If you realize what it is they really want, help them define their “WHY”, then you are able to hold them accountable to themselves and their business. Care enough about the people in your downline to bring them back to what is most important (quitting their job, having a stay at home wife, buying a new house) and help guide them toward achieving those goals.

Step 2: Remember, people deserve personal attention and respect.

Remember, most of the people you will recruit into your home based business are currently professional employees who are just starting to set out into the world of entrepreneurship. Often times these people will have little personal consideration by their boss for the good job that they do and are in all probability just one of the minions at the bottom of the corporate ladder.

People want to know that they are genuinely appreciated for who they are and not just the paycheck they provide to you.

Don’t forget to let those you recruit know how much you respect their decision to create a better life for them and their families. Exhibit the basic courtesies of saying, please, thank you and congratulations. Remember their birthdays, anniversaries, thank them for their service to the Country if they are a military veteran. It’s these little things that go a long way.

Step 3: Present yourself as great value to them.

While you need to be knowledgeable about your company and its products, you don’t want give people the impression that you are a Marketing Guru who doesn’t have time for them and who is unapproachable. Remember, people will listen to what you have to say as long they don’t feel like you are patronizing them. You always want to talk with them, not at them or down to them.

When the people you recruit into your MLM business see you as not only a leader but as a friend and confidante, you will be well on your way to having a business partner for life.

The most valuable thing you have is your time and people appreciate you sharing your time with them. In my last company, I was recruited by a top 10 money earner in the company. While he was a great sponsor, there was a downside. He was so busy that there was a 24-48 hour turn around time to phone calls and emails. This meant training questions were held up and scheduling a 3-way call took coordinating 3 different schedules. He simply did not have enough time to work effectively with the downline.

When it comes to building relationships to increase your MLM downline retention, there is a saying that people don’t care how much you know until they know how much you care.

There has never been a truer statement that applies to all aspects of life. Building a relationship comes down to living the Golden Rule. Always treat people the way you want to be treated. This truly is the foundation of relationship building.

So I challenge you to get to know the people you recruit into your organization, show them the respect that they deserve and be of great value to them. As you implement these tactics, you will be on your way to beating the industry retention rate and on your way to creating financial freedom for you and your downline.

Retention is essential to your MLM business. With an MLM industry average retention rate of 20%*, that is like losing 8 of every 10 people you sign up. This is why it is necessary to do things such as working in depth with your group and encouraging those working to move up the ranks, being available for 3-way calls and having weekly communication with the whole group. If you do nothing but just sponsor someone, it will wipe out your profits. That is because more than likely you will be spending more money than you are making just to recruit new people to replace the ones that are leaving.

Think of attrition as passing a fire bucket full of holes. It doesn’t matter how much water it starts out with, by the time you get half way down the line, you are out of water unless you stop and fill it up again and again and again.

How do you start to strengthen the relationships with your downline in order to increase your retention? Even though relationship building is a essential part of recruiting and building a home based business, it is always good to get back to the basics. So I’ve broken down relationship building into three parts.

Buckinghamshire’s industry is largely service industry based, and this includes event management.

Casino evenings are proving to be a popular choice for corporate hospitality.  The games are universal in nature, so even an overseas visitor will know what is going on.  Casinos offer quiet places where business can be discussed, and unlike a more traditional corporate hospitality event, they are not weather dependant.  Casino evenings also offer good talking points in the form of the casino games.

Many corporations and large organisations now use event management companies to organise casino evenings and other team building and corporate hospitality events.  They have the knowledge, the experience and the expertise to ensure the evening runs smoothly.

Team building ensures that a companies staff are working as well as they can through promoting shared experiences, and giving an insight into a team members strengths and weaknesses.

The results of corporate hospitality and team building are shown on the balance sheet, where greater profits and output are seen.

Buckinghamshire is becoming the shinning light for hosting these kinds of events.  The county can easily support indoor and outdoor activities and is supported by excellent road and rail transport links.

Plants have also been shown to increase productivity levels in staff, decrease stress and provide an all round more positive environment in an office situation.

Team Building and Office Perks

Many people are now sold on a job, not by the remuneration they are offered, but the perks the company provides.  Simple things like buying a coffee machine, keeping a stock of drinks in the fridge or a Friday afternoon off in the summer months every now and then all helps to make a business a more enticing place to come and work each day.  These initiatives may only cost the business a small amount of money, but will have a huge impact on team productivity and happiness.

Team building exercises don’t need to be weekends away or huge off-site extravaganzas.  Something as simple as getting a table tennis table in the office to encourage staff interaction, or even ten pin bowling once a month can do wonders for building a strong and supportive team.

Office Surroundings

There aren’t many people that enjoy going to work in a pokey, dark office! That’s why the office culture starts with the surroundings in which you put your staff.  When choosing an office space, look for a location with plenty of windows, large break out areas for staff to have lunch in and good heating and cooling.   These things may all sound like standards, but you would be surprised!  Many business owners will look for places that are low on extra space (to save money) and rarely think about the positive impact that natural light can have on their staff, never mind a good heater and air conditioner.

Today’s technology and work processes have done a lot to help teams flourish in offices and factories. Employees may not wear sports jerseys and meet in a handle, but they have to synchronize their efforts and individual skills nevertheless.  Business procedures have gotten pretty complex and interdependent in the last couple of decades.  They’re often too difficult for one person to handle successfully.

Teamwork is, logically enough, a natural by product of downsizing, too. The need to do more with fewer middle managers has left companies with no choice except to switch to teamwork. It’s now common for no supervisory employees to make decision and collaborate on nay tasks that were once delegated to mid-level managers.

Groups can define and solve problems more creativity. Teams are good for morale and motivation, too. People generally don’t like to work in isolation. When teams really click, their members share a contagious feeling of camaraderie, unity, purpose, and identity. They enjoy a sense of achievement and personal worth.

Management also better appreciates how teamwork can unify the power pf people. Teamwork unleashes their creativity, encourages synergy, and satisfies social needs.

The word is inescapable, and the technique is indispensable in organization of every type and kind. Management trends may come and go, but teamwork’s here to stay. Just check any organization web site, job specification, or classified ad
, and you’ll find that employers demand team-oriented applicants at every level.

In fact, a few minutes of random internet surfing around corporate and recruiting Web sites produced the following team related qualifications. As you can see, those who aren’t team players need not apply:

All candidates need to process solving problems skills, adapt to a multidisciplinary team setting, and want to be key members of a hard-working group utilizing leading-edge computer technology.

You will be a key member of a team that designs products from research to production.

Leadership and the ability to motivate with an enthusiastic teamwork approach are necessary.

Majority Vote: This is often the most practical way to make a decision, especially when time is short, the decision isn’t critical. And you don’t need universal agreement.

For example, a team may decide by majority vote how to prioritize current projects of budget expenditure, which word processing or spreadsheet program to adopt, how long to retain hard-copy files before placing them in an archive facility, and what vacation and shift schedules team members will follow for the next work period.

Team appointment: This is the designated-driver version of decisions. The team nominates one person who’ll be responsible for calling the shots. Choosing the appointee will require a consensus of majority decision, of course, but once that’s out of the way, the appointee can move faster than the group.

An appointee may be chosen to pick the location for an offsite conference, arrange for a guest speaker at the monthly team pep rally, do a preliminary evaluation of new hardware, software, of equipment that the department might buy, negotiate with vendors to buy standard materials, parts, and support services up to specified amount, or hire a freelance graphic artist to illustrate a new product brochure.

Consensus decisions can take an awful lot of time, and time can be scarce when a crisis is about to kick in your office door and attack you. But on the plus side, they tend to ensure that every member of your team officially buys into the agreement.

It’s often mentioned that Japanese management styles are big on consensus and unanimity. So much so, in fact, that all the people involved in a key decision may be asked to sign off on a written summary of it to affirm their acceptance and symbolize their commitment. This process reduces the odds that some people will drag their heels secretly.