Zija Compensation Plan

DISCLAIMER: The below compensation plan comparisons and breakdowns are based upon the opinions of people. Compensation Plans from companies to companies do change overtime and so these below comparison documents may be outdated. We highly suggest that you do your own homework, your own due diligence and contact whomever you feel is most professionally inline and has knowledge regarding your company or a company that you are looking into. We do not and can not guarantee that our opinions are 100% accurate but are simply our own personal opinions of the compensation plans after we have looked at them.

The information contained in this website is for general information purposes only. While we endeavour to keep the information up to date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability or availability with respect to the website or the information, products, services, or related graphics contained on the website for any purpose. In no event will we be liable for any loss or damage including without limitation, indirect or consequential loss or damage, or any loss or damage whatsoever arising from loss of data or profits arising out of, or in connection with, the use of this website.

Through this website you are able to link to other websites which are not under the control of Business For Home. We have no control over the nature, content and availability of those sites. The inclusion of any links does not necessarily imply a recommendation or endorse the views expressed within them. Every effort is made to keep the website up and running smoothly. However, Business For Home takes no responsibility for, and will not be liable for, the website being temporarily unavailable due to technical issues beyond our control.

————————————————————————————————————————————————————————

 The compensation plan used for this comparison can be found here.
To truly understand compensation plans as whole and see the GAME-OVER clauses I will be talking about, please watch the compensation plan pitfalls training located below.
Firstly, in Zija they pay out 50% of all volume each cycle.  At GWT, they pay out 65% of all volume each cycle which is weekly.  Simply, would you rather have a plan that pays out 50% or 65% to the distributors?  Obvious choice here is GWT.
Retail Commissions
At Zija, you can earn up to 25% retail profits when you are selling the products.  At GWT, you can earn up to 100% retail profits.  So if an item is $200, and your cost is $100, you earn $100 which is 100% retail profits.  Again, obvious decision here is GWT.
First Order Bonus
At Zija, they have this bonus for when you first get started and can earn 10% up to 20% of people’s first time orders.  But this bonus depends on what level of PV you have.  Secondly, you only have 4 cycles time limit to get this bonus.  At GWT, whenever you sponsor someone you instantly receive $50 wholesale profit per person and there is NO time limit on when to achieve this.  Again, I would rather have a $50 bonus that lasts forever then earn an extra $100 in my first month and gone forever.
Builder Bonus
You’ll notice at Zija they have lots of bonuses and when we get to the core of the compensation plan which is the team commissions you’ll see why.  They pay less in team commissions which is your retirement income and stable income and they pay more in bonuses which is never stable month after month.  This is an instant GAME-OVER clause.  But just like this Builder Bonus, GWT has their Diplomat bonuses and Ambassador bonuses.  The builder bonus is to cover up for the First Order Bonus when that expires.  The difference with GWT is that the wholesale profit bonus you get on any package Silver and higher that only has 40CV.  At Zija, the bonuses for this require volumes of 250 PV and 150PV.
Volume Order Rebates
Basically, when your own PV order exceeds 250 PV or the people you sponsored order goes over 250PV  you get an extra 10% rebate.  At GWT, we have the Double IA challenge were you can get an extra $4500 of FREE products which is a 100% BONUS products.
Team Commissions
This is the bread and butter of any compensation plan, the team commissions.  This is what we want to focus on because this is how you can retire one day with a stable income.  Looking at Zija, it’s also a binary system that only pays you on your smaller leg.  This is an INSTANT GAME-OVER!  Why would you only want to get paid on one leg where at GWT you can get paid on BOTH legs.  I’ll give you an example using same numbers for both companies.
At Zija, if you had left side 10,000 volume and right side 20,000 volume, and you just got started you would earn 10% on the smaller leg which is 10% of 10,000 volume being $1000.  At GWT, it would take 10,000 volume add to 20,000 volume total which is 30,000 volume and then pay you 10% which is $3000.  Would you want $1,000 or $3,000?   Simple choice here is GWT.  Even if you managed to get 15% at Zija, that would still only be $1500 which GWT pays DOUBLE THAT at $3,000.
As for the rest of the compensation, plan, Zija has a check match but so does GWT.  But the check match is always based on the team commissions.  So because you can earn more in team commissions in GWT, then you will make more with the check match.  But again, we can’t focus on bonuses anyways because it’s never stable.   Check match only happens IF your personal sponsored people earn a pay check.  But Team Commissions happens WEEKLY all the time.
Zija has a car program but I’m sure you have to maintain qualifications where GWT it’s PREPAID for 18 months.
But even aside from the compensation plan that GWT is the simple clear logical number proven winner, the bigger issue with Zija is that they are in the health and wellness industry which has millions of competitors.  Please read below.

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.

Competition

According to the DSA, there are now 96 million people worldwide 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!