I Might Be Losing One and She Hasn't Even Started Yet.

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Discussion Overview

The thread discusses the challenges faced by a participant regarding a recruit who has not engaged with the business after receiving her kit. Participants share their personal experiences and thoughts on how to handle similar situations with recruits who may be struggling or unresponsive.

Discussion Character

  • Anecdotal
  • Opinion-based

Main Points Raised

  • One participant expresses concern about their recruit who has not taken any action after receiving her kit, mentioning personal circumstances affecting her engagement.
  • Another participant notes that there is no requirement for the kit to be returned if the recruit does not proceed with the business.
  • One participant shares their experience of initially being disengaged but eventually finding motivation and support from their director, suggesting that recruits can turn around.
  • Another participant advises caution in pushing the recruit too hard, sharing a personal story of a similar situation that led to a strained work relationship.

Areas of Agreement / Disagreement

Views differ on how to approach the situation with the recruit. Some participants emphasize the importance of support and patience, while others highlight the need to avoid pressure.

Contextual Notes

Participants are sharing personal experiences related to recruiting and engagement within the Pampered Chef community, reflecting on the emotional and relational dynamics involved.

Who May Find This Useful

Consultants who are navigating similar challenges with recruits may find the shared experiences and perspectives helpful in understanding different approaches to support and engagement.

A
AMTC
Gold Member
Messages
170
:(

My first recruit has gone past her thirty days and hasn't done anything yet - in all fairness she had found out about a serious family illness the weekend she got her kit, but then later told me it wasn't as bad as they had thought and she just needed to focus.

Today she said she needed to speak to me, but I was leaving (we work days together, but only see each other in passing because we both are in sales) so she said we need to talk tomorrow morning.

She has her kit already - what does PC require me to do if she drops out? Do I have to pick up her kit and return it to HO? I'm hoping to save her and get her to at least give it a try, but I have no clue what to do if she just says no:confused: .....
 
PC does not make people return their kits. They need to know that they did sign a contrac that they would submit 4 shows but some people dont do the 4 shows. Good luck I hope she can at least get the 4 shows in
 
I would encourage her.I didn't intend to be, but I was basically a kitnapper for several months. I just had too much "real life" that frazzled me badly. I couldn't even think of PC. In fact, I put my crate and all my tools in the closet and refused to even LOOK at it.My director was very kind and understanding and supportive when I *was* ready to start my business.I qualified this last week and I'm starting to think about my goals - I want to be a director.So even though all seems dark right now... your recruit might turn out like me. :)And if not... bless and release. It's really all you can do.
 
Nothing happens and no requirement on your part if she never does anything. Since you work together I would caution you on pushing too hard. Ask your director for help if she doesn't respond to you. My only recruit and I worked together, she kept acting like she would do something but never did. Then our relationship at work got sticky for unrelated reasons (she was unhappy w/the job and acting out towards everyone) and now I've just lost touch with her. I don't think PC really hurt that but don't know if it helped either.
 

Frequently Asked Questions

What does "I Might Be Losing One and She Hasn't Even Started Yet" mean in the context of direct sales?

This phrase typically refers to a situation where a potential recruit or team member is showing signs of disengagement or uncertainty before they have even begun their journey in direct sales. It highlights the challenges of maintaining enthusiasm and commitment among new recruits.

How can I prevent losing a new recruit before they start?

To prevent losing a new recruit, it’s essential to establish a strong connection from the beginning. Provide them with clear information about the opportunity, offer support, and maintain regular communication. Engaging them in training sessions and team activities can also help build their confidence and excitement.

What are some signs that a new recruit might be losing interest?

Signs that a new recruit might be losing interest include a lack of communication, delayed responses to messages, not participating in training or onboarding sessions, and expressing doubts about their ability to succeed. Being attentive to these signs can help you address their concerns early on.

How can I motivate a new recruit who seems hesitant?

To motivate a hesitant recruit, focus on their personal goals and how the direct sales opportunity aligns with those goals. Share success stories, provide encouragement, and offer one-on-one support. Additionally, setting small, achievable milestones can help build their confidence and enthusiasm.

What resources can I provide to help a new recruit feel more confident?

Providing resources such as training materials, access to a supportive community, mentorship opportunities, and product knowledge can greatly enhance a new recruit's confidence. Additionally, offering tools for goal setting and time management can help them feel more prepared to start their journey in direct sales.

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