How Do We Get Our Recruits Motivated!

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Discussion Overview

This thread explores the challenges faced by Pampered Chef consultants in motivating their recruits. Participants share their personal experiences regarding recruitment, motivation strategies, and the balance between supporting team members and managing their own responsibilities.

Discussion Character

  • Anecdotal
  • Opinion-based
  • Exploratory

Main Points Raised

  • One participant, identifying as a consultant, expresses frustration with recruits who are inactive or uncommitted, sharing personal challenges in balancing her business with family responsibilities.
  • Another participant mentions being self-motivated and managing her time effectively despite having a full-time job and family, noting that she does not rely on others for motivation.
  • Several users discuss the importance of recognizing when to step back from unmotivated recruits, suggesting that it may be necessary to allow them to reach out when they are ready to engage.
  • One participant shares a positive experience where a recruit made an effort to stay active despite personal challenges, highlighting the impact of encouragement and support.
  • Another participant notes the value of reminding recruits of their initial motivations for joining, suggesting this could help rekindle their interest in the business.

Areas of Agreement / Disagreement

Views differ on the best approach to take with unmotivated recruits, with some participants advocating for stepping back while others emphasize ongoing support. No clear consensus emerges on a single effective strategy.

Contextual Notes

Participants share a range of experiences, from those who are new to the business to more seasoned consultants, reflecting varied levels of engagement and personal circumstances.

Who May Find This Useful

This discussion may be of interest to consultants seeking insights into managing team dynamics and motivation, particularly those facing similar challenges with their recruits.

R
RitaKey
Messages
71
I am having trouble getting my recruits motivated to just do the basics. I set up calls, give incentives to earn things. One is going inactive and asked him to get his Recipe for Success book out and to look up how it will effect him. I am offering him a leather man bag if he requalifies by Sept 15.
Another is so busy with her wedding and even neglected to put the bridal regisrty cards in her invites!!!! Signed in April and we used June as her Super Starter to give her some lead time. She spaced out a show and forgot to get the invites to the host and realized it 2 days before the show! And get this one, didn't show up for a show!!!
I cannot be their babysitter , run my business, take car of my 4 boys and my husband with stage 4 cancer, and go to school full time. I have recruited 5 so far, 2 of which qualified and none that are really active. I was told if you can't change your people; change your people. I really try to weed out the ones that I feel that are going to sap me dry. I know that we are not to prejudge, BUT, lets face it some characteristics stand out like a sore thumb that I know I just don't have the energy for. I am trying to get everyone to do an 1/2 hour to 1 hr 2x's a month for a team meeting, to work on areas that they say they want help in. Can't get them to committ.
So, I am coming to the place that has hundreds of years of accumilated experience to sap all of your wisdom. I KNOW I am not the first that has traveled this road before.
Thanks for your help.
Rita
 
I can't speak from experience because I'm fairly new myself (only been a consultant for 5 months). I am self-motivated. I work another FT job, have 2 daughters and a husband and still manage to do plenty with TPC. This is because I really enjoy it, the money comes in good, and I'm having fun. I have never attended a meeting and my recruiter went inactive. I have 1 recruit and am working on a couple more. I have 4 bookings for August, 3 for September, and 2 for November. I don't need anybody else to motivate me. From what I've read on this site, you need to "bless and release" those that you can't motivate to get going. Move on to others who are more interested. Again, not from my experience, but from others. HTH. Good Luck!

Jeanie Gay
 
Rita, I feel your pain...
I have similar issues.
read the thread called "Ideas to encourage re-activation" It is in recruiting discussion to, last post was July 16th or something.

I asked for advice on this and mostly got encouraging responses, one "response" was more of a blast at my "selfishness", and I got my little fragile feelings hurt...LOL.... but to look back now its kinda funny, you should have a peek at that. (I made the mistake of saying that I was hell bent on being a director, and someone took that as me only wanting to help myself....you know.. all about me...lol)

Someone said that we should only help those that want to be helped.
I guess that is all you can do though is try to find out for sure if their success in this biz is any priority to them at all. And hopefully they will tell you the truth and you can train accordingly, or set them free (more like YOU being set free..lol)

But as mentioned in that thread I was telling you about... just make sure you are making it all about them and not all about you (Although you are the one with all that space in your brain being taken up by non- producers)LOL.
But I think that there must be a time when you need to tell them... look, I can't have you taking up all this energy from me, when I could be using that energy on someone who appreciates how hard i work to help them, and will actually use my advice!!
Ok... obviously not in those words... but I believe it needs to be known at some point. Im just not really sure how one would get that point across without sounding nasty.
But I really don't think that they realise sometimes that we have to set aside time to coach them, and we have families and lives as well, and for us to use so much of our energy and time to try to help them when they don't take it seriously enough to take action (even the basics). Thats not fair either, and they need to know that.

Now the bride??? you have to forgive her... she has "Bride Brain", which is very similar to "Pregnancy Brain" (very forgetful, easily confused..lol) and I just think that she is plain old busy and confused because of all the wedding stuff going on. Maybe after everything is done with her wedding, she will be a star consultant.

gee... do you think I talk to much???
LOLOLOLOLOL:D
 
Maybe at some point you just say "if you need my assistance, please call me, but I feel like maybe I'm trying to push you to do things you aren't interested in doing. So I feel it's time for me to back off until you let me know otherwise. Call me if you decide you are ready to get back into TPC and I'll be glad to help you". I don't think that sounds nasty, but it's just plain honest. After awhile it's time to move on. I guess whenever you feel you've done all you can do and they aren't stepping up, it's time. Again, this is coming from someone with little experience in TPC (but quite a bit of other leadership experience).

Jeanie Gay
 
I have girls that are inactive awhile and then active---I have signed five in June and July---I tell them all --I send e-mails galore--if I don't hear back from you or get a call I think everything is OK----I am going to start having a monthly meeting--my team wasn't much into it---but now with 5 new added and one of my girls recruited this month--there may be a need!!!:D

I even e-mail the inactives--keeping them up to date--maybe that is why they still hang on a little---
no pushing --I say this business can be what YOU want it to be--I am a hobbyist----4 shows at most a month depending on the kids schedules---I went on the cruise and I am a director --which I love getting those FREE products!!

but I think my team sees that it can be part time and that is what makes it fun!!
 
pcjeanie said:
Maybe at some point you just say "if you need my assistance, please call me, but I feel like maybe I'm trying to push you to do things you aren't interested in doing. So I feel it's time for me to back off until you let me know otherwise. Call me if you decide you are ready to get back into TPC and I'll be glad to help you". I don't think that sounds nasty, but it's just plain honest. After awhile it's time to move on. I guess whenever you feel you've done all you can do and they aren't stepping up, it's time. Again, this is coming from someone with little experience in TPC (but quite a bit of other leadership experience).

Jeanie Gay
Click to expand...

you are sooo good! i think you should call evryone for us...LOL
Thanks!
 
Thank you. Now if only I had more recruits I could use this stuff on, I'd be in business. LOL.

Jeanie Gay
 
  • Thread starter
  • #8
Thanks gals! This week is better!!! :) The bride turned in a show. Bless her heart she stayed was at her mom's until after midnight trying to submitt to keep her from going inactive!!!! YEAH! She made it!!! (I will reward her efforts!)
My guy is joining me for a 12 hour shift to help him get requalified to earn his leather man bag 50 catalogues from me! yahoo! Back on track! It is amazing what a little time, patients, and prayer will do. ( He quit a full time job w/ bennies to do PC, he just needed a little reminding why he wanted to do PC)
 
Rita,

I think you hit on one of the keys. Reminding them why they wanted to do PC. I ask everyone that after they signed. What were some of the things that made you decide to joing PC and if you could get all of the bookings you want what would you like to see from your business? This way I have it to go back to when they're struggling. It doesn't always work but it can help with some people.

It sounds like you're got a lot on your plate and you need to remind yourself that you give them the tools and the encouragement but it's not all on you! They have to work if they really want it too. I have two consultants I have left with a call me if there is anything you need from me status and just keep them updated through emails on promos, meetings etc.

Michele
 

Frequently Asked Questions

What are some effective ways to motivate new recruits in direct sales?

One effective way to motivate new recruits is to set clear, achievable goals and celebrate their milestones. Regularly check in with them to provide support and encouragement. Additionally, sharing success stories from other team members can inspire them and help them visualize their potential. Offering incentives, such as bonuses or recognition for reaching specific targets, can also boost motivation.

How important is training in keeping recruits motivated?

Training is crucial in keeping recruits motivated. Providing comprehensive training helps them feel confident in their abilities and knowledgeable about the products. Regular training sessions can also foster a sense of community and support among team members. When recruits feel equipped to succeed, they are more likely to stay engaged and motivated.

What role does mentorship play in motivating recruits?

Mentorship plays a significant role in motivating recruits. Having a mentor can provide new recruits with guidance, support, and accountability. Mentors can share their experiences, offer advice, and help recruits navigate challenges. This personal connection can boost confidence and motivation, making recruits feel valued and supported in their journey.

How can we create a positive team culture to motivate recruits?

Creating a positive team culture involves fostering an environment of encouragement, collaboration, and recognition. Celebrate individual and team achievements, encourage open communication, and create opportunities for team bonding. Organizing team events, both virtual and in-person, can strengthen relationships and enhance motivation among recruits.

What are some motivational tools or resources we can provide to our recruits?

Providing motivational tools such as goal-setting worksheets, tracking systems, and access to online training resources can be very helpful. Additionally, consider creating a resource library with motivational books, podcasts, and videos. Regularly sharing motivational quotes or success stories through newsletters or social media can also keep recruits inspired and focused on their goals.

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