Tuesday, May 26, 2015

How do we reward you? Let us count the ways!

The Vessel compensation plan is part of a motivation strategy - an approach designed to help our Stylists want to do the things necessary to succeed in their business. Our compensation plan focuses on five key behaviors that drive and build our Stylists' business, and that they are rewarded for doing.




BEHAVIOR: RETAILING
Build a strong retail culture with a solid Host and Customer base. Focus on strong booking success in every Party.
REWARD: PERSONAL EARNINGS
Earn money with your very first Party or Customer order. Immediately begin to earn 30% retail profit on your personal retail sales, with the opportunity to earn up to 40% retail profit with our Power Seller Bonus.

BEHAVIOR: RECRUITING
Share the Vessel opportunity and begin building a Team.
REWARD: FAST START BONUS, TEAM BUILDING COMMISSIONS
Active Stylists or higher earn 5% on the sales of Level 1 recruits. Active Executive Stylists or higher earn 3% on the sales of Level 2 recruits. (During L1 and L2 recruit's enrollment month plus three full months.)

BEHAVIOR: BUILDING MANAGERS
Managers become experts at selling and recruiting, and teaching others to do the same. The ultimate goal of a Manager is to help others on their Team to become strong Managers. Managers mentor and lead by example. A strong Manager is a future Leader.
REWARD: ADVANCEMENT BONUSES, TEAM BUILDING COMMISSIONS
As your Team grows and you begin to move up in rank, you earn Advacement Bonuses: $150 for reaching Silver Stylist and $500 for reaching Sapphire Director. You receive Level 1-3 Bonuses of 2% to 7%, as well as a Team Volume Bonus of 2% on your entire Team's sales when you reach Sapphire Director.

BEHAVIOR: BUILDING LEADERS
Leaders Provide the strength that sustains and builds the business over time. For long term success there is no other way. A strong Leader develops new Managers and Leaders below them, helping and teaching them in turn to develop other Managers and Leaders. For a Leader to grow their business they must nurture this process continually. They must often work deeper in their downline, searching for rising stars and mentoring them to become great Leaders.
REWARD: MATCHING ADVANCEMENT BONUS, LEADERSHIP COMMISSIONS
When a Team member promotes to Sapphire Director for the first time, as the immediate upline Sapphire Director or higher, you receive a matching $500 advancement bonus. In addition to Personal Earnings and Team Building Commissions, a Leader receives commission on the generations, or teams led by Leaders in their downline. You receive 3% to 4% on four generations deep.

BEHAVIOR: RETENTION
The key to growth and success is retention. Experts agree that a new recruit needs $25 to $35 per hour to make it worth their time and keep them in the business. With Vessel, if you have a Party with $250 in retail sales (which is totally achievable with our Party average of over $500), you've earned a 30% retail profit of $75. If you spent two hours on that Party, you've eared $37.50 per hour. Now multiply this by your additional Parties and your Team members' Parties, and you see how your success and your Team's success leads to retention. 
REWARD: A solid base of PERSONAL EARNINGS, TEAM BUILDING COMMISSIONS, and LEADERSHIP COMMISSIONS
A great compensation plan like Vessel's balances the incentive between Personal Earnings, Team Building Commissions and Leadership Commissions.

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