Motivating My First Recruit: Tips for Encouraging Success in Direct Sales

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Discussion Overview

The thread centers around participants sharing their experiences and frustrations with recruiting new consultants in direct sales, particularly focusing on the challenges faced by their first recruits in maintaining motivation and activity levels.

Discussion Character

  • Anecdotal
  • Opinion-based
  • Exploratory

Main Points Raised

  • One participant, identifying as a consultant, expresses frustration that their first recruit has not held any shows or made significant progress after signing up.
  • Another participant shares a similar experience, noting that their recruit has submitted only one show and has not been responsive to communication.
  • One participant reflects on the importance of recognizing that the recruit's business is ultimately their own, suggesting that the recruiter should not take their lack of success personally.
  • Another participant suggests offering to help recruits with their grand opening shows as a way to provide support and encouragement.
  • One participant discusses the significance of understanding a recruit's motivations and personal goals, emphasizing the need for effective coaching and support.
  • Another participant notes that motivation cannot be forced and highlights the importance of inspiring recruits instead.
  • One participant mentions that their recruit has not even opened their kit, indicating a lack of enthusiasm for the products.
  • Another participant shares that their recruit has decided not to pursue the business, raising questions about their initial motivations for signing up.

Areas of Agreement / Disagreement

Views differ among participants regarding the reasons for their recruits' lack of activity and motivation. Some express frustration and confusion, while others emphasize the importance of understanding recruits' personal motivations and the nature of their own business.

Contextual Notes

The discussion reflects personal experiences of consultants navigating the challenges of recruiting and supporting new team members in a direct sales environment.

Who May Find This Useful

Consultants who are facing challenges with their first recruits or those interested in understanding different approaches to motivating new team members may find this discussion relevant.

M
melaniepc
Messages
311
my first recruit signed up two weeks ago. She signed for that great deal to get half off her kit in 30 days. I told her that was an excellent deal and to really push her first 30 days. She seemed quite excited at first before her kit even came... now two weeks later she hasnt held one show and I dont think she has any dates yet. I call and ask and she just says, yea I know, I am going to get some definates really soon. I think she has one catalog show going so that is good but it just frusrates me that she already isnt trying! This is my MIL so I kinda figured she would do this as I have heard she signed up to sell other things in the past and never did it. Why pass up such a great deal though to get back half your kit cost? What else can I do?
 
I'm not much help as I'm having the same problem. My recruits 30 day mark has come and gone. She has submitted one show. I gave her a bunch of outside orders (over $90) so that she could combine them with a few she had to give her another show. That was a week ago. She still hasen't put the show in so I e-mailed her asking if something was wrong if she needed help getting it in. She e-mailed back and told me she sent it in and HO didn't "take it" that I would just have to tell my customers they would have to wait!:eek: I sent her an e-mail back telling her that I thought she was missing a very important part of what we as consultants offer opposed to a store... customer care. I may have just shot myself in the foot, I tried to be polite but you know well that carries through an e-mail. I would have called her but she won't return my calls.
I'm kind of thinking that recruiting is not for me.
 
Sadly, you have to remember that this is their business, not yours. My first mistakes as a recruiter was the stress that I put on myself to see them succeed. I have finally realized that I can give them information, help when they ask, and the training that HO provides to us. After that, it's up to them to make it work.

ETA - Please don't take their actions to mean that recruiting isn't for you. It may mean that PC isn't for them. Keep recruiting & sharing the PC opportunity.
 
How about calling her and offering to help her with her own grand opening show. I have been doing this with my recruits (6 so far) and they have all qualified! I think is shows them your support and kicks them in the rear to get going!
 
My recruit had her grand opening show with me at my house. She gave out the invites less than a week in advance and had 3 people show up. well her bouyfriend showed up half way through the demo, she felt that it was appropiate to get up walk through the middle of the room to meet him at the front door and suck his face off for a while! YUCK!
 
Get to their WHY. If MIL began with a sincere heart for the company and excitement to share it with others - you'd see her qualify. Most likely she began as a favor to you & her son (mommy still loves you) and some part of her is attracted to the notion that she can make money from home. Unless she is a dear friend, it is likely her just being nice; let it go...bless and release.

A recruit that can't/won't hold a show within 30 days doesn't have a good understanding of their own WHY and instead is concentrating on their own SHY self. Did you develop a list of 100 with her? While some people are indeed uncoachable, most can reach some level of success with appropriate and timely coaching. If she has a list of 100, do you have regular coaching appointments with her? (at least weekly until she is qualified)

I'm slowly learning that coaching is more about bringing to fruition, the greatness that is within us all - and not, motivating or spurring someone to action. Between my 4 and 5yo tots, I can't really "make" them, or anyone on my team do something I'd like. Instead, it is releasing them to succeed. Inner demons and past defeators have to be managed/vanquished before sustained success can be achieved.
 
Thanks Scott you are so right!

BTW: She finally submitted those orders last night!
 
  • Thread starter
  • #8
well after four calls and emails she finally called me last night to inform me that she hasnt even opened up her kit she got almost two weeks ago. she told me she loves the products but I can tell she is not even one bit excited over it.
 
Wow!

Thats all I've got.
 
I think you can't motivate someone who doesn't WANT TO be motivated - but you can DEFINATELY INSPIRE THEM! :) WTS, I would straight-out ask her 1. what you can do to help her (maybe offer to come over and open the kit WITH her 2. What was the REASON she wanted to sign in the first place 3. What does she want from her business? (maybe HER idea/way of running her business is different from what you want/expect from her.


;)

Hang in there. I have read that LOTS of other Consultants have trouble with their first recruit (maybe it is too high of expectations????).
 
  • Thread starter
  • #11
well she told me last night that she isnt going to do this. I am really confused as to why she would sign up and then not even try? She said she has too much going on right now.
 
Hey ya got 25 catalogs for free.... the next one will be better :)
 

Frequently Asked Questions

What are some effective ways to motivate my first recruit in direct sales?

To motivate your first recruit, start by setting clear and achievable goals together. Provide them with a personalized training plan that includes product knowledge and sales techniques. Regularly check in with them to offer support and encouragement, and celebrate their small wins to keep their enthusiasm high. Additionally, share success stories from your own experience to inspire them.

How can I help my recruit stay focused and committed to their goals?

Encourage your recruit to write down their goals and create a vision board that reflects their aspirations. Schedule regular follow-up meetings to discuss their progress and adjust their goals as needed. Help them identify potential challenges and brainstorm solutions together. Remind them of the reasons they joined and the benefits they can achieve through their commitment.

What resources should I provide to my new recruit for their success?

Provide your recruit with access to training materials, such as product catalogs, sales scripts, and marketing resources. Introduce them to online training platforms or local workshops offered by your company. Encourage them to join social media groups or forums related to your direct sales business for additional support and networking opportunities.

How can I create a positive and supportive environment for my recruit?

Foster a positive environment by being approachable and available for questions or concerns. Encourage open communication and actively listen to their ideas and feedback. Celebrate their achievements, no matter how small, and create a team culture that values collaboration and support. Consider organizing team-building activities to strengthen relationships among team members.

What are some common challenges my recruit might face, and how can I help them overcome these?

Your recruit may face challenges such as rejection, time management, or lack of confidence. Help them develop resilience by sharing your own experiences with setbacks and how you overcame them. Offer strategies for managing time effectively, such as setting a schedule for sales activities. Provide role-playing opportunities to boost their confidence in handling objections and closing sales.

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