Encouraging a Potential Team Member: Tips from a Cheffer

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Discussion Overview

The thread discusses various approaches participants have taken to encourage a potential team member to join their Pampered Chef business. Participants share their personal experiences and strategies for maintaining communication without overwhelming the individual.

Discussion Character

  • Anecdotal

Main Points Raised

  • One participant, identifying as a consultant, mentions that they have reached out to a potential recruit multiple times but are unsure what is holding her back.
  • Another participant suggests sending additional information, such as a magazine or recruiting CD, and then following up to see if the potential recruit received it.
  • Several users mention the importance of staying in touch through various means, such as handwritten notes or recipes, to keep the potential recruit engaged.
  • One participant shares their experience of taking a long time to decide to join and reflects that consistent communication from their original consultant could have made a difference.
  • Another participant notes that they appreciated being reminded that the decision to join is personal and that they would reach out with questions when ready.
  • Some participants emphasize the need for patience, suggesting that potential recruits will join when they feel the timing is right.

Areas of Agreement / Disagreement

Participants generally agree on the importance of maintaining communication and being patient, though there are varying opinions on the best methods to do so.

Contextual Notes

Participants share their personal experiences with recruiting and the emotional considerations involved in making the decision to join the business.

Who May Find This Useful

Consultants looking for insights on how to engage potential recruits and understand the decision-making process involved in joining the Pampered Chef community.

lacychef
lacychef
Messages
5,691
Okay, so a gal co-hosted a show back in January & we got to talking about the opp. She decided she was interested, and wanted to sign up as soon as the new kit was available.....and she hasn't signed yet! I have left her a couple messages, inviting her to a team meeting, & asking if there's questions I can answer, etc. What do you fellow cheffers think I should do? I don't want her to think I'm bugging her to get signed up; but I can't figure out what's holding her back....thanks for any help:)
 
Did you send her any info? If you didn't maybe you could send her some info. like the empowering women mag or recruiting CD? After that call and see if she received it and then let it be. She'll sign when she's ready. Maybe she didn't get your messages.
 
Just stay in touch....send her a recipe or handwritten note through the mail....then call again a couple weeks later...then email her.....just keep in touch!
 
Good ideas with the notes. Send her a handwritten note saying you were thinking about her as you were __________ (watching the new DVD, reading EW, etc.) and thought she might like to read/watch it, too. Let her know that timing is everything and you will be here when it is her time.
 
Try Kate's approach. Hopefully you will get an answer one way or the other from her.
 
cmdtrgd said:
Good ideas with the notes. Send her a handwritten note saying you were thinking about her as you were __________ (watching the new DVD, reading EW, etc.) and thought she might like to read/watch it, too. Let her know that timing is everything and you will be here when it is her time.
Click to expand...

I agree. I have a potential recruit who just can't join right now but wants to. I think she's also feeling the worries we all get of can we do this. I gave her the magazine at her show in Jan (& one for her sister who she thought should join) & emailed her a few days ago. I told her that I didn't want to bother her, but to remind her that I'm thinking of her. I also mentioned that only she knows when the right time to join is & I'm always here to answer questions/listen, etc. She told me that she really appreciated that. I think since she knows I'm not just trying to recruit her for my benefit that she'll be more willing to contact me with questions, etc.
 
It took me a LONG time (uh, a few years?) to decide to start a PC business and if my original consultant had kept in touch with me, I would have signed with her! But since I lost touch, I became a HO lead for my director! So as others have already advised, stay in touch and she will sign when she is ready!

(It took one of my recruits 10 months from the time she said she was interested to the time she actually signed up!)
 
cat said:
It took me a LONG time (uh, a few years?) to decide to start a PC business and if my original consultant had kept in touch with me, I would have signed with her! But since I lost touch, I became a HO lead for my director! So as others have already advised, stay in touch and she will sign when she is ready!
Click to expand...

Me too!!! I became a HO lead for my director. She called and asked if I needed any questions answered or if I just needed to know how to sign up and I said "sign me up!" LOL!

I met my first consultant at LEAST 5 years ago. I hosted a show for her, checked Maybe for the biz on my DPS. She called and I never answered and then she eventually stopped calling. *shrug*

My most recent recruit signed in January 2007 but we first met about it in December 2005. So you just have to hang in there and wait for the right time for them!
 
  • Thread starter
  • #9
Thanks for your responses ladies. I had given her the new opp brochure; then I mailed her the welcom packet since it still has helpful info, plus the new DVD. I figured I'd just call every couple weeks or so; hopefully it will work out when she's ready!
 
Don't give up. It took me about 10 years to sign. (Don't ask. It's a long, boring story.) Remember that if she's not excited about doing it, she probably won't get off to a good start. It needs to be her timing. She'll let you know if she feels that you're becoming a Pampered Pest.
 
I agree with what was said a couple times. Don't only call. Rotate it. Call, then e-mail, then mail. All basically saying you have been thinking about her (or other creative ways to say the same thing). She will appreciate you have done it and will sign when ready. If she isn't answering the calls, something may have happened and she just isn't ready now. Be patient.
 

Frequently Asked Questions

What are some effective ways to approach a potential team member about joining Pampered Chef?

Start by building a genuine relationship with the person. Share your own experiences and success stories with Pampered Chef, highlighting the benefits of being a part of the team. Invite them to a cooking show or a team meeting to see the community and culture firsthand. Make sure to listen to their goals and interests to tailor your approach accordingly.

How can I address common objections a potential team member might have?

Listen carefully to their concerns and validate their feelings. Common objections may include time constraints, financial investment, or fear of sales. Provide clear information about the flexibility of the business, the low start-up costs, and the support available. Share success stories of others who have overcome similar objections to inspire confidence.

What resources can I provide to help a potential team member learn more about Pampered Chef?

Offer them brochures, product catalogs, and access to the Pampered Chef website for detailed information. You can also share videos, testimonials, and social media groups where they can connect with current consultants. Encourage them to attend a local event or training session to experience the community and support firsthand.

How can I create a sense of urgency for a potential team member to join?

Highlight any current promotions or incentives for new team members, such as discounts on starter kits or bonuses for signing up within a specific timeframe. Share success stories of new team members who quickly achieved their goals, emphasizing the benefits of getting started sooner rather than later. Make sure to communicate the potential for growth and income in the upcoming months.

What ongoing support can I offer to ensure a new team member feels confident after joining?

Provide a structured onboarding process that includes training sessions, mentorship, and regular check-ins. Encourage them to set achievable goals and celebrate their milestones. Create a supportive environment by inviting them to team meetings and encouraging participation in online communities. Reassure them that you are available for questions and guidance as they start their journey.

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