chef rewards those that take the first 90 days seriously in many ways. By working together they will have a strong foundation that will having them working smarter...not harder. And they will love being a Pampered Chef Consultant

My job is to sell our products and to find others to sell them for me - through future hosts and new consultants.

Earlier I said I wish I had been asked to sell years ago. I'm not perfect. I try to ask everyone about the opportunity and hosting, but I fail big time. I'm too chatty and tend to forget. The ticket game and letting everyone know what I'll be asking them has helped some.

Chefgirl2

Yes, ultimately, it is up to the consultant if they do the training or not. There is nothing worse than trying to make someone do something they don't want to do. I remember someone saying how difficult it is to drag someone to succeed.

I want you to want it, but I can't make you to want it.

Sometimes those incentives the company offers are a perfect fit for consultants that need just a bit more than what I can offer.

beckyjsmith

I don't feel pushy in helping my new consultants set up for success by reaching that 30 day goal. Out of the 9 I have had this year, only 2 have not met the 30 days. I do this not to earn the incentives, because, while some are good others I can take or leave, but because THEY have a better start with meeting the 30 day goal. They get more PC$ so they can add more to their kits. They always get the extra incentive as well.
I tell all of my consultants to schedule 6 shows BEFORE they order their kits. We use the List of 100 and we talk about the 3 contacts consistently per day. The shows can be a combination of catalog and cooking shows, but the 6 give them a buffer in case one cancels or reschedules, and always ensures meeting that 1250. I also tell them that the reason we do it this way is to set them up for success in their first 90 days. I realize that 6 shows a month are not for everyone, so they can tailor that # to meet their needs, but let's try this for the first month.
As a Director this is one of the ways I can help my consultants start with a good taste in their mouth about all that PC has to offer. That is my job. I understand that the reason I get that extra 4% at the end of each month is that I am expected to take some extra time to help those people who have chosen to join my team. And I am more than glad to do it. Just my two cents.

Jen1409

Can I have you for my director instead? Before I joined I had hosted enough shows to know how to add up my free products and such but it seems my director has left me high and dry.

esavvymom

Your new consultant will get an Email after they sign- and it will tell them what the 30-day and the 90-day dates are. It typically takes 5-7 days to get the kit after the contract is submitted/received by HO. They usually date the 30-day/90-day dates from when they would approximately receive their kit.

So if you signed someone Nov 10, they'll get their kit about Nov 15-17. Their 30-day mark would be probably about Dec 16-17th timeframe.

And don't underestimate this time of year for bookings! People are shopping for Christmas! I've seen so many consultants say this is their busiest time of the year! (including January!) The key would be having your new recruit line up those 4-6 Cooking shows in her first 30-days before signing.

kdangel518

If I recall correctly HO usually issues a small extension to consultants' 90 days who sign during the November/December timeframe. I believe they did that last year- to account for the dead period for holiday shipping cut offs. I am not sure what the policy is around this though- i.e. if you sign after X date you will receive an extension.

ChefBeckyD

No, that was just an extra incentive for signing...you got an extra 30 days. No guarantees that will be an incentive again this year.

kdangel518

That's what it was- thanks for the correction Becky!

cmdtrgd

Are you serious? I'm totally shocked at some of the responses to my previous post!

Becky - I was not accusing anyone of not sharing the business. This is something I say to ALL my team members to get them thinking of their potential and current recruits! This gets them out of their head and thinking of how this business can help OTHERS! In fact, I did not accuse YOU, but you did accuse me.

Most of us were asked by someone to give this business a try. And, if you're on here, it most likely worked and is working out for you or you are working hard to make it work out. I'm curious, did any of you sign solely to help someone else succeed? I'm betting the answer to that is no. I do know of people who signed at a certain time because it helped out a friend, but it also helped them out.

I love what I do and I do my best to work my personal business. I work with my team members with THEIR needs and dreams, not with what I get. However, sometimes they do intersect! I have a "I might want to become a Pampered Chef Consultant sometime in the next 20 years" list that I go back to. I have a portion of that list that wants to know when the next incentive is announced, one group that wants me to contact them with every new catalog and another group that is more specialized (ie. contact me in 2 years when I'm done with school). This is what THEY have asked me to do. Why would I want to bug someone with something they don't want? Why would I want to convince someone to sign and go for an incentive if it isn't the right time? I would end up doing all the work and I'm way too lazy for that! Recruiting has ALWAYS been a part of this business - how did you get in? If you don't want to, fine! I'll recruit those who you (as in the generic you) don't. If you want to earn a trip, you need to recruit because that is part of the deal. If you look at it from the standpoint of a strong recruiter who isn't great at sales, only half of their points can come from recruits. So, if they have enough points, but more than half are recruiting points, they don't earn the trip!

As for being pushy about getting $1250 in their first 30 days - huh?!? You don't want your new recruits to earn as much PC$ as possible so they don't have to invest any more of their cash into their business? You don't want them to earn Sell-a-thon products so they don't have to/need to/want to buy them when they are available? I truly don't get it!!! Yes, you can take a horse to water but can't make him drink. Same thing with recruits. You can give them all the training and support possible, but they may not make it. It is the recruiter's (or director's) job to offer all the help and support possible. In fact, I'm on the phone with my team today discussing the 2 show part of Sell-a-thon so my hobby people don't miss out. If they go on to hit $1500 - great! IF they aren't interested - great! I've done the job I'm paid for (overrides and activity bonuses) by making sure they are aware and know how to accomplish what is going on. I also call them when they are close to getting a monthly increase in commission. Am I telling them they have to sell? NO! I'm letting them know that if they are interested, they can earn more money just by hitting $750, $1250, $2500 or $4000 in sales...they decide what they are going to do!

So, I highly suggest (if you're interested in recruiting) that you think about how it will help THEM and be excited when it also helps you.

beckyjsmith

That was very nicely put Kate. I agree with you totally on all of it.

cmdtrgd

Thanks, Becky. That means a lot!

legacypc46

I just hate it when intentions and words (and feelings) get misunderstood or come across wrong in a post. I like too many of the posters in this thread to see it generate hurt feelings. (Those who've been around here awhile know what I'm referring to...)

(sorry, I'm just in a mama-hen mood today)

cmdtrgd

Leggy - no problem! I love it when you're a mama-hen

I use strong words because I need to be hit upside the head many times before it gets in there. And, once it is there, I am passionate about it. I just hope that people can change their focus and help to change other peoples' lives!

baychef

Hasn't there been a phrase used in our business stating that....why would not want to share the business and deny others the benefits you have enjoyed? I think that symantecs come in to play rather than a personal attack on anyone being selfish.

As Kate stated, recruiting is about anything but selfishness. The more you think of your own benefits, the less successful you are at recruiting. I have seen this time and time again. Once I am able to help someone with that recruiting interview, they soon see it too. The more the recruit lead talks, the more they are to sign. Just keep asking them open ended questions abou themselves and you will see them come up with their own solutions as we sprinkle (not barf) information in. Sure, someone has to have the interest and some have more than others but when their fears become reasons as to why the want to do it, they are more likely to sign.

I too have seen those that hit $1250 in sales in their first 30 days get the momentum they need and the bookings they need to keep their business going.

For me recruiting is not the easiest but I am determined to get better at it. That is my own personal goal. We each can have our own!
PC is only trying to get us what most of us want...to have more financial freedom and fun with our business.

I found when I never mentioned recruiting at my meetings (thinking I didn't want to push someone to recruit)...my team did not grow. Then I started mentioning it and eventually mentioned it at every meeting with a bit of tips or training mixed in. I now have 3 people very close to obtaining directorship...and their own teams. I am so excited for them because I know how much fun it has been for me to see others do well. It has not all been a bed of roses, but nothing worth achieving rarely is easy!!