Key areas of improvement I identified were the headache-inducing complexity of Mannatech’s compensation plan, mandatory affiliate autoship. Fast-Track Executive Directors August We are pleased to recognize new Mannatech Associates who have attained Executive Director in three Featured . Mannatech has just launched a new Compensation Plan designed to help you and your business grow! Watch this video to learn about the six.
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Issues identified in the revision include pay to play concerns with the All-Star qualification and direct recruitment commissions on affiliate packs.
Compensation Plan Archives – All About Mannatech
Developed in collaboration with Associate field leaders across the globe, this Compensation Plan has been specifically designed to reward you fairly and generously for the hard work you put into growing your business. An active affiliate is one who meets rank qualification criteria and has purchased Mannatech products within the past six months.
Retail commissions are calculated as the difference between the wholesale and retail cost of ordered products. A unilevel compensation structure places an affiliate at the top of a unilevel team, with every personally recruited affiliate placed directly under them level If any level 2 affiliates recruit new affiliates, they are placed on level 3 and so on and so forth down a theoretical infinite number of levels.
Mannatech cap payable unilevel levels at seven, with commissions generated based on GV generated by downline affiliates within these seven unilevel levels. Whereas the Big Leg Infinity Bonus pays only on strongest compensqtion volume, the Side Volume Infinity Bonus pays a bonus commission on volume generated in the other unilevel legs.
Note manhatech Side Volume Infinity Bonus is paid out on level 8 and deeper volume, regardless of qualifying rank.
The Mentor Bonus rewards Mannatech affiliates each month based on the rank of affiliates they have personally recruited. Note that the affiliate receiving the commission must be at the same or higher rank than the rank of the affiliate they earn the Mentor Bonus on. If the affiliate receiving the commission is at a lower rank, they are paid the Mentor Bonus at the rate of their own rank. The Leader Check Match utilizes the same unilevel team structure used to pay residual commissions. How many generations of Executive and higher ranked affiliates the Leader Check Match is paid out on is determined by rank:.
Silver Presidential Director and higher ranked Mannatech affiliates can qualify for shares in the Global Pool, provided they have held their rank for at least three consecutive months and have either. You might even find yourself at an exotic location, accompanied by your Mannatech friends and business Associates!
When I recapped my last two Mannatech reviews I groaned at the prospect of wading through another complicated mess. The current Mannatech compensation, although lengthy 36 pages! For the most part Mannatech have abolished their use of non-standard terminology, although a few examples still exist Downline Point Volume instead of Group Volume, for example.
The focus on retail sales is generally strong, however the only instance retail is mandatory is for autoship related bonuses.
The core of the compensation plan sees Mannatech affiliates able to self-purchase their monthly PV requirement, which creates the potential for chain-recruitment. More importantly it encourages an affiliate to get it over and done with via monthly autoship, which could come at the cost of retail sales.
While the autoship bonuses are nice, they can be ignored. Ideally an affiliate only purchases product if they actually need it, but that would require only retail volume counting towards monthly PV. One particularly nice touch I thought was the use of Leader Points over straight downline rank criteria.
Leader Points mannatexh far more flexibility when building a downline, as opposed to only counting compensatoon downline ranks and otherwise ignoring others. One thing to watch out for going forward however is how high the current qualification criteria rises in early.
In Januarythere will be slight increases in qualification requirements Personal Point Volume, Group Point Volume and active legs.
Jul 12th, at Oz, compesnation are wrong on this one. Jul 13th, at 2: Just wanted to point out one statement that is inaccurate. It is not used for compensation. Jul 13th, at 7: Active—any Qualified Associate that meets the minimum requirement for their rank within the qualification period. Inactive—an Associate who has not ordered any products or bundles in the previous six months. If you look at the rank requirements, other than associate they all require active downline legs.
And it obviously does, as per the above rank requirement example. Can we get firm clarification on this? Thanks for the suggestion but this is something I usually leave alone.
New Compensation Plan
Jul 13th, at 3: Jul 13th, at 4: An Associate needs PPV of or more. That can come from customers ONLY if the associate so wishes. He can have customers which contribute to his PPV. Jul 13th, at 5: Jul 13th, at 6: That will help tremendously. Jul 13th, at 8: Jan 15th, at They are not paying Retail. Retail purchasers do not compesation get an account number and their purchases are not in the compensation pool.
They are treated totally separate from the comp plan. Retail customers pay wholesale on autoship. Are you asserting that regular retail customers who just put in a random mznnatech are paying wholesale same price affiliates and preferred customers pay?
Video: Mannatech’s New Compensation Plan – The Six Ways to Earn
Jan 16th, at 9: Preferred Customers with an account number pay wholesale whether it is auto order or one time order. The commission from their order goes to an Active Associate one who is ordering every month — on a rotating basis.
That Associate will receive an email saying there was a Retail order made and it is up to the Associate to follow-up with the person. Jan 17th, at Therefore they are not the same. Not being an affiliate and purchasing products does. The real difference is one has an incentive to buy the stuff, the other just want the stuff. That crucial difference is what separates a customer, from an associate. Email will not be published required. Leave this field empty. Mannatech Compensation Plan Review 3.
On July 1st,Mannatech launched a new compensation plan. Along with their respective qualification criteria they are as follows: Leader Points are generated based on downline affiliate ranks: Residual Commissions Mannatech pay residual commissions via a unilevel compensation structure. A unilevel compensation structure places an affiliate at the top of a unilevel team, with every personally recruited affiliate placed directly under them level 1: How many levels a Mannatech affiliate can earn on is determined by rank: Mentor Bonus The Mentor Bonus rewards Mannatech affiliates each month based on the rank of affiliates they have personally recruited.
The Mentor Bonus starts at the Gold Associate rank as follows: How many generations of Executive and higher ranked affiliates the Leader Check Match is paid out on is determined by rank: Silver Presidential Director and higher ranked Mannatech affiliates can qualify for shares in the Global Pool, provided they have held their rank for at least three consecutive months and have either sold three Value Bundles PV or more each to personally recruited affiliates in the past month or have had a personally recruited affiliate qualify as a Director or higher in the past three months If the above qualification criteria is met, Global Bonus Pool shares are allocated as follows: Conclusion When I recapped my last two Mannatech reviews I groaned at the prospect of wading through another complicated mess.
The good news is Mannatech have upped their game on this front. Not helping is the ridiculous requirement for Mannatech affiliates to purchase product. One thing to watch out for going forward however is how high the current qualification criteria rises in early ; In Januarythere will be slight increases in qualification requirements Personal Point Volume, Group Point Volume and active legs. Mannatech Compensation Plan Review v2.
Also, their branding changed so maybe you should update their logo on this post? Appreciate your thorough analysis.
Thanks for the feedback guys. You say Associates and Retail purchasers to qualify. If so then how does a Mannatech affiliate make money on non-preferred customer retail sales?