Am I Trying Too Hard? Balancing Success and Recruiting in My Business

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Discussion Overview

This thread explores the experiences and feelings of participants regarding recruiting in their Pampered Chef businesses. Participants share their personal challenges, strategies, and reflections on balancing success with the desire to recruit others.

Discussion Character

  • Anecdotal
  • Opinion-based
  • Exploratory

Main Points Raised

  • One participant, identifying as a consultant, expresses concern about trying too hard to recruit, noting a peer's success despite not being interested in recruiting.
  • Another participant shares their experience of taking 2.5 years to become a Director, suggesting that rapid success is uncommon.
  • Several users mention the importance of being genuine and not pushy when discussing the opportunity with potential recruits.
  • One participant reflects on the unpredictability of who will attend shows and their interest in recruiting.
  • Another participant discusses a successful approach of making recruiting about the potential recruit's needs rather than personal success.
  • One participant notes their struggle with phone calls and feeling like they are harassing people when trying to recruit.
  • Another participant shares their success in recruiting by focusing on what potential recruits could gain financially.
  • Several participants agree on the idea of listening to potential recruits' needs as a key strategy in recruiting.

Areas of Agreement / Disagreement

Views differ on the effectiveness of various recruiting strategies, with some participants advocating for a more personal approach while others share their struggles with recruitment. No clear consensus emerges regarding the best methods for recruiting.

Contextual Notes

Participants come from various backgrounds and experiences within the Pampered Chef community, sharing insights based on their individual journeys and local market conditions.

Who May Find This Useful

This discussion may be of interest to new consultants seeking to understand different perspectives on recruiting and to those reflecting on their own approaches within the community.

britishchef
britishchef
Messages
437
I have someone in my cluster who started a month before me. She is now a Future Director.. but I don't have any recruits yet. I talked to her tonight and congratulated her and she said she doesn't really care about recruiting at all and doesn't really want Directorship. I restrained myself from yelling THEN SEND THEM TO ME! but I wonder, am I trying too hard? I try not to be pushy (for a very good reason, someone else local to me in my cluster is VERY pushy and has a pretty bad reputation). I guess I always just think about how PC was so great for me and I wish I had signed sooner. Anyway, I don't have anymore shows till the end of the month so not even any recruiting possibilities until then really.
 
Last edited:
Generally speaking, most new Consultants do not become Future Directors in one month; so please do not let that make you think you are doing anything wrong.

If you are truly interested in recruiting, make sure you tell your Director your goal and look to your Director for how to do this. I am not sure the average length of time a Consultant takes to become a Director, but I took about 2 1/2 years. I think that might be a very common length of time.

The best advice I have is to truly make sure you ask everyone and do not 'throw up' on them at the show. Give just a little information and then schedule time to chat with them and get your Director involved with this process.

Lisa
 
  • Thread starter
  • #3
Thanks Lisa. I have been trying to just be genuine about why I love my job... I guess I just think it's so great, everyone should want to join and I don't understand when they don't!
 
Amber don't worry about it. I am coming up one 1 yr and have had no recruits, no interests. I also believe that being too pushy is a definite turn off. I do offer the opportunity at my shows, but if they aren't interested I just leave it alone. I am probably the only one in my cluster that doesn't have any recruits under me. However my cluster is in a bigger city than I live in. We can't force people to sign, but I am sure that my day is coming. When it does, I will be shouting so loud that you will be able to hear me in the UK. Keep on truckin' Valky
 
Try something new at your shows - make recruiting all about them! Don't go on and on about how wonderful it has been for you. Ask them at the begining of the show to think what they would do with an extra $400 a month (I don't know the pounds, sorry) and write it on the top of their receipt. Worst case scenario, you'll see that when you check them out and you'll be able to talk to them about how PC can fit their needs.
 
  • Thread starter
  • #6
Thanks Valky! I suppose a lot of it is luck too. You just can't know who will be at your shows and what they want. I do have one recruit lead from a fair, a woman filled out a prize drawing slip and checked 'more info' for the opportunity, and she genuinely did want more info. She just had a baby 3 weeks ago though!
 
  • Thread starter
  • #7
That's a great idea Kate. I average £200 a month (3-4 shows) so I could ask that.
 
Looking at the $470 national average (I don't know what yours is over there), a consultant will earn about $100 with each show - providing they meet the average. $400 = one show a week.
 
  • Thread starter
  • #9
It's lower here, £260, and our commission is fixed at 20%. *sigh*
 
My problem is I don't or haven't tried much at all but really want recruits! I guess I just have to ask everyone!
 
Why is the commission fixed? That's just silly!
 
I can definately understand your concern. I am a new consultant, entering my fourth month, and no recruits either. One just slipped away, and that was my closest one. I am trying not to be pushy either, as I dont like when people are that way with me either. I am not good at phone calls, I've tried it, but I have to muster up courage to do it, then I feel like I harrassed people afterwards.

It may work for some, but my personality is not like that.

I need to really work at it. It my goal for this month!!
 
Okay. Here is my story. I have been in this business since Nov. I have ONE signed and 2 in the wings. The way I got them was just letting them know what they could do with the extra money. Most of the people that I recruit tend to be in my "circle" like stay at home moms or something like that. I would also not "throw up" on them *yuck to think about since I am eating lunch. yuk! But schedule a date where you can talk to the potential about the business.
 
When I started to worry more about them than me, it just happened!

Listen to their needs and caring about them is the way to go. We have something that can help many people. It's all about offering it to people.

That's it....not any harder.....

Just make it about THEM, and the rest will come!
 
I like that idea. I have started trying that approach with customers & hosts, making it all about them, and it seems to work nicely. I think I'll try this approach in my show this weekend!
 
jwpamp said:
When I started to worry more about them than me, it just happened!

Listen to their needs and caring about them is the way to go. We have something that can help many people. It's all about offering it to people.

That's it....not any harder.....

Just make it about THEM, and the rest will come!
Click to expand...

What Janice said. :)
 

Frequently Asked Questions

Am I trying too hard to recruit new team members?

It's important to find a balance between promoting your business and pushing too hard for recruitment. If you feel like you're constantly talking about recruiting and not enough about the products or the benefits of being a Pampered Chef consultant, you may be overemphasizing recruitment. Focus on sharing your passion for the products and the community, and let recruitment happen naturally as part of those conversations.

How can I balance selling products and recruiting team members?

To achieve a balance, dedicate specific times for product sales and separate times for recruitment activities. For example, during your cooking shows or social media posts, emphasize product benefits and customer experiences. On the other hand, set aside time for recruiting efforts, such as hosting informational sessions or one-on-one chats about the business opportunity. This way, you can maintain focus on both aspects without overwhelming your audience.

What signs indicate that I might be pushing too hard for recruitment?

Signs that you might be pushing too hard include receiving negative feedback from your audience, noticing a decline in product sales, or feeling uncomfortable during conversations about recruitment. If people seem disengaged or hesitant when you mention joining your team, it may be time to shift your focus back to the products and the value they provide.

How can I attract potential recruits without being pushy?

Attract potential recruits by sharing your personal success stories and the positive experiences you've had as a Pampered Chef consultant. Highlight the benefits of joining your team, such as flexibility, community support, and personal growth, without making it sound like a hard sell. Encourage questions and discussions, allowing interested individuals to express their curiosity naturally.

Is it okay to prioritize product sales over recruitment?

Absolutely! Prioritizing product sales is essential for building a strong foundation for your business. When you focus on delivering excellent customer service and showcasing the value of your products, you can create a loyal customer base. This, in turn, can lead to organic recruitment as satisfied customers may be inspired to join your team when they see the success and enjoyment you have in your business.

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