One of the decisions you will need to make for your direct selling company is how much of your multilevel compensation plan you will reveal to the general public on your website.

What Are Your Choices?

Interestingly, the decisions companies make are made for different reasons.

In this video, we will examine the choices available to network marketing and party plan companies and why each of these options may be chosen.

What Choice Will You Make?

Now you know your choices. Which do you think is best for your company? If you’re still unsure whether you should share your compensation plan or not, contact us. We are here to help you make the best decisions for your company!

Compensation Plans

Compensation plans should be designed to motivate specific behaviors of independent sales representatives and their retail customers. These behaviors are:

Personally purchasing your products or services
Selling to customers (non-participants of the income opportunity)
Introducing the income opportunity to others (sponsoring/recruiting)
Building a team
Training, supporting, and nurturing others
Becoming a leader
Personally developing leaders
Helping other leaders to develop leaders
Meeting or exceeding minimum activity requirements
Being promoted to a higher title or rank
Meeting or exceeding title maintenance requirements
Staying active and engaged in the business (retention)

Does your plan address them all well?

Compensation Plan Design

Sylvina Consulting designs compensation plans for both new and existing home party plan and network marketing (MLM) companies. We also work closely with MLM software companies on your behalf to implement and audit your compensation plan programming.

We create field documents, PowerPoint presentations, and video scripts for plans we design, or for compensation plans designed by others.

For New Companies

With companies new to direct selling, our approach starts with education. We discuss with you the differences among the various types of compensation plans including unilevel, stair-step breakaways, unigen, matrix, binaries, and hybrids. We also explain the pros and cons of each type of plan.

At the same time, we gather information from you regarding your products, your cost of goods, and the preliminary budget as a percentage of sales for total field compensation. All of this information is important so that we can design a compensation plan that meets your goals and priorities.

For Established Companies

If you have an established business and you’re seeking help to amend or rewrite your compensation plan, we take the time to talk with you and listen as you share with us the challenges of the current plan and your goals. Next, we review the requested statistical information to identify any additional areas in your plan in need of attention.

Once the preliminary tasks have been addressed, we move quickly into designing the components of your compensation plan.

Compensation Plan Evaluation

If you have a compensation plan already but need guidance to ensure it is in good shape, we can also help you.

For Established Companies

We offer a results-oriented review of your current or proposed plan, with recommendations included for changes to align the plan with your margins, products/services, and desired sales force behaviors.

Before you announce your new compensation plan, obtain the council of the compensation plan experts at Sylvina Consulting.

For New Companies

If you’ve designed your own compensation plan, but you’re not sure if it will produce the desired results, we can evaluate your proposed plan and provide you with professional advice in the areas in which the plan should be amended.

Request more information here.