Inactivity Question - New Recruit

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Discussion Overview

The thread discusses the challenges faced by consultants when dealing with new recruits who are inactive during their initial 90 days. Participants share their experiences and thoughts on how to handle such situations, including the implications of inactivity and strategies for engagement.

Discussion Character

  • Exploratory
  • Opinion-based
  • Anecdotal
  • Debate/contested

Main Points Raised

  • One participant expresses concern about a new recruit who may not engage in business activities during her first 90 days, questioning when she would be considered inactive.
  • Another participant mentions that inactivity would occur on the first of the month following the 90-day period if no sales are submitted.
  • One participant shares a personal experience of wanting to motivate the recruit to qualify within the 90 days.
  • Another participant suggests that the recruit can reactivate by submitting $200 in sales in a month, although this would not earn points for the consultant.
  • One participant proposes a strategy of encouraging the recruit to do at least a $200 show to buy time for future planning.
  • Another participant counters that using guilt as motivation may not be effective and emphasizes understanding the recruit's initial motivations.
  • One participant shares their experience of attempting to reach out to the recruit but receiving no response, deciding to send a supportive letter instead.
  • Several participants discuss the concept of "kit nappers" and the realization that some recruits may not intend to actively participate in the business.
  • One participant reflects on their experience recruiting "kit nappers" and the importance of focusing energy on those who are motivated to work.

Areas of Agreement / Disagreement

Views differ on the best approach to engage inactive recruits, with some participants advocating for motivation through guilt while others emphasize understanding and support. No clear consensus emerges on the effectiveness of these strategies.

Contextual Notes

The discussion reflects a variety of personal experiences and opinions regarding the management of new recruits in the context of Pampered Chef, particularly focusing on the challenges of inactivity and motivation.

Who May Find This Useful

Consultants who are navigating the challenges of engaging new recruits and managing inactivity may find the shared experiences and strategies discussed in this thread relevant.

L
ljeffries
Messages
773
Ok.
Say I have a new recruit who does nothing in her first 90 days (read that kit napper). At what point does she become 'inactive'? I think that I read somewhere that you can't become inactive in your first 90 days.
Her 90 days is up the end of November.
Any help will be appreciated.
 
If she does not submit any sales during her first 90 days, then she will become inactive on the 1st of the month following her 90 day date.
 
  • Thread starter
  • #3
Thanks, Debbie. Not the answer I wanted, but I know it is the right one!
Maybe I can someway get her qualified in her first 90 days.
 
But, she can still reactivate by submitting $200 in one month. you just don't get any points
 
Lay a guilt trip on her and tell her to at least do a $200 show before her 90 days is over that will buy her (and you) more time to figure out how the next 3 shows will be turned in at least every other month from that point.
 
Laying a guilt trip on her won't inspire her to work... it will just make her resent you. Rather, find out why she's not working. She signed in the first place for some reason or another. What was that reason? She needs to reconnect with that reason. Have a conversation with her and say something like, "When you signed, you said that you were interested in PC because it could help you with ______________. Since you haven't scheduled any shows, has that changed?" Find out and help guide her along. What kind of new consultant training is she getting? Is her director doing the new consultant coaching calls with her? She might still want to do it and just not know where to start. Put on your detective hat and do a little investigating!

With that, if she's really a kitnapper, there's nothing you can do. Move on to the next recruit. She made the agreement with PC, not you (per se) so move on! Find someone who really wants to work and go from there. Spend your energy developing more leads... not getting a headache over someone who won't work.

Good luck!
 
By laying the guilt trip I meant if she IS a kit napper she should at least feel a little responsible for doing the minimum so you can get credit ("recruiting points"-for helping her keep an awsome kit.) By all means if she started out very excited and started with goals in mind then it's worth the effort to get her back on track. Colleen is right.
 
  • Thread starter
  • #8
I really don't think she is a kitnapper. I think she is just lazy, quite honestly.
I have tried to call her and have e-mailed her, but get no response. Her mother (who is a friend of mine) is upset with her because she is not working on PC.
Colleen told me a few weeks ago that I shouldn't work harder on her business than she is. I am taking that approach.
I am sending her a letter via USPS on Monday. Basically, it will say that I am here for her if she wants to do PC. If she chooses not to honor her contract, then that is between her and PC.
Thanks everyone for your thoughts.
 
Oh, someone posted a great letter a while back. I know I saved it just in case I ever needed it. Let me see if I can find it.
 
  • Thread starter
  • #11
Thanks, neighbor!
 
pamperedlinda said:
okay, it was Janice. Here's the thread: http://www.chefsuccess.com/f10/you-have-see-one-15235/

maybe you can get some tips from this one.
Click to expand...
This is what I'm talking about, thank you!! I posted this before: I had one person tell me she got a lawyer friend of hers to look at our agreement and no where does it say on there that she had to do the 4 shows. (grrr) I loved the wording in the letter though...
 
Addie4TLC said:
This is what I'm talking about, thank you!! I posted this before: I had one person tell me she got a lawyer friend of hers to look at our agreement and no where does it say on there that she had to do the 4 shows. (grrr) I loved the wording in the letter though...
Click to expand...
Really, I though that it did. I'll have to look at that next time I order some agreements.
 
pamperedlinda said:
Really, I though that it did. I'll have to look at that next time I order some agreements.
Click to expand...
Unfortunately it doesn't so technically anyone can do this.
 
  • Thread starter
  • #15
It is not in the actual agreement at all....
 
It two and half years I have recruited 3 "kit nappers". We can invest our time and do what's expected of us and then there is a point when you realize they have no intentions of doing PC. We can not force someone to do it. We can let them know that if life takes them our direction again, we're here to support them.
 
lockhartkitchen said:
It two and half years I have recruited 3 "kit nappers". We can invest our time and do what's expected of us and then there is a point when you realize they have no intentions of doing PC. We can not force someone to do it. We can let them know that if life takes them our direction again, we're here to support them.
Click to expand...
You're right, I've had two consultants sign up with me that had been with someone else who was "mean" to them because they didn't work that "their" pace. Everyone is different. You have to work closely with the ones who really want to work their business but also try to keep the others motivated. Some work on and off and are happy that way.
 

Frequently Asked Questions

What does inactivity mean for a new recruit in Pampered Chef?

Inactivity for a new recruit in Pampered Chef typically refers to a period during which the recruit has not submitted any sales or placed an order. This can affect their status and eligibility for certain benefits within the company.

How long does a new recruit have before they are considered inactive?

A new recruit is generally considered inactive if they do not submit any sales or orders within a specific timeframe, usually 90 days from their start date. However, this period can vary based on company policies, so it's important to check the latest guidelines.

What are the consequences of being inactive as a new recruit?

If a new recruit is deemed inactive, they may lose their active status, which can affect their ability to earn commissions, qualify for incentives, or maintain their position within the team. They may also need to reactivate their account to continue participating.

Can a new recruit reactivate their account after a period of inactivity?

Yes, a new recruit can typically reactivate their account after a period of inactivity by placing a new order or achieving a certain level of sales. It's advisable to contact their director or support team for specific reactivation steps and requirements.

What can a new recruit do to avoid inactivity?

To avoid inactivity, a new recruit should aim to regularly engage in sales activities, such as hosting parties, reaching out to potential customers, and maintaining communication with their team. Setting personal sales goals and participating in training can also help keep them active and motivated.

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