Most of us have big dreams of creating a solid direct sales business, and part of that is building a strong team. When I brought on my first team member, it felt like a huge responsibility! I had this person who had just entrusted me with their business and had picked me over the thousands of other people in my company. 

I learned quickly that I needed an onboarding system to follow every time I added a new team member. If you’re unsure where to start with your onboarding process, I’m going to walk you through four things you need to do with EVERY new team member. Let’s dig in!

#1 – Build A Relationship

The first thing you should do with every new team member is build a relationship. Think about it for a sec. When you’re in the process of recruiting a new team member, you’re answering all their questions and walking them through why they should join your business. You’re literally holding their hand through the process.  

But once they join, most people drop the ball. Most direct sellers won’t be self-starters, so as their leader you’ll need to spend some time getting to know them and their personal business goals. 

Consider this. Your new team member has trusted you enough to join YOUR team. They have literally laid their business support in your hands. You must take steps to deepen your relationship with them so that they trust you enough to help them as they grow in your career plan.

Even if part of your onboarding system is automated through videos, emails, and checklists, make sure you don’t forget to engage with them as they move through it. Have conversations. Ask questions. Make it clear that you are there to support them.

#2 – Give Them The Tools They Need

The second must-do task for all new team members is to give them the tools they need to succeed. If you were starting a new job, wouldn’t the company give you the tools required to complete the job? They would provide the email address to send emails, the phone to make phone calls, and the computer to research their work. 

I’m not saying to buy all your team members new phones and computers but to give them the tools they need to succeed by providing them with party booking language, host coaching scripts, and party templates. Create training videos that walk them through things that require a little more tech, like navigating your back office or setting up a party on Facebook. 

The list of things you can provide for your team is literally endless. But make sure you keep it simple! New team members need simple, bite-sized steps to follow so they don’t get overwhelmed. Training in bite-sized chunks also helps them not procrastinate because each step feels small and manageable. Your goal is to help them get off to a strong start and make some money as fast as possible so they can actually get some traction in their business.

#3 – Hold Them Accountable To Their Goals

The third thing is to hold them accountable for their goals. Since you built a relationship with your new team member, you know their goals and what they are working towards. Keeping your new team member accountable to their goals helps keep them connected to why they started a business in the first place.

Let me be clear. Holding someone accountable does not mean you have to be pushy. Accountability should be based on what THEY want out of their business, not some goal that you or your company have set for them. 

Work with your new team members to ensure they’re reaching out and booking parties or completing any necessary training. Bring up their goals in conversation and show that you care about them and their business; this isn’t about the company or team goals but individual accountability. 

Along with accountability, don’t forget to cheer them on when they hit their goals or take small steps towards them. Sending a message or calling with a cheerful hooray is always appreciated and doesn’t take long! It will strengthen your relationship even more as they realize that you’re their corner cheering them on.

#4 – Support Them On An Ongoing Basis

The fourth thing is to support your new team members on an ongoing basis. Your job as a leader doesn’t stop at the first few parties. Your team members will need support beyond that. 

Ongoing support could include monthly team training, weekly tips in your team’s Facebook group, or individual coaching calls if they want to move up in your company’s career plan. 

Here are a few questions to think about:

• What are you doing to help and support your new team members in an ongoing fashion?
• What resources do you have in place to support them after their initial launch?
• Do they have the tools and knowledge to book parties from their initial parties? 
• Are you teaching them how to coach their hosts for better party results?
• Do you have resources in place to help them with time management when they start to do more than a couple of parties a week? 
• Are you helping them onboard their new team members?

Keep in mind your new team members may still feel like they’re drinking from a fire hose even at the three-month mark. They don’t know when product launches are and what happens when something has been discontinued. And what about all these new customer situations that come up?  With ongoing support, you’ll help them build a strong business while you build your own.

Take some time to evaluate what you’re currently doing with your new team members and what may need to be updated and tweaked. Building relationships with your new team members, giving them the tools they need to succeed, holding them accountable, and giving them the tools to succeed are all critical elements for getting your team members off to a strong start.

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