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I found their compensation plan on this link here.
To be honest, with one look at this compensation plan I already knew they had SO MANY PITFALLS and “GAME-OVER” clauses as trained in the compensation plan pitfalls training here.
For people who don’t understand or know of other compensation plans, they really need to listen to my training above.
Okay let’s get started…
To understand the payout in dollars, one needs to know the conversion of BV or PV to Dollars. It’s here.
For most of the product lines, it’s 1BV = 1PV = $1.00
1) Fast Start Bonus
How this work is you will earn 30% of the order of someone you personally introduce on their products. But I read somewhere that it has to be 100PV which is a minimum of a $100 order. So you would earn $30 for your personal people. At GWT, you earn $50 whenever someone joins the company. However, if I added the mix of selling products to people at GWT to your personal sponsors, you could make retail profits of 100%. So if you sold a $100 ring, you would make $50. That’s a direct comparison. Once they pay you, the next 3 uplines get 5% of that. At GWT, if someone in your team sells a product for $100, then 60% of $50 is pushed up as volume which is $30 and you get 10% of that. So not only do you get more (10%), but it also goes down to INFINITY!!! In Sisel, they don’t pay to INFINITE so immediate “GAME-OVER” clause!
Also not to mention that in Sisel this only on the first order and that’s it. At GWT, you ALWAYS get the flow up of volume on EVERY ORDER! And at GWT, if we’re talking about the first order, you get paid 10% of all the products in the IA which is on top of their product orders! Much more payouts at GWT.
2) Fast Start Retention Bonus
So after the first time order is done, you get another chance to earn some money here with the Fast Start Retention Bonus which is for month 2. It appears that there is nothing after month 2. In this case here though, it depends on how much they order. It’s UP TO 15%. As per their document, here’s how it works.
Qualifying orders (100 PV or more) from personally enrolled Distributors will pay a FSRB during bonus weeks 5-8 after their enrollment. If the enrollee’s order is 200 PV or more the FSRB is 15%, if the order is between 150-199.99 PV the FSRB is 10%, if the order is between 100-149.99 PV the FSRB is 5%, no FSRB is paid for orders below 100 PV. The FSRB will pay out on BV equal to or less than the BV generated in weeks 1-4.
My opinion here is that it’s horrible that you get nothing if the order is under 100PV. At GWT, we pay out 10% commission on every dollar. In addition, GWT pays you 10% commission on your teams product orders not just for the first two months, but FOREVER!!!
3) Direct Distributor Commissions
This is the meat and potatoes because it’s the form of passive/residual income. Just looking at the chart, it’s an instant “GAME-OVER” clause because it only pays you down to 7 levels. BUT WAIT, you have to WORK to GET your 7 levels. At GWT, it pays you from 1st level down to infinite FOR LIFE, WITHOUT having to attain certain ranks to unlock all the levels. And in direct sales, most of your volume will always come from after your 7 levels!
I copied this from another website because it’s accurate and I don’t have to type it out again. Here is how they pay you out based on your rank and percentage payout.
Direct Distributor Commission
The Direct Distributor Commission allows Sisel members to earn a commission on the first 100 BV generated by members they’ve recruited.
The Direct Distributor Commission is paid out as a percentage on the first 100 BV your enrolled Direct Distributors make. Each new member you enrol into Sisel is placed directly under you and to qualify for the Direct Distributor Commission these legs underneath you must have a Direct Distributor in them.
The more qualified Direct Distributor legs you have, the higher the Direct Distributor Commission percentages paid out are. The percentages given below are relative to the Sisel membership rank of those Direct Distributors in your team:
- Level 1 – Bronze 2.5%, Silver 3%, Gold 4% and Platinum 5%
- Levels 2 to 6 – Bronze 5%, Silver 8%, Gold 9% and Platinum 10%
- Levels 6 to 8 – Bronze 2.5%, Silver 3%, Gold 4% and Platinum 5%
- Level 9 – Bronze 0%, Silver 0%, Gold 1% and Platinum 2%
The levels you get paid on depends on how many Direct Distributors you yourself have recruited.
- recruit 1-3 Direct Distributors and receive the Direct Distributor commission down 5 levels
- recruit 4 to 6 Direct Distributors and receive the Direct Distributor commission down 6 levels
- recruit 7 or more Direct Distributors and receive the Direct Distributor commission down 9 levels
And of course, how to be at these ranks.
- Bronze membership – 50 PV a month
- Silver membership – 100 PV a month
- Gold membership – 150 PV a month
- Platinum membership – 200 PV a month
SO… in SUMMARY… you would start at 2.5% if you were paying $50 a month, and 5% if you were paying 200PV a month. I can foresee many people paying so much per month to be Platinum but barely able to cover these payments with what they’re earning. It’s another retention nightmare especially because it’s another health and wellness company. Not only that, but you have to recruit members to unlock the later levels. At GWT, the grass is greener. You get 10% commission from your 1st generation to your INFINITE generation. Sisel is interestingly different because it only pays by generations rather then levels. In any case, would you want to get paid on 7 generations, or INFINITE generations? Also, at GWT, the Diamond package only requires one to pay $150/month for things they WANT, and you can also still unlock the highest earning potential with the monthly $75/month! At GWT, one could sponsor 2 people, one left, and one right, and get paid on all the volume from level 1 down to INFINITE!
To me, it’s very strange how they pay you less on your first two generations when you are the one that personally sponsored them and then a bit more on the third level. If their compensation plan is so good, why not pay out 15% on ALL the levels or make it even all across the board? Well, I know why… it’s because they have the fast start bonuses on the first generation sales. But then again, that’s only for the first month… These are one of those compensation plan contradictions where now you’re trying to help your 4th generation purchase more products so that you can get paid more. The Sisel compensation plan is about making your first 7 generations try to order as many products because anything after your first 7 you never get paid for… for life!
Their compensation plan is really a unilevel compensation plan. They have this example of a 3×3 where you sponsor 3, and they each sponsor 3. Fist of all, that’s unrealistic that each of your 3 will bring in 3. Sometimes people don’t bring in anyone, sometimes one person brings in 10. But because they pay out different amounts at each level, it’s uncertain to calculate. Secondly, they only pay down to 7 generations. This is the BIGGEST pitfall they have and one has to understand this. For most people, after they have been in business for 3-4 years, most of their volume comes from beyond your 7 generations. So what’s happening is that you almost don’t care to work with people after your 7 generations because you know they don’t make you any money. At GWT, you want to work with everyone because it pays you!
They have matching bonuses which again, you have to qualify to get. At GWT, simply join Diamond and get 10% matching bonus from DAY 1 on your 1st generation. I honestly know that most people in Sisel don’t even qualify for the matching bonuses. At GWT, you get it day 1!
They have a car program which appears that it goes onto your name. If you don’t meet the qualifications, guess whose paying for it now? At GWT, when you qualify, it’s PREPAID for 18 months and you can requalify again for FREE for another 18 months!!! No ruining your credit, losing credit rating, going bankrupt because you can’t pay the car!
WANT versus NEED
It’s easier to sell a want then a need. Want is more powerful then need. For example, people don’t need to smoke, but they want to. People don’t need to drink, but they want to. People don’t need to buy designer labels, but they want to. In nutrition, selling a need was good many many years ago. When there was only a few nutritional companies or telecom companies or utility companies. Nowadays, there are too many choices amongst MLM and even the local grocery and pharmacies to buy nutritional items. In GWT, people are happily saving money into their IA to one day buy the item they’ve always wanted and have been saving up for.
Education in products
In most health companies, you have to become half a doctor to be able to effectively sell their products. In GWT, everyone knows what a watch is, jewelry, etc… so it’s SUPER simple. In nutrition, you have to not only become half a doctor, but also you need to train your team on how to become half a doctor. Duplication is key and the longer it takes for someone to learn about their products, the longer the duplication process. And the more learning there is in a system, the more complicated it can become, and you can potentially lose a lot of your team due to this.
According to the DSA, there are now 30 million people in North American who are in the health and wellness industry. As great as companies can be, if there are too many people competing against you, it’s almost impossible to make those huge incomes as you always wanted. If you had joined these huge companies when they first got started 20 years ago, you’d be in a good situation because there wasn’t that many companies back then in health and wellness. Today, every month or even every week there is the newest latest and greatest health and wellness company. And I’m constantly being approached by these company’s to join them, bring a team over, and they’ll give me some type of joining incentive (cash, inherit a downline, etc..). In summary, if you’re today in a health and wellness company, it’s almost pointless. Even if you establish a huge team, after a few months, when the latest and greatest company comes out, most of your team leaves you and now you’re back to trying to building a brand new team. The industry retention ratio is roughly 10-18% so that means after one year with 100 people, only 10-18 of them are left. It’s exhausting and if that’s the deal in health and wellness companies, then no thank you!
Also, if you are looking for another comparison, you can find one here. This one is not by me though.