Picture this – your new consultant finally signs up and is eagerly awaiting the next steps, training how to excel in their new business. They are excited to achieve their “why” – the reason they chose to join your company. However, because they have little or no skills, they are unsure that they can do it, so they are looking to you to teach them.
They receive a standard welcome email from you and instructions on how to log on to the business system to begin their training in order to learn the necessary business skills to be successful.
Nervously, they begin their career journey, but they are quickly overwhelmed. Thoughts of doubt that they can actually do it begin to mount as they wonder how they are doing and whether they are making any progress. Up to that point, they have received little or no feedback from the company.
Years ago, while managing a group of workers, every time I saw one of my workers, Curtis, he would ask, “How am I doing?” Curtis was asking for feedback, an essential ingredient for success and an inherent human need that many of us crave.
After all, in school, we had tests and grades that constantly measured our progress, representing concepts of reward and recognition. In sports like baseball, scoreboards and batting averages evaluate progress and measure improvement, while in popular online games like Candy Crush Saga and Angry Birds, players score points as they advance.
In all of the examples above, feedback, formally defined as the knowledge or recognition that someone is doing well and progressing, motivates a person to learn more and continue moving forward.
Without feedback, how can your new consultant evaluate their progress? In other words, are you setting your new consultants up for failure?
One minor strategy that several companies have used to provide feedback has been the Fast Start program. Many companies have created programs that reward a small percentage of “winners”.
Unfortunately, this begs the question: how does this help the majority who fail to achieve the fast start prizes? The Fast Start program may benefit the company, but only boosts the confidence and ability of a small percentage of the new consultants.
How many consultants quit along the way due to experiencing a sense of failure? Particularly considering that they have received little or no feedback during their first 30, 60, or 90 days?
Again, one of the most important questions you have to ask yourself is: Are you setting the majority of your new consultants up for failure?
Contact us to learn how the My Success Rocket Engagement & Retention Platform can turn your training from “blah” to an amazing, fun experience that actually spurs your consultants to action.