Power of One- New Spring Product

[kdangel518]

I'm intrigued, wondering what new product they're coming out with that's SO FABULOUS that they are ONLY giving it away to those who recruit this month and who's recruits qualify in their first 30 days????

SO intrigued!!!

 

[pamperedlinda]

I don't mean to sound like a party pooper but I'm getting kinda tired of so many things being tied to recruiting...

I'm sure it will be a great product though.

 

[ChefBeckyD]

I don't mean to sound like a party pooper but I'm getting kinda tired of so many things being tied to recruiting...

I'm sure it will be a great product though.

Hear ya, Linda! And it's not that I'm not recruiting...I've had 7 recruits in the last 5 months...

 

[esavvymom]

I don't want our company to come across as just wanting to sign recruits- like any other MLM. I know we AREN'T those other MLMs, but someone coming in may get the wrong impression, and sometimes it DOES start feeling that way.That being said- I still want to recruit to reach other goals, so this is just a nice perk! (I wonder if we'll be able to purchase that "secret item" at the pre-season discount?)

 

[Becca_in_MD]

I've been recruiting regularly this year and am not going to stress if I don't recruit this month/promo. I can always get it on a host order in March. I'm always curious what new products they'll come out with. Will this product be on the catalog cover? Last Nov. I believe it was the white DCB that was the recruit promo. Ooh, now I'm thinking that to be truly fabulous they would have to have a replacement for the Chillzanne. Do we have to wait until Feb. at the spring launch meetings to find out the new products? I'm so used to the January reveal.

Now if it was more Disney points they were offering, I'd be all over it

 

[ChefBeckyD]

I've been recruiting regularly this year and am not going to stress if I don't recruit this month/promo. I can always get it on a host order in March. I'm always curious what new products they'll come out with. Will this product be on the catalog cover? Last Nov. I believe it was the white DCB that was the recruit promo. Ooh, now I'm thinking that to be truly fabulous they would have to have a replacement for the Chillzanne. Do we have to wait until Feb. at the spring launch meetings to find out the new products? I'm so used to the January reveal.

Now if it was more Disney points they were offering, I'd be all over it

YEAH, BABY!!!

Maybe it's just that the new product isn't the carrot that it used to be for me. I love earning the new product (and with my schedule this month, I should be getting it all for free!) but it's not the motivator for me that it used to be. I actually have 2 recruits this month, but who knows if they'll qualify in time???

 

[mountainmama74]

I've recruited two so far this month, so as long as one of them hits their $1250 in their first 30 days, I'm golden! I can't wait to see what it is!

 

[Nanisu]

I agree with Linda....we are beginning to sound a little bit like Amway....

 

[cmdtrgd]

I don't agree with "sounding like Amway" for a few reasons:1. Why keep this amazing business to yourself? Are you that selfish?
2. Recognize what you want repeated! Sales get bonuses, why not recruiting? I haven't heard anyone complaining that they reward those who sell more!
3. More people on my team make it easier for me to keep my director status.
4. Bonus for me, bonus for them!

 

[Jolie_Paradoxe]

I love the incentives....but am not getting any....I don't feel comfortable pushing for that 30 day goal....ah well...

 

[littlemaisyPC]

It's a nice little goal to work for. To give yourself that extra push.

 

[ChefBeckyD]

I don't agree with "sounding like Amway" for a few reasons:

1. Why keep this amazing business to yourself? Are you that selfish?
2. Recognize what you want repeated! Sales get bonuses, why not recruiting? I haven't heard anyone complaining that they reward those who sell more!
3. More people on my team make it easier for me to keep my director status.
4. Bonus for me, bonus for them!

That's just rude.

Like I stated - my feeling about the incentive has nothing to do with my actual recruiting. How many have you recruited in the last 6 months? Because I am well on my way to earning (Whatever they call it now - some award) in recruiting. I've had 7 recruits in the last 5 months...and 2, possibly 3 more this month. I share the opportunity with everyone at my shows, however, I do not like feeling like I am being pressured to recruit, and even more so, I don't like pressuring new recruits. I've had more than one recruit who has felt like a failure, or been discouraged because they didn't hit the 30 day qualifier - and I have to spend time making sure that they know that they are still doing a good job, and that they are going to be just fine. DON'T call me selfish.

 

[Jolie_Paradoxe]

and even more so, I don't like pressuring new recruits. I've had more than one recruit who has felt like a failure, or been discouraged because they didn't hit the 30 day qualifier - and I have to spend time making sure that they know that they are still doing a good job, and that they are going to be just fine.

Exactly...I wish they'd change it to the first 60 or 90 days. It's tough when they get a cancellation, a rescheduled show or work FT to ask that they find a way to find a new show, push for the 30 day mark or find time to prospect and have shows with the 1 or 2 free days available.

I love the incentives, I want the incentives....but do not feel "right" pushing the new consultant. Plus, as you said....the reassurances needed if the goal is missed.

 

[Jen1409]

Even 45 days would be better to qualify in.

 

[loreo]

Becky-
Do you do Grand Openings with them? I have one tomorrow and one next week. Am I being realistic hoping for $1000 shows with 30-50 guests invited? Just curious- Thanks!!

 

[Becca_in_MD]

Both of my Oct. recruits were not at all motivated by the $100 product package. Their "why" is casual. It's great that they signed during a promo time, but I immediately let getting that incentive go once I learned their goal was NOT the "extra." The PC $s earned during the 90 days is a little something extra as far as they're concerned. But I'll be making sure they get $1250 in before the end of the year so I get my recruiting points and I have shared this with them.

I think the Nov. incentive is more of a way for new recruits to have at least one new spring product if they don't get anything else from SAT.

I'm feeling ancient, but I seem to recall that PC did not used to do so many recruiting incentives. I know the # of consultants is down. Once the #s pick up, some people will be so used to incentives that they'll start complaining if there's only an incentive 3-4 times/year. The $$ from when a recruit qualifies within their 90 days in a built-in incentive.

All that being said, I can't wait to see what the Jan./Feb. incentives are: recruiting, trip, etc.

 

[Tropicalburstqt2]

As a new (second time around) consultant, I love the fact that PC has so many recruiting incentives. Before deciding to re-sign with PC, I looked into MANY other DS companies & was sure to look at their new consultant incentives this month (along with all of the other stuff you should look at before signing).

I also think that the recruiting incentives give new consultants that extra "push" to qualify in their 30 days. Plus, it makes it more appealing to get "potentials" to sign. That being said, why not use each months recruiting special to turn those "maybes" into "yes". If anything, it gives you a reason to call your "potentials" & who knows, maybe this is the month they are ready to sign.

 

[PCJenni]

recruiting is not down in my group for sure. I have 60 new people in my organization this year, 18 person recruits since March 31st. Not all of them have qualified, not all of them will. I look at the incentives like a nice bump but it does not make me make them do anything they do not want to do. If there goals do not match up with qualifiying in 30 days, so be it. look at the bigger picture in your business and you will reach those goals (trips, incentives, Excellence Awards).

 

[ChefBeckyD]

Becky-
Do you do Grand Openings with them? I have one tomorrow and one next week. Am I being realistic hoping for $1000 shows with 30-50 guests invited? Just curious- Thanks!!

Most of my recruits are hosts, and sign after their show w/ the kit credit. I get their bookings for them at their show. ALL of my recruits except one are working full time (and she is my most consistent consultant who bounces from SC to TL), and are just wanting to do a few shows a month, and none have them have felt comfortable with booking a show a week after their own show. So, they sign, they get their kit, and then 2-3 weeks later, they begin their show schedule. If they are doing 1 show a week, that puts them at 45-60 days to qualify. That, to me, is a much more reasonable time period.I really can't say about the $1000 shows. My new recruits have been averaging about $600 for their first shows...but, that is quite possibly the sucky economy here in MI!

 

[Chefgirl2]

I don't agree with "sounding like Amway" for a few reasons:

1. Why keep this amazing business to yourself? Are you that selfish?
2. Recognize what you want repeated! Sales get bonuses, why not recruiting? I haven't heard anyone complaining that they reward those who sell more!
3. More people on my team make it easier for me to keep my director status.
4. Bonus for me, bonus for them!

Kate is right! I wish that I had been asked to sell by any of the consultants that I met 12, 13 14 and 15 years ago.

Amway has a sneaky reputation. Pampered Chef has Never fostered tricking people into hosting or coming to an appreciation meeting that is really a high pressure recruiting seminar.

I don't always make the recruiting bonuses(I think it's reverse psychology...), but I'm going to share the power of one more often.

Besides...I want the new product.

Could it be a Mini Deep Covered Baker like I've been asking HO to make?????

 

[ChefBeckyD]

As a new (second time around) consultant, I love the fact that PC has so many recruiting incentives. Before deciding to re-sign with PC, I looked into MANY other DS companies & was sure to look at their new consultant incentives this month (along with all of the other stuff you should look at before signing).

I also think that the recruiting incentives give new consultants that extra "push" to qualify in their 30 days. Plus, it makes it more appealing to get "potentials" to sign. That being said, why not use each months recruiting special to turn those "maybes" into "yes". If anything, it gives you a reason to call your "potentials" & who knows, maybe this is the month they are ready to sign.

I have yet to have a consultant sign because of the monthly incentive. Last year, I did have 3 sign when we had the kit rebate. That is the only incentive that potential recruits have really been excited about.

 

[Chefgirl2]

I kept reading the posts after responding to Kate's post. I have found that my consultants that qualify within their 30 days make bigger paychecks, have a consistant show schedule, and come to the meetings excited.

That pretty much is why HO offers the incentive. Like I said, unfortunately, my track record for qualifying them in 30 days for me to earn something isn't the best. I think it's my Catholic guilt kicking in trying to make sure I don't appear greedy. My last recruit qualified and earned stones. It was nice getting a $50 visa card. I feel like I had a revelation when I realized that helping her succeed is my job. By letting my other recruits meander there way through the business I really failed in doing my job. Hopefully, this is a lesson that I won't forget.

If you are too busy to train or don't want to be pushy then talk to your director. Any director should be more than willing to completely train all of their downlines new recruits. We do this to help others build their own teams and to establish a good business relationship. It also is a good practice because one day that new consultant could be a top leader, top seller or maybe end up in our first line if the original recruiter leaves the business.

I'm all for the recruiting incentives...except last months blue PC items...I'm a U of L fan and where proudly wear red while my hubby and son bleed blue for U of K.

 

[JenniK]

I have a potential recruit and it's my frist recruit. Question - if I sign someone this week - what would their start date be for qualifying? As soon as they sign the contract or as soon as they receive their kit? And how long does it usually take to get your kit? It seems that to qualify in 30 days in mid November would be difficult. You only have until Dec 15th to get orders in before Christmas and I can't imagine anyone have a show after that until mid January. I'd hate to sign them now when they will hardly get any Pampered Chef bucks because they couldn't get many bookings.

 

[Jolie_Paradoxe]

I love the recruiting incentives, and Becca is right....I'll cry if they go away! lol I just want my cake and eat it too....I want more time for the recruits. He He

 

[ChefBeckyD]

I kept reading the posts after responding to Kate's post. I have found that my consultants that qualify within their 30 days make bigger paychecks, have a consistant show schedule, and come to the meetings excited.

That pretty much is why HO offers the incentive. Like I said, unfortunately, my track record for qualifying them in 30 days for me to earn something isn't the best. I think it's my Catholic guilt kicking in trying to make sure I don't appear greedy. My last recruit qualified and earned stones. It was nice getting a $50 visa card. I feel like I had a revelation when I realized that helping her succeed is my job. By letting my other recruits meander there way through the business I really failed in doing my job. Hopefully, this is a lesson that I won't forget.

If you are too busy to train or don't want to be pushy then talk to your director. Any director should be more than willing to completely train all of their downlines new recruits. We do this to help others build their own teams and to establish a good business relationship. It also is a good practice because one day that new consultant could be a top leader, top seller or maybe end up in our first line if the original recruiter leaves the business.

I'm all for the recruiting incentives...except last months blue PC items...I'm a U of L fan and where proudly wear red while my hubby and son bleed blue for U of K.

umm, yeah - but to be accused of not sharing the opportunity and being called selfish? Come on!

 

[Jolie_Paradoxe]

I completely understand the motivation behind a strong start, a full calendar and thorough training. I have been recruiting...13 this year, I FULLY train my recruits (I download and record MP3's if needed), offer new consultant training monthly, on the phone 3-4 times a week and also meet with them weekly if that's what they need. I do their Kick Off show if they desire....team newsletter...etc....LOTS of support. But as BeckyD states, their "why" is key. I do not push my needs on them, I do not insist they have a FT calendar if it is not their preference. We offer freedom & flexibility and state they run their biz according to their needs....

It's unfair to assume we "let" them "meander"....we are responsible for supporting them....but THEY have to choose to train....THEY have to decide how much they want to work and THEY decide at what pace. I already have my own goals to meet and am disappointed when I don't meet them, I do not want the added guilt" of having "failed them". Plus, they define "success" for their business...it's unfair to push our definition of success onto them. But yes, I would love for everyone to want to be FT and have 8+ shows a month....

 

[Chefgirl2]

umm, yeah - but to be accused of not sharing the opportunity and being called selfish? Come on!

I know I felt great when my new consultant was sharing her excitement about earning the bonus. It's when I looked at past new consultant's track records that I realized that the one's that made the 30 day bonus were making more money than consultants who took months to qualify...or still haven't qualified.

I do feel guilty that I let my thoughts of others judging me as pushy if I helped them qualify and get me something free hold me back from helping them qualify on time. It wasn't until recently that my attitude changed to "by helping them qualify Pampered Chef is rewarding both of us for working hard to help grow the new consultant's business by establishing a strong foundation."

I can't help with what I did in the past. But, I am letting potential recruits know that I'm here to help them make their goal. I find out what they want. It could be products, to pay the mortgage or might only be a few hundred a mont. They know I will help them. They also know that with any new job you have an initial training. Pampered Chef rewards those that take the first 90 days seriously in many ways. By working together they will have a strong foundation that will having them working smarter...not harder. And they will love being a Pampered Chef Consultant

My job is to sell our products and to find others to sell them for me - through future hosts and new consultants.

Earlier I said I wish I had been asked to sell years ago. I'm not perfect. I try to ask everyone about the opportunity and hosting, but I fail big time. I'm too chatty and tend to forget. The ticket game and letting everyone know what I'll be asking them has helped some.

 

[Chefgirl2]

Yes, ultimately, it is up to the consultant if they do the training or not. There is nothing worse than trying to make someone do something they don't want to do. I remember someone saying how difficult it is to drag someone to succeed.

I want you to want it, but I can't make you to want it.

Sometimes those incentives the company offers are a perfect fit for consultants that need just a bit more than what I can offer.

 

[beckyjsmith]

I don't feel pushy in helping my new consultants set up for success by reaching that 30 day goal. Out of the 9 I have had this year, only 2 have not met the 30 days. I do this not to earn the incentives, because, while some are good others I can take or leave, but because THEY have a better start with meeting the 30 day goal. They get more PC$ so they can add more to their kits. They always get the extra incentive as well.
I tell all of my consultants to schedule 6 shows BEFORE they order their kits. We use the List of 100 and we talk about the 3 contacts consistently per day. The shows can be a combination of catalog and cooking shows, but the 6 give them a buffer in case one cancels or reschedules, and always ensures meeting that 1250. I also tell them that the reason we do it this way is to set them up for success in their first 90 days. I realize that 6 shows a month are not for everyone, so they can tailor that # to meet their needs, but let's try this for the first month.
As a Director this is one of the ways I can help my consultants start with a good taste in their mouth about all that PC has to offer. That is my job. I understand that the reason I get that extra 4% at the end of each month is that I am expected to take some extra time to help those people who have chosen to join my team. And I am more than glad to do it. Just my two cents.

 

[Jen1409]

I completely understand the motivation behind a strong start, a full calendar and thorough training. I have been recruiting...13 this year, I FULLY train my recruits (I download and record MP3's if needed), offer new consultant training monthly, on the phone 3-4 times a week and also meet with them weekly if that's what they need. I do their Kick Off show if they desire....team newsletter...etc....LOTS of support. But as BeckyD states, their "why" is key. I do not push my needs on them, I do not insist they have a FT calendar if it is not their preference. We offer freedom & flexibility and state they run their biz according to their needs....

It's unfair to assume we "let" them "meander"....we are responsible for supporting them....but THEY have to choose to train....THEY have to decide how much they want to work and THEY decide at what pace. I already have my own goals to meet and am disappointed when I don't meet them, I do not want the added guilt" of having "failed them". Plus, they define "success" for their business...it's unfair to push our definition of success onto them. But yes, I would love for everyone to want to be FT and have 8+ shows a month....

Can I have you for my director instead? Before I joined I had hosted enough shows to know how to add up my free products and such but it seems my director has left me high and dry.