Tag: pros and cons of binary compensation plan
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Does that pros and cons of binary compensation plan your plan should be a binary plan? Perhaps and perhaps not. Today, new direct selling companies have unilevel, unigen, and binary hybrid compensation plans. However, the compensation method for a binary plan is totally different. All other types of multilevel compensation plans pay compensation upon the volume of a limited number of levels or generations of downline representatives.
For top leaders, this means their downline organization will grow beyond the limits of their payline when they are not paid through a binary compensation plan. A power leg is defined as a leg that contains significantly more volume than the other leg. A power leg occurs when one of two situations is present:. When a representative has a power leg, he or she can focus on building just one leg of their placement tree, which makes the compensation plan easier for the representative with a power leg.
Most binary compensation plans pay compensation weekly, which means people get paid more often than other plans which pay most often monthly. All other types of multilevel compensation plans pay compensation upon the volume generated in a commission period, most often monthly. When a pros and cons of binary compensation plan commission period starts, the volume generated in the past is irrelevant.
With all other types of plans, you get paid only upon the volume generated in each commission period. Unpaid volume this week is the sum of unpaid volume carried forward from last period plus new volume generated this week. This effect is a golden handcuff.
In all other compensation plans, if you are inactive in one commission period, it simply means you are not eligible to pros and cons of binary compensation plan compensation upon the volumes of other representatives. The damage done to your future income is zero. The effect of your inactivity is limited to the period in which you were inactive. Because compensation is calculated upon an unlimited number of levels of downline volume, binary compensation plans pay top leaders the most compared to other compensation plans.
If you wish to attract successful leaders to your company, having a pros and cons of binary compensation plan compensation plan can be helpful. Many of the people who have been successful in a company with a binary compensation plan who are seeking a new home will like your company better if your compensation plan is a binary. One of the income limiting elements in a binary compensation plan is a cap on the amount of binary bonuses that can be earned for each rank in your pay plan.
Instead, they see them as income potential. So, while you publish these amounts as income limits, many in the field view them as good news, not bad. While binary compensation plans reward top leaders the most, lower and middle ranked representatives are not rewarded as well. While First Order Bonuses and Fast Start Bonuses can help to raise the income of new representatives, binary compensation plans have larger deserts periods without adequate sustenance that hardy representatives must cross to make it to the promised land of higher incomes.
Like pioneers, many die on the trail. In a binary compensation plan, the volume in your weakest leg determines how you will be paid. This means to get paid, you need to increase the volume in your weaker leg. The best ways to do that are to a place your new personally enrolled representatives into your weaker leg and b focus your efforts on helping pros and cons of binary compensation plan representatives in your weaker leg to build their businesses.
It is counter-intuitive to think of your downline organization as two teams and that you should focus your efforts mostly in helping your weaker team, because your compensation is based mostly upon their productivity.
Healthy binary compensation plans include income limits per title to slow the payout down and to encourage the building of more stronger enrollment tree legs. However, in no other type of multilevel compensation plan is there a limit on how much you can earn per rank. This is a negative attribute. Chief Financial Officers want to have predictable expenses. When expenses are unpredictable, they get real crabby fast! The total percentage of field compensation paid in a binary compensation plan can vary significantly from one commission run to another.
It is very difficult to get the business rules of a binary compensation plan financially right the first time. This is the 5th in a series of compensation plan articles. Jay Pros and cons of binary compensation plan is a compensation plan and direct selling expert, a trusted adviser to network marketing and party plan companies. As the president of Sylvina Consulting, Jay brings 30 years of unparalleled business experience and success to the direct selling industry, having improved hundreds of party plan and network marketing companies throughout the United States and in many other countries across the globe.
This startup guide contains pages of wisdom pros and cons of binary compensation plan will guide you through the right steps to start and continue on your journey to build a successful direct selling company.
You will save thousands of dollars and hundreds of hours of your time using the information you will read in our book.
The wisest direct selling executives never stop being students. They seek out opportunities to learn more. They understand that the long-term success of their companies depends on how much they know, so they make efforts to keep learning. Previous to launching Sylvina Consulting inJay worked for 13 years with a major direct selling software provider as a software developer, project leader and business analyst to provide both startups and existing companies, in the USA and abroad, with customized software solutions to meet the individual requirements of their businesses.
Along the way while helping them, Jay learned the secrets of successful direct selling companies. In true entrepreneurial spirit, Jay's decision to start Sylvina Consulting as a direct selling and compensation plan consulting company was driven by what he saw as a need in the marketplace for answers, good advice, and solutions for direct selling companies. His in-depth experience working with major companies and new enterprises, his broad knowledge of this marketing channel, his understanding of many types of businesses, and his passion for helping others have earned Jay the respect and admiration of direct selling companies, peers, and employees alike.
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A power leg occurs when one of two situations is present: Your upline representatives are placing representatives into one of your legs; this is spillover. The representatives in one of your legs are building their businesses much faster than the representatives in your other leg.
Weekly Compensation Most binary compensation plans pay compensation weekly, which pros and cons of binary compensation plan people get paid more often than other plans which pay most often monthly.
Pays On Unpaid Volume All other types of multilevel compensation plans pay compensation upon the volume generated in a commission period, most often monthly. Pays Top Leaders The Most Because compensation is calculated upon an unlimited number of levels of downline volume, binary compensation plans pay top leaders the most compared to other compensation plans. People Will Join Because Of Your Plan Many of the people who have been successful in a company with a binary compensation plan who are seeking a new home will pros and cons of binary compensation plan your company better if your compensation plan is a binary.
Leg Volume Balancing In a binary compensation plan, the volume in pros and cons of binary compensation plan weakest leg determines how you will be paid. Balancing leg volumes can be difficult to do. Income Limits Per Rank Healthy binary compensation plans include income limits per title to slow the payout down and to encourage the building of more stronger enrollment tree legs. Expect Compensation Plan Changes It is very difficult to get the business rules of a binary compensation plan financially right the first time.
The payout exceeds the budget. The plan is paying out too much to the wrong people and not enough to the right people. Recruiting, selling, and teambuilding activities are below expectations.
The first four articles in this series are Compensation Plans: Focus On Compression Compensation Plans: Focus On Customers Compensation Plans: Focus On Activity Compensation Plans: