Is the New Pampered Chef Career Plan Too Demanding?

[cookingwithlove]

I do have a question for everyone, because I want to understand. Why do you not want to recruit?

 

[esavvymom]

I do have a question for everyone, because I want to understand. Why do you not want to recruit?

For me, it's a couple of reasons that hold me back from it.

(1) My personality...I was always the one on those personality tests that was on the far-Introvert side....so asking someone to do ANYTHING is very difficult for me! This whole business has been a big stretch outside of my comfort zone- which I'm slowly expanding.

(2) Because I don't have a consistent calendar of bookings, I don't feel like I could be much of an example of someone who has a business going. I feel like they'd be looking to ME for training and guidance....and if I can't put into practice what I know, then what does that say?



It's not that I don't WANT to, just not yet...not top-priority.

 

[shannonjennings]

I love being a director, but I will not push my girls to do anything they do not want to do!!! When I first became a director, I pushed, but I learned my lesson and I realized that is not the way I wanted to run my business, so I have recruited like crazy hoping that I can get my team the way it needs to be on my own...not relying on the rest of the team. I tell my girls all of the time that this is YOUR business...you run it YOUR way!!!! I have stuck with that philosophy even through the career plan change. I am hoping I can find a few more who will want to recruit, so I don't go through this up and down all of the time! BUT no matter what I am always there for my team rather I am paid as a director or not!! I tell them that this is not about me, but it is about them.

 

[kam]

I do have a question for everyone, because I want to understand. Why do you not want to recruit?

OK, without getting blasted from others on how I am "not doing my job"...it has never been a goal or priority for me to recruit or become a Director, etc. I never got into this to make money (I work a FT job). I got into this to support my "PC habit". I LOVE the products and LOVE helping others love the products too. The money is a nice benefit .

I would NEVER turn down a recruit. I do mention the opportunity - briefly.

BUT - here is my take on recruiting. If I recruited someone - I would feel as if it is MY responsibility to train, help, answer questions, check in, and support this person (etc etc). If I cannot do those things, then I would feel bad. I do not have the time (and I am not willing to make the time) to do these things. I barely have enough time to keep my own biz going. It would not be fair for me to recruit and abandon. Honestly, if I got a recruit, I would probably give that person to my Director - if that is allowed.

 

[esavvymom]

YOu know what made me actually want to recruit this year? Seeing the success others have when they have a team...seeing the extras- like the $$, the extra product (directors), and, as crazy as it sounds....seeing them walk across stage at NC.

When my SED and SD sent out a copy of some of their past commission statements (from 1-2 yrs ago), I was SHOCKED at how much they earned just because they did have a team! It was over 2/3 of their paychecks! THAT was motivating and powerful!!!

So, while I wouldn't be one to push anyone to do what they had no desire to do, I would probably be sure they knew somehow what they can get. It can be their choice then, and I wouldn't be "prejudging" by not telling them the benefits. I would probably do that during the special training processes that PC comes out with- like Step Up Your Business, or the Director Express type trainings.

 

[NooraK]

BUT - here is my take on recruiting. If I recruited someone - I would feel as if it is MY responsibility to train, help, answer questions, check in, and support this person (etc etc). If I cannot do those things, then I would feel bad. I do not have the time (and I am not willing to make the time) to do these things. I barely have enough time to keep my own biz going. It would not be fair for me to recruit and abandon. Honestly, if I got a recruit, I would probably give that person to my Director - if that is allowed.

Technically, it is your Director's job to train your recruit until you are a Director yourself. But I know how you feel. I do want to get there some day, so I believe that I should be doing all of that with my recruits from the start.

 

[BadGirl]

BadGirl, My apologies to you, because in hindsight my post looks rather witchy. I do agree with Linda that it is your business to run it the way your like. I have consultants on my team much like you and I hope that they never feel pressure to do anything they do not want to do. I leave them alone and I am there to answer any questions if they have them. Just as it is not about me if someone does or does not want to host a show, it is not about me if a consultant is or is not active. The frustration as a director (at least for me) is when someone is telling all the things they are doing and leading you to believe they are working their business and they are not. Or if someone refuses to get on the phone and make phone calls but then complains that they have no business.

Again, I apologizes for my witchy comments.

No apologies required, CWL. I'm sure that I came across as snarky, and that wasn't my intent. I really just wanted to express that someone (ME!) are not terribly concerned with being the "perfect" PC Consultant (whatever that is ). And I agree, if someone under you is presenting themselves to be doing certain things, and is not doing it, then you have every reason to be upset/concerned. I've never implied to my Team Leader that I intended to do anything that what I am currently doing.

I do have a question for everyone, because I want to understand. Why do you not want to recruit?

I just don't have the where-with-all to do it. My primary job is pretty demanding, and I just wanted this to be a quick outlet, with little need for me to focus on every little detail. And to be competely honest, I just don't want to be bothered by questions and issues at all hours of the day. I couldn't reasonably expect someone under me to never call me during normal working hours (because I couldn't handle PC calls while at my job), or to contact me while I'm trying to cook dinner, get my 4 year old ready for bed, blabh, blah, blah. I guess when it comes down to it, I just don't have a lot of time to dedicate to the effort.

Since this thread started, I've been thinking about my involvement in PC, and just realized that I have never asked my friends to have a home party for me, nor have I approached my co-workers about a party (other than leaving a catalog out for them to order from). I am missing out on a possible gold mine!

 

[ChefBeckyD]

I think I understand the confusion of my posts. I really was intending to speak to my lack of phone interaction and formal follow-up and how I won't/don't do that. I did mention that most often, I just place catalogs in the coffee mess at work, and in that environment, if I catch someone in the hall with a question, heck yeah I'll answer it. But I never approach them about hosting a party, and I have never approached anyone about recruitment. I don't even own the slides that speak to the benefits of PC, and I've never mentioned the benefits to my customers. However, if someone did approach me about working PC, I'd pass on recruiting them myself and likely forward their info to the person who recruited me.

Really, what got me about the original post, and some of the subsequent posts, was that some folks were getting peeved at people under them underperforming or not performing at all. It was my intent to say that - IN MY CASE - I have no desire to change my tactics or my business strategy to satisfy someone else's expectations of what I should be doing....in order to benefit their Career Plan or their payment levels.

IN MY CASE - I've never made a false impression to my upline that I intended this to be anything more than a casual side business. If they expect any more of me, then they will surely be disappointed. I'm satisfied doing exactly what I'm doing, and that is all that really matters.

Thank you for explaining that.

As I said before - I love my downline, and never would I try to make them feel pressured into doing more than their goals. I always stress to them that everyone's goals are different, and if it's their goal to do one show a month, then, when they achieve that goal, we will celebrate the same as when any team member meets their personal goal!

My frustration (and it's minimal, really) is with the fact that I struggled for so many years to have 5 qualified active recruits at the same time, and now, I have double that...and it's still not enough.

 

[chefjeanine]

But, it seems as though Directors are no longer in control of their own destiny in this plan. You heavily rely on your downline to recruit.

And this is THE problem with the plan for those who are trying to make a living at this business. They don't want to (can't?) rely on someone else to determine their level of income from month to month. That's why many have left.

 

[shannonjennings]

And this is THE problem with the plan for those who are trying to make a living at this business. They don't want to (can't?) rely on someone else to determine their level of income from month to month. That's why many have left.

DING DING DING DING...we have a winner!!!!! That is exactly right! I am still having fun with it and have decided that when it stops being fun, then I will quit. I have to remember why I started PC and that is what keeps me in the business...not the big paycheck...that is just a bonus. It is just frustrating when you know you could get it and someone you didn't even recruit keeps you from getting it!!!!

 

[Chefstover2]

I can relate to almost every post here...I promoted to Director under the old plan, last December. Had it been the new career plan, I would have promoted about 5 months earlier. HOWEVER, I've only been paid as a director for one month since they stopped making up the difference...and technically, I've lost my title, but I refuse to change my signature, since I'm working with my team and potentials to make it back by March 1 (and it's looking good). Had it been the old plan, I'd have been paid as a director for most of last year...go figure!I have several "steady eddies" who are consistent performer and a whole bunch of hobbyists. This is fine with me, especially since that is what they told me they wanted to accomplish. I'm working weekly with those that are my "movers and shakers", monthly with the hobbyists and I'm doing my own meetings (my cluster is in So. Florida and I'm in NC).I decided that I wasn't going to let the change in title bum me out and I was just going to keep on doing what I've always been doing. In my mind (and my team's), I'm their director. They want me to get my title back and we'll get there sooner or later (but we're working towards sooner)

 

[letmepamperu13]

To post or not to post....that was the big question I had as I read through this and seeing as I am mostly a lurker I am surprised that I am posting
I rely on PC as a living for my hubby and I and I have to say that I have had this conversation with quite a few in leadership and I have given them one name: Jack Canfield and two words "personal responsibility". After reading his book "The success principles" I came to realize that , no, I can't make the calls/book the shows/etc. for the people on my team but what I can do is work with my team towards their goals and challenge them to be their best for whatever they want (whether it is one show a month or 12 shows a month). I realized that I have control over my business through the actions I choose to take. I have had months where I didn't know if I would get paid as a Director but what I chose to do in those months was to learn and reflect where I could improve and grow.
Please don't take this as I am saying that anyone who posted is not working hard- I'm not saying that at all. What I would challenge you is to ask yourself, what do I need to do to get where I want to be? If you are honestly stumped, do as I have done and reach out of your comfort zone and directly contact the top recruiters, leaders, sellers of our company and ask for 10 minutes to pick their brain- I haven't been turned down and you would be amazed at what you can learn in ten minutes.
And just to leave you with something that has really impacted me in the last two days, I just finished reading the Aladdin Factor (great book about asking for what you want) and at the end the author has you ask yourself this question:
"How would the person I'd like to be do the things I'm about to do?"
Wow! Pretty intense question when you think about it.
Okay, now I am back to lurker ....

 

[BethCooks4U]

You are correct, the new plan is more stressful for Directors, AD's and SD's. I had a good strong team under the old plan and I have a director team under the new plan (4 of my recruits have recruits) but at least half the time I am paid as TL. In theory this plan is supposed to make it easier to make more money. Incentives are there for all recruits to make extra with their first recruit (old plan you needed 2 and $1250 personal sales/new plan you need 1 recruit and $150 personal sales to get overrides). Theory is great but everyone must submit in the same month for it to work.

I have never pushed anything on my team. I always pointed out the incentives and let them know what they could be getting but that was it. I didn't even do a recruiting segment in our meeting (other than mentioning an incentive) because many of them were hobbiests and the others just wanted to sell. When the new plan came out I was very frank with them. I told them they can still run their business their way but that I would be doing recruiting segments in our training. They totally get it and while they aren't recruiting unless it falls in their lap they say the right things at the meeting and know that I'm there for them and will train their recruits as my own (they can listen in/be there but it's their choice).

My upline and HO training urges us to recruit 2 for 1. In otherwords our hope to keep our directorship pay is to focus on the new people coming in. Their expectations are not established.

I love being a director but I HATE not being paid for it. If anything I work harder now for less pay. My SED said that "we are making more money in the new plan". WE are HO, the people at the top and SC's/TL's. Those of us in between are making less and struggling with more stress. The solution they give us? "Recrit more."

My team is my team and I love them. If they don't want to recruit or submit I am disappointed but they signed up to do it "their way". Do they have the desire to do more? Yes. Do they do it? No. If they won't do it for the commission they sure won't do it to keep my title. If your director is pushing you it's because they haven't come to terms with the changes or they're scared. Those that do it as THE job need that income to be stable and growing.

If I were to lose the title completely I will still hold my meetings as there is no upline or other director near us.

 

[mandy412]

It's interesting to read everyone's opinions as a newbie. I don't have anything against recruiting people and hope to have that opportunity once my business really takes off. That being said, I hate that slide (don't beat me for admitting this). It just seems too over the top and I know people got bored at my party when my TL was going through it. So my plan is to address the business opportunity but not harp on it so much that people get tired of me.

 

[jenniferm]

When the new career plan came out I thought it was a good thing...until...yes, my own ED could not keep the title because of the demands in the downline. I am not a director but wanted to be one until now. I am happy being a consultant...was TL for a long time but now my downline has disappeared. I do not mind recruiting....I just hate that my extra pay depends on them. So with that I have decided not to worry. If someone wants to join I will help them. If I forget about the extra money and just help others start their own business with a wonderful company that has AWESOME products than I am happy....if this gets me to director than great..if not than I guess that is the way it is suppose to be. I have know others to push recruiting to the point that it pushes people away and I do not want to do that. I believe that if you make directorship but the people under you do not perform that you should not be penalized...maybe not all the pay you would normally get but at least something because just as others have said...you are doing all the work and not getting the pay for it...I think that is wrong.

 

[doughmama]

Yes, go back to your friends and have a home party - honestly, I find this easier than dealing with catalog shows and individual parties anyway. sure you'll find a few who have thought about it but just needed to be asked. Good luck!

 

[Becca_in_MD]

WE are HO, the people at the top and SC's/TL's. Those of us in between are making less and struggling with more stress.

I think you're right. I know I'm making more as a TL than as a FD, mostly b/c of HO lead online orders rather than the overrides. Don't know if my D is making much different. Her income is based on her personal sales. Her overrides and production bonuses are add-ons. When she needs to increase income, she does more shows.

I view developing my team as a long-term goal and just part of the what I want the business to be for me. I train everyone on mentioning the biz opp. Some will do it. Some won't in the beginning but will want to develop that skill later on.

Frankly, Directorship under the new career plan wasn't much of a goal for me. I can earn the products with S-A-T. I can get overrides and HO leads by being a TL. Sure, the overrides and production bonuses are more by being a Director. But then they improved the travel incentive program with the "paid as" points. That has made me more excited about the people on my team who want to recruit and helping them do that. But I have not included "paid as" points in my calculations for earning Maui. They will be a bonus. I agree that a lot of is not under my control. What is under my control is my biz and providing the info to the people on my team about recruiting, just making them aware of what to say or how to respond if someone is interested in the biz.

 

[leslieprichett]

I just started PC in June and am doing pretty well on a part time basis. I came to PC after 5 years with another direct sell company and was one of their top 10 performers in the state. I recruited with them as well, but was often frustrated because the signup cost was so low, you would get lots of flakes LOL

I have decided to recruit this year because I want to go to Maui this year. I have 6 children and my hubby and I have never been anywhere alone LOL I also want to work this business from all aspects so that I can see the full benefits of it.

I have two recruits to sign up this month....one on the 25th and one on the 26th. They are waiting till the end of the month so they can start their parties with a bang with the new spring items.

I will lead them as best as I can without being pushy. I want to help them qualify and then I truly believe once over that hump, most of us will keep on rolling. Crossing fingers

 

[Chefgirl2]

This new career plan is brilliant. I have been an eternal director that always was frustrated that my team couldn't as a whole match my sales some months, much less grow to a $25,000 team. I finally figured out that I will be making more money in the long run if I spend half of my time coaching my team - for real, rather than feeling like I am because I was doing 10-14 a month. Finding the time to make team calls was work itself.

I was paid as a TL for June and August...and it sucked. I have many excuses, but I will say it feels great that this month I had 2 consultants beat my sales! I am focusing on basic trainings and blocking out time for working my other job, working for my host, working for recruits and working for consultant coaching.

I really want that $500 car allowance. Everytime I write my $394 car payment it kills me...and inspires me. I know the 1% more and developing my team will make me way more than $500, but $500 is a number that I can feel. Now, I'm working on my Director status being official on the 15th, rather than the last day of the month.

 

[jcsmilez]

It has been so interesting reading everyone's perspective on this. I am very curious, hopefully not to open a huge can of worms, but to ease my analytical mind -- if you could, what minor changes or tweaks would those of you that are frustrated make to the current plan? It seems like a structurally solid plan that encourages leaders to be more involved with their downline, but that has had some adverse side effects such as the two-headed monster mentioned in a previous post.A quote by Zig Ziglar shared at training, "You will get what you want in life if you help enough other people get what they want." I have to hold this to be true and keep helping others with their goals, whatever they may be, and offering the opportunity to everyone, and in time I am destined to build a team with enough hobbyists, part-timers, and superstars, to be a solid director and hopefully more. Until then, I guess the only income that I can rely on is that from my own commissionable sales, the rest has to be frosting on the cake. -- Just my two cents...

 

[mscharf]

This new career plan is brilliant. QUOTE]

I totally agree!!! I have only been in PC since Sept 08, so I am familiar with the old career plan. I was a FD (never was Director under old plan) and when they announcce new plan I was trilled. I think if you can see the big picture, then you will realize you can promote faster with less work. When working with my new consultants I make recruiting just another part of the job. I don't think recruiting is as big of a deal as some people make it out to be!! They are not signing away their first born!!!! If you stress that it is not a big deal and help them recruit one in their first 30-90 days they will continue!!
I know some will say "But you weren't a Director under the old plan, so you don't know what is like..." but the point is that the The Career Plan is different (can't even call it the new plan it has been 10 months!!) you just have to figure out how to make it work!!!
I don't mean to sound harsh in anyway, but I try to get support and encouragement from this board so I just try to find the good and not bring others down, especially all of the NEW CONSULTANTS ON THIS FORUM!! I feel this post is going to scare some away!! YES, YES we all can express our opinions, I know, I know, just my TWO CENTS! Not trying to ruffle any feathers.

All you newbies out there: The Career Plan is a GREAT thing, you will make more money faster!!

 

[esavvymom]

It has been so interesting reading everyone's perspective on this.

I am very curious, hopefully not to open a huge can of worms, but to ease my analytical mind -- if you could, what minor changes or tweaks would those of you that are frustrated make to the current plan? It seems like a structurally solid plan that encourages leaders to be more involved with their downline, but that has had some adverse side effects such as the two-headed monster mentioned in a previous post.

\.

I think you are right. Ever since they announced this plan at Leadership, Directors and SD/AD's have "crawled out of the woodwork" and became more involved with their downlines. I know the HD group I am a part of was one of them. We would have our cluster meetings and she'd be on the phone (wasn't very helpful for me but it was how it was....we've all just found a new group to join in locally- YEAH).

So yes- I think it gave them motivation to have more interest in what they were doing with their business to help them train and work with those who ARE interested in growing their business too, instead of recruiting and then just leaving them to themselves. Unfortunately, some of you have had the monsters as you say, and that's sad. Fortunately for me, mine will "cultivate" those who WANT to be, and just keep the others informed at whatever level they prefer to work.

 

[pamperedlinda]

-- if you could, what minor changes or tweaks would those of you that are frustrated make to the current plan? ...

I would change the Director team structure requirements to be one active Senior Consultant instead of 2....that is what has been holding me back from regaining my title. :cry:

 

[ChefBeckyD]

I would change the Director team structure requirements to be one active Senior Consultant instead of 2....that is what has been holding me back from regaining my title. :cry:

And what is holding me back from promoting....

I'm always right on the brink - I was in the old plan (then it was having 5 active and all submitting in the same month) and now that I meet that requirement...I'm always just one Sr. Consultant short! And yet, I have a larger active team than many who are directors...

 

[crystalscookingnow]

I would change the Director team structure requirements to be one active Senior Consultant instead of 2....that is what has been holding me back from regaining my title. :cry:

That's what been keeping me from promoting too. But - my team knows (at least I hope that they do) that I'm more concerned with them & their successes than my promotion. Would I love to be a director (really, it's just a title, I already do all of the director work. I know others here do too.)? Absolutely. But I'm not going to get pushy with my team & make those the only words they hear from me.

 

[babywings76]

I feel bad for my director. I haven't asked her, so I don't know how things are going for her. If she's getting paid as a TL or director I don't know. She is the recruiting queen, but retention isn't always great, I think. I wish I could promote, but I'm not doing a great job w/ recruiting. I'm taking a tele-seminar w/ Steve Wiltshire on Friday though, and hope it will help me with it. Tammy Stanley's newsletter she sent out this week, promoted this and since it was free I signed up right away.I love this company, but since I'm just a hobby level consultant and spend all my money on products and business materials, I don't have the bank account experience to promote. I think I tell people about the business, but I hardly ever directly ask or invite people to join. The times I have, I failed and hate that feeling. I am paranoid of turning off people or making my hosts leery to work w/ me again for fear of me asking them. It's a perception that I have to adjust and work out.I can't imagine how hard it must be for those who are dependent on what others do. It's everyone's own business, so it's a hard line to set and try to not cross. You have to balance being there to help and to motivate and train, yet not harp on it over and over and potentially turn people off.

 

[BethCooks4U]

I feel bad for my director. I haven't asked her, so I don't know how things are going for her. If she's getting paid as a TL or director I don't know. She is the recruiting queen, but retention isn't always great, I think. I wish I could promote, but I'm not doing a great job w/ recruiting. I'm taking a tele-seminar w/ Steve Wiltshire on Friday though, and hope it will help me with it. Tammy Stanley's newsletter she sent out this week, promoted this and since it was free I signed up right away.

I love this company, but since I'm just a hobby level consultant and spend all my money on products and business materials, I don't have the bank account experience to promote. I think I tell people about the business, but I hardly ever directly ask or invite people to join. The times I have, I failed and hate that feeling. I am paranoid of turning off people or making my hosts leery to work w/ me again for fear of me asking them. It's a perception that I have to adjust and work out.

I can't imagine how hard it must be for those who are dependent on what others do. It's everyone's own business, so it's a hard line to set and try to not cross. You have to balance being there to help and to motivate and train, yet not harp on it over and over and potentially turn people off.

Tell people how much you love what you do and how flexible it is. Tell them that they can choose to do it as a hobby to pay for their obscession with PC or they can do it to make real money. Tell them that Pampered Chef and your friend who helps you are there to give them all the training and guidance they could want. Then let them decide. If someone marks that they're interested on the drawing slip or tells you they have interest give them a call and say "You indicated that you might be interested in giving PC a try. Can we talk a bit about that interest?" and go from whatever they say.

 

[shannonjennings]

I would change the Director team structure requirements to be one active Senior Consultant instead of 2....that is what has been holding me back from regaining my title. :cry:

I agree totally!!!!!! That seems so much better! 1 Senior Consultant still promotes recruiting, but doesn't penalize the director when an indirect recruit doesn't submit something!!! That is the ONLY thing that I think needs to be tweaked on the new plan and then I think it would work so much better!!!

 

[Liquid Sky]

The ONLY thing that gets me is how/when the qualifying points are rewarded! Under this new plan, the new consultant CANNOT go one month w/o submitting $150 in sales w/ out their career sales resetting to $0.

I have had SEVERAL recruits get to $1,000 in sales, then don't submit anything the next month...then it all resets to $0 and we don't get the trip points until they hit $1250 w/o going inactive.

I WISH they would have kept it that we'd get trip points when they reached $1250 in total career sales and not this whole resetting factor when they miss 1 month. THAT really, really is IRRITATING to me.

Like others have said, and I also feel the same, that this business is YOUR LIFE, YOUR WAY and it's not about ME it's about helping my recruits hit their goals and dreams. I can handle going up and down b/t TL and D b/c it is what it is. The trip points awarding is what kills me. It's not the fault of my team members at all! It's just so frustrating when you are working so hard to earn a trip and they have the recruiting requirements but yet getting those recruits to qualify w/o them missing 1 month is more difficult.

 

[crystalscookingnow]

The ONLY thing that gets me is how/when the qualifying points are rewarded! Under this new plan, the new consultant CANNOT go one month w/o submitting $150 in sales w/ out their career sales resetting to $0.

I have had SEVERAL recruits get to $1,000 in sales, then don't submit anything the next month...then it all resets to $0 and we don't get the trip points until they hit $1250 w/o going inactive.

I WISH they would have kept it that we'd get trip points when they reached $1250 in total career sales and not this whole resetting factor when they miss 1 month. THAT really, really is IRRITATING to me.

Like others have said, and I also feel the same, that this business is YOUR LIFE, YOUR WAY and it's not about ME it's about helping my recruits hit their goals and dreams. I can handle going up and down b/t TL and D b/c it is what it is. The trip points awarding is what kills me. It's not the fault of my team members at all! It's just so frustrating when you are working so hard to earn a trip and they have the recruiting requirements but yet getting those recruits to qualify w/o them missing 1 month is more difficult.

Career sales aren't lost until 2 months without submitting $150 in sales, not 1. And before, if they went inactive (2 months, no activity), they lost career sales & started over for trip points.