Suggestion for Established Directors

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Discussion Overview

This thread discusses the experiences of participants regarding recognition within their teams, particularly focusing on the acknowledgment (or lack thereof) from directors towards their downline members. Participants share personal anecdotes about feeling overlooked in favor of others and express their thoughts on the importance of recognition in maintaining motivation and morale.

Discussion Character

  • Anecdotal
  • Opinion-based
  • Exploratory

Main Points Raised

  • One participant, identifying as a consultant, expresses frustration over being overlooked for recognition compared to other team members, particularly hospitality consultants.
  • Another participant shares their experience of feeling similarly overlooked by their director, noting that recognition seemed to depend on personal relationships rather than achievements.
  • Several users mention the importance of recognition for all levels of achievement, emphasizing that consistent performance deserves acknowledgment.
  • One participant reflects on how their own director has been supportive and recognizes their accomplishments, contrasting it with the experiences shared by others.
  • Another participant suggests that the lack of recognition might be an honest mistake and encourages open communication with directors about these feelings.
  • Some participants express a desire for a more supportive environment where all achievements are recognized, regardless of personal connections.

Areas of Agreement / Disagreement

Views differ among participants regarding the reasons behind the lack of recognition, with some believing it may be due to oversight while others feel it reflects a pattern of favoritism. No clear consensus emerges on the best approach to address these feelings of being overlooked.

Contextual Notes

Participants share experiences from their roles as consultants and directors within the Pampered Chef community, highlighting the emotional impact of recognition on their business practices and motivation.

Who May Find This Useful

This discussion may be of interest to consultants and directors within the Pampered Chef community who are navigating similar challenges regarding recognition and team dynamics.

amy07
amy07
Messages
2,785
I know that we often worry about qualifying and training our new consultants, but for what it is worth, don't ever forget to recognize accomplishments of your "experienced" downline directors/team members.
Imagine my surprise when my director recognized 2 hospitality consultants for their recruiting efforts and "forgot" mine.

Did the override structure change, cause last I read she makes money off my team, but not hospitality?:mad: ***sorry for the vent**
 
Yikes!!! I don't have anyone I can call experienced at this point, but I will keep that in mind.

Sorry that happened to you. You're a recruiting Superstar here! :)
 
Addie4TLC said:
Yikes!!! I don't have anyone I can call experienced at this point, but I will keep that in mind.

Sorry that happened to you. You're a recruiting Superstar here! :)
Click to expand...

I agree! Is it possible that the hosptality consultants Director asked your Director to make a big deal of it, since she couldn't be there to do it? I really want to think that is the reason :confused:
 
I hear ya Amy. My director totally made a huge deal out of my sister director earning London last year--gave her a gift and everything--and did NOTHING and said NOTHING about my earning the cruise.You know we think you're awesome and that's all that matters anyway. :)
 
  • Thread starter
  • #5
Thanks for your kind words. In hindsight I guess that was pretty whiny. sooo not my intent. But I think it serves as a reminder that even when a person promotes or maintains a consistent business it doesn't remove the need for recognition. ;)
 
I totally agree, especially if the downline Director is AT the meeting! It's not always that we can make our upline Directors meetings. You aren't whinning...just making a valid point!
 
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  • #7
Addie4TLC said:
Yikes!!! I don't have anyone I can call experienced at this point, but I will keep that in mind.

Sorry that happened to you. You're a recruiting Superstar here! :)
Click to expand...


hahahah! I'm sooo not a superstar. I'm just consistent.

In all honesty, if it were not for CS, I would've NEVER understood the importance of recruiting early on in my PC career.
 
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  • #8
chefruthie said:
I agree! Is it possible that the hosptality consultants Director asked your Director to make a big deal of it, since she couldn't be there to do it? I really want to think that is the reason :confused:
Click to expand...


uhhhhmm, if it were not a regular occurence I would agree with you on that one!

I promised DH that I wouldn't complain to him anymore so that's why I have to share it here. He doesn't think I should go to anymore of her meetings.
 
Maybe you should ask her in a non-confrontational way if she is aware that she is doing this. She really may be oblivious to it and if you bring it to her attention she'll realize it and change things. What about if you miss a meeting. Would she wonder why?
 
Since I've started doing my own meetings I've forgotten about recognition for myself from my Director except for the occasional e-mail to the group when I earn something. I love her though and if we lived closer I would love to continue doing our meetings together.

You are going to do so much better with your team and that will make all the difference. You're learning what not to do. I know I've learned a lot here since I only went to a few meetings before becoming a Director and starting my own. This was a good one to keep in mind.
 
amy07 said:
hahahah! I'm sooo not a superstar. I'm just consistent.
Click to expand...


That's why we think you're a superstar. :)
 
recognition is so important no matter what level you are at~especially when you are consistent...Geez, isn't that what the company preaches with 3-2-1?!

I'm sorry you are being overlooked Amy~that's just wrong! Maybe you could talk to your Directors upline and let her know there is a problem??
 
{{{{HUGS}}}}

Amy, I can totally relate. My former director was the same way. Certain people got all the recognition and then when I did the same or better - nothing. It all depended on who you were not what you did. She didn't think I'd really promote even though I set that as a goal from the start and she even told me that she wished I had waited a month when I did.

Some people are like that! Your director seems among that group or she was asked by their director to make a big deal and while doing she missed you. It could be an honest mistake - or is this a pattern?


I have to say that even though there's still too much whining, etc on CS I think it's getting better over there again. Directors and others are stepping in and saying things when people are off track. I haven't seen the back biting come from those corrections as in the past. If that keeps up I will be sending my team there (with qualifers that they go for info and don't live there). They need something more than me to get that recruiting spark. Thanks for commenting that CS helped you.
 
DebbieJ said:
I hear ya Amy. My director totally made a huge deal out of my sister director earning London last year--gave her a gift and everything--and did NOTHING and said NOTHING about my earning the cruise.

You know we think you're awesome and that's all that matters anyway. :)
Click to expand...

even for Level one which is all my team has earned-One so far this year-I will do a SHOPPING ready gift bag--chocolates etc--to sit and shop
 
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  • #15
bethcooks4u said:
{{{{HUGS}}}}

Amy, I can totally relate. My former director was the same way. Certain people got all the recognition and then when I did the same or better - nothing. It all depended on who you were not what you did. She didn't think I'd really promote even though I set that as a goal from the start and she even told me that she wished I had waited a month when I did.

Some people are like that! Your director seems among that group or she was asked by their director to make a big deal and while doing she missed you. It could be an honest mistake - or is this a pattern?

I have to say that even though there's still too much whining, etc on CS I think it's getting better over there again. Directors and others are stepping in and saying things when people are off track. I haven't seen the back biting come from those corrections as in the past. If that keeps up I will be sending my team there (with qualifers that they go for info and don't live there). They need something more than me to get that recruiting spark. Thanks for commenting that CS helped you.
Click to expand...


That's the point. And it's not just me, but my entire team that is overlooked monthly!
 
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  • #16
morfia said:
even for Level one which is all my team has earned-One so far this year-I will do a SHOPPING ready gift bag--chocolates etc--to sit and shop
Click to expand...

What a great idea!!
 
I'm sorry Amy!! You still ROCK to us!!
 
thanks Amy--
 
{{{{{{{{{{{{{{{{{{{{HUGS}}}}}}}}}}}}}}}}}}}}}}
I am the distant director and have never been to my cluster meeting. This has not happened to me however, occasionally there will be a "congratulations to those who have -------- for this month so far" and my name is no where to be found.

I guess because I have only been recognized in newsletters and at Exec. Banquet, that it is something I am not used to anyway. My ED who is also my director is fantastic about sending little things and feels like she doesn't do enough for me, yet, I feel I get all I want and need from her.

However, I can not even believe that I would not recognize someone's accomplishment on my team and then give recognition to hospitality. I love hospitality but their recognition comes second...and that is if I hear from their director!!
 

Frequently Asked Questions

What strategies can established directors use to boost their sales performance?

Established directors can boost their sales performance by focusing on building strong relationships with their customers, offering personalized service, and utilizing social media to showcase products. Additionally, hosting cooking shows or virtual events can engage customers and encourage sales. Regularly following up with past customers and offering exclusive promotions can also help drive sales.

How can I motivate my team as an established director?

Motivating your team can be achieved through regular communication, recognition of achievements, and providing ongoing training and support. Establishing a rewards program for top performers and creating a positive team culture can also enhance motivation. Sharing success stories and encouraging collaboration among team members can foster a supportive environment.

What are effective ways to recruit new consultants as an established director?

To recruit new consultants, established directors can leverage their existing network by sharing personal success stories and the benefits of joining Pampered Chef. Hosting informational sessions or webinars can provide potential recruits with insights into the business. Additionally, offering incentives for referrals and showcasing the flexibility and earning potential of the role can attract new consultants.

How can I utilize social media effectively as an established director?

Utilizing social media effectively involves creating engaging content that showcases products, shares recipes, and highlights customer testimonials. Regularly posting updates, hosting live cooking demonstrations, and interacting with followers can build a loyal online community. Utilizing targeted ads to reach potential customers and consultants can also enhance visibility and engagement.

What resources are available for established directors to enhance their skills?

Established directors can enhance their skills by accessing training resources available through Pampered Chef, such as webinars, workshops, and online courses. Networking with other directors and attending company events can also provide valuable insights and best practices. Additionally, reading books on sales techniques and leadership can further develop their skills.

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