dōTERRA Compensation Overview

So I’ve been posting a lot about my successes with doTERRA and I wanted to take a moment to share the compensation plan that makes it easy to be successful. If you have been in direct sales you will understand the basic % structure, but doTERRA offers so much more. Please read this brief description to understand the ways we get paid in doTERRA.

dōTERRA is at Base of Growth Curve

dōTERRA is a 7-year old, debt free company with products that have strong a consumer value proposition, and of which over lap multiple expanding industry markets. Some example industries are the global Alternative Medicine market which is expected to reach close to $115 billion by 2015, and the Natural Personal Care market expected to reach $333 billion. One strongest indicators for dōTERRA is that they have historical consultant retention rate of 65%, my personal retention rate is close to 90%!!!

Compensations Payout

There are currently 12 title levels for dōTERRA consultant with the upper 6 titles falling under the Leadership umbrella, of which are eligible for higher levels of compensation. If you have been following me, I’m currently at GOLD.

  • Consultant
  • Manager
  • Director
  • Executive
  • Elite
  • Premier
  • Silver
  • Gold – I’m HERE and it took me under a year!
  • Platinum
  • Diamond
  • Blue Diamond
  • Presidential Diamond

 

You will typically need to get to be Director or above to make a ongoing profit above a moderate monthly oils purchase volume. Below is a table showing the average payouts for each to the leadership titles for 2011-2013.

The average compensation is steadily growing year-over-year, and it’s reasonable that you could make dōTERRA a valid second income in under a year and a primary income in under three years depending on your commitment level. All this can come depending on how much or little you want to work the business. Many of my team members are working part-time and already doing reasonably well.

Compensations Methodology

Most Multi-Level Marketing (MLM) compensation system have imbalanced incentivisation models or breaking points of which greatly influence how their products/services are promoted and what type of consultants they attract. These models often leads to high pressure sales and sign-up tactics because aggressive consultants are rewarded significantly by rapidly growing shallow organizations. To give some perspective the industry average retention rate of MLM organizations is 15%, as the majority of new consultants at the end of their first commitment period drop out as their required purchasing volume has not yet been out pace by their sales compensation.

dōTERRA has gone a long way into mitigate breaking points and consultant’s ability and desire to “gaming” their compensation system by provided creative incentives at each development stage and title levels. It’s clear that they want to retain individuals, create engaged teams, and enable deep organizational growth. We’ll step through each of these in detail.

 

To see more about this: http://n-rx.com/compensation#sthash.HFGea0nE.dpuf

I’ve also created some other great info around my website, so check it out.

Want more information about jumping into the doTERRA opportunity?

Well look no further, contact me to find out more.

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