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 Compensation Plans - New Startup and Established Companies
   
 
Compensation Plan Change Projects

 
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   For companies with an existing sales force, changing a compensation plan can expose the business to great risk if done improperly.  Indeed, there are many failed companies whose demise can be traced to changing their compensation plan without a proven methodology.

Dan has developed a proven approach to changing a compensation plan for companies of all sizes, including multi-national businesses. The process involves a hand-picked corporate team of key decision makers and stakeholders that work with Dan through each project phase until completion.

There are six phases which span from six to twelve months in most cases:

  1. Diagnostics:  Learning what the root causes are of your poor sales force performance.  Dan teaches his 3-day concentrated executive training course to the team during this phase to help every member grasp the proven principles of sound compensation plan design and learn how to spot the root causes of problems.
  2. Design: After a thorough diagnosis is achieved, only then can a solid plan change be designed. This phase also includes extensive computer modeling of the proposed changes to identify the exact impact on individual sales leaders and groups of distributors at various levels of commitment.
  3. Transition Plan Design:  Some distributors and leaders may find their earnings drop for a while once the plan changes are implemented. During the modeling phase, these people are identified. A Transition Plan is then designed to help them adapt how they build their downline businesses to take advantage of the new plan changes and (hopefully) earn more.  Without a well engineered Transition Plan, even the best plan change will likely fail.
  4. Tier-1 Leader Reveal: this critical phase of the project involves picking 10 to 30 of your most influential leaders and providing them a semi-personal training experience on the new compensation plan. It's objective is to make 100% of the engaged top leaders happy and excited about the new plan. They become the cheerleaders and champions of the changes.
  5. Tier-2 Leader Reveal: The new compensation plan is presented to leaders far and wide where they learn of a better income opportunity and how to train it to their downline teams.
  6. Post Rollout Analysis:  after the new plan is implemented, key performance indicators are reviewed by Dan and the team to make sure that the new changes are changing field behaviors as predicted.

Call Dan today to discuss his proven approach to changing a compensation plan successfully while mitigating much of the risk often found in such an initiative.