The Key Retention Secrets In Compensation Plan Design

Secret #1	Design the plan to reward the good behaviors of independent sales agents
Secret #2	Create the plan to motivate people to achieve more than they otherwise would achieve
Secret #3	Know your target market. Did you know that in 2003, 74% of the people in direct sales / MLM were women?
Secret #4	Know your target market. Did you know that in 2004, 95% were part-time, and 52% worked 9 hours or less per week?
Secret #5	Focus on the behaviors: Selling Recruiting Managing Leading Retaining
Secret #6	Recognition is as important as compensation
Secret #7	Early money is crucial: Target $25 to $35 per hour. Have an upline mentoring program. Give them sales support tools in their kit
Secret #8	Offer “consistency” incentives “Frequent flyer” credits Offset bonuses Tie to autoship (example)
Secret #9	Offer a clearly defined career path Identify the behaviors that you want and design the career steps around them Recognize the three types of distributors Make the first 1 – 2 steps easier to achieve Balance earnings increases with degree of difficulty to advance
Secret #10	Keep recruits through effective fast-start systems
Secret #11	Monitor key performance indicators and behaviors over time Selling / retailing Recruiting Building managers Building leaders Retention / attrition / consistency

(The content of this article is extracted from ServiceQuest® RetentionSmarts™ Modules. For more information on RetentionSmarts™ training and mentoring systems, contact a member of the LaunchSmart team.)

The Key Retention Secrets In Compensation Plan Design

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