kdangel518
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pamperedlinda said: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.
Becca_in_MD said: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
cmdtrgd said: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!
ChefBeckyD said: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.
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!loreo said: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!!
cmdtrgd said: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!
Tropicalburstqt2 said: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.
Chefgirl2 said: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.
ChefBeckyD said:umm, yeah - but to be accused of not sharing the opportunity and being called selfish? Come on!
Jolie_Paradoxe said: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....
JenniK said: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.
JenniK said: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.
No, that was just an extra incentive for signing...you got an extra 30 days. No guarantees that will be an incentive again this year.kdangel518 said:If I recall correctly HO usually issues a small extension to consultants' 90 days who sign during the November/December timeframe. I believe they did that last year- to account for the dead period for holiday shipping cut offs. I am not sure what the policy is around this though- i.e. if you sign after X date you will receive an extension.
ChefBeckyD said:No, that was just an extra incentive for signing...you got an extra 30 days. No guarantees that will be an incentive again this year.
cmdtrgd said:Are you serious? I'm totally shocked at some of the responses to my previous post!
Becky - I was not accusing anyone of not sharing the business. This is something I say to ALL my team members to get them thinking of their potential and current recruits! This gets them out of their head and thinking of how this business can help OTHERS! In fact, I did not accuse YOU, but you did accuse me.
Most of us were asked by someone to give this business a try. And, if you're on here, it most likely worked and is working out for you or you are working hard to make it work out. I'm curious, did any of you sign solely to help someone else succeed? I'm betting the answer to that is no. I do know of people who signed at a certain time because it helped out a friend, but it also helped them out.
I love what I do and I do my best to work my personal business. I work with my team members with THEIR needs and dreams, not with what I get. However, sometimes they do intersect! I have a "I might want to become a Pampered Chef Consultant sometime in the next 20 years" list that I go back to. I have a portion of that list that wants to know when the next incentive is announced, one group that wants me to contact them with every new catalog and another group that is more specialized (ie. contact me in 2 years when I'm done with school). This is what THEY have asked me to do. Why would I want to bug someone with something they don't want? Why would I want to convince someone to sign and go for an incentive if it isn't the right time? I would end up doing all the work and I'm way too lazy for that! Recruiting has ALWAYS been a part of this business - how did you get in? If you don't want to, fine! I'll recruit those who you (as in the generic you) don't. If you want to earn a trip, you need to recruit because that is part of the deal. If you look at it from the standpoint of a strong recruiter who isn't great at sales, only half of their points can come from recruits. So, if they have enough points, but more than half are recruiting points, they don't earn the trip!
As for being pushy about getting $1250 in their first 30 days - huh?!? You don't want your new recruits to earn as much PC$ as possible so they don't have to invest any more of their cash into their business? You don't want them to earn Sell-a-thon products so they don't have to/need to/want to buy them when they are available? I truly don't get it!!! Yes, you can take a horse to water but can't make him drink. Same thing with recruits. You can give them all the training and support possible, but they may not make it. It is the recruiter's (or director's) job to offer all the help and support possible. In fact, I'm on the phone with my team today discussing the 2 show part of Sell-a-thon so my hobby people don't miss out. If they go on to hit $1500 - great! IF they aren't interested - great! I've done the job I'm paid for (overrides and activity bonuses) by making sure they are aware and know how to accomplish what is going on. I also call them when they are close to getting a monthly increase in commission. Am I telling them they have to sell? NO! I'm letting them know that if they are interested, they can earn more money just by hitting $750, $1250, $2500 or $4000 in sales...they decide what they are going to do!
So, I highly suggest (if you're interested in recruiting) that you think about how it will help THEM and be excited when it also helps you.
legacypc46 said:I just hate it when intentions and words (and feelings) get misunderstood or come across wrong in a post. I like too many of the posters in this thread to see it generate hurt feelings. (Those who've been around here awhile know what I'm referring to...)
(sorry, I'm just in a mama-hen mood today)
Jen1409 said: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.
Chefgirl2 said:After all of this I went to last night's show with the intention of really sharing the business. So, even though it might be touchy - it's good to get it all out.
I have 3 strong recruit leads!...and...I tried the weekly calendar idea and booked a show for next Thursday!
So, by erasing my fears of being pushy I could help 3 people have cash in their accounts rather than debt on a credit card after the holidays...if they do their $1,250 in 30 days
ChefBeckyD said:I have 3 people signing this week. It's not about a fear of being pushy.
Melissa78 said:I love the incentives and think dangling a carrot is good. If you recruit for the right reasons (to share the opportunity) then you shouldn't care about the incentive anyhow, instead think of it as just icing on the cake.
Until I find that needle in the haystack that they call a recruit, I'll keep drooling for the carrot. (And personally I wish they put more incentives out there for sales than recruiting. Then I could compete! I'll prob make free conference in sales but won't get it due to no recruits so that aspect of the carrot dangling is less than ideal (nice way to say sucks) in my opinion)
Jolie_Paradoxe said:Glad you wrote this....offering the opportunity and helping others is one of the wonderful perks we have, *offering* being key....I don't know where offering the opportunity and perks as being pushy became the subject...
When I wrote not wanting to "push", I was referring to the 30 day window. As much as *I* WANT this, I wanted to be mindful of my team mate's agenda. I agree with many comments about wanting to be supportive, of training them as best as possible, of letting them know how close they are to that next "bonus"....I had just meant that *I* would love to have 60 days for each new recruit...not that I did not enjoy the recruiting incentive....not that I did not want my recruits to start strong...not that I did not understand my role in supporting and training....not that I did not want them to avail themselves of all the bonuses our company offers....not sure how we all got fired up on should do's and don't do's.....thought we were all referring to "I wish"....
I think I may start considering Becky J's idea of having 6 shows lined up BEFORE the official signing....smart move....
The "Power of One" new spring product is a highly anticipated and exclusive item from Pampered Chef's spring collection. It is a kitchen tool that is designed to make cooking and meal prep easier and more efficient.
To qualify for the "Power of One" new spring product, you must be a Pampered Chef consultant and recruit at least one new team member during the month of the product launch. Your recruit must also qualify within their first 30 days of joining.
The "Power of One" new spring product will be released during the spring season, typically in March or April. The exact release date will be announced by Pampered Chef closer to the launch.
No, the "Power of One" new spring product is exclusively available to Pampered Chef consultants who qualify by recruiting and having their recruits qualify within the specified time frame. It is not available for purchase by the general public.
Absolutely! The "Power of One" new spring product is a highly coveted and valuable item that is only available to a select group of Pampered Chef consultants. It is a great incentive to grow your team and achieve success in your business.