Part of the guide: Affiliate Marketing
One of the biggest mistakes that many people who are new to the Vemma business make is that they don’t train their team properly, in a way that produces dramatic and lasting results. Too often, Vemma distributors assume that they can just get started, recruit a bunch of people, and that they will automatically start getting huge monthly residual checks.
Also, there’s a problem with the way a lot of distributors in Vemma train where they sponsor only a few distributors into their team, and they assume that they can baby their team and be successful in the company from the efforts of just a handful of people.
The biggest message you should get from this article is that when you’re training your new Vemma distributors, you need to learn to have a balance between personal production and training, or you’re not going to achieve dramatic and lasting success with the company.
One of the advantages of the Vemma opportunity is that there is a binary compensation plan, meaning that you only have two teams to focus on when you’re building your business. However, just because you only have to build two teams doesn’t mean that you can build a Vemma business by only recruiting and training two people. If your team doesn’t see you personally producing, they will stop producing themselves. Let me give you 3 tips that will help you stay on task, and train your Vemma team at the same time.
1. Focus 80% or more of your attention on personally sponsoring new Vemma distributors. If you’re focused on anything but recruiting, your team will copy you and stop recruiting themselves. The first step to training your Vemma team is to set an example by producing enough personally.
You have been paid late before
You have watched the number on the dashboard not match the number in your account. What is different now is simple: it settles on a public contract you can check yourself, not a dashboard I control.
Read the contract →Most participants earn little to nothing. No income is guaranteed. You can verify every payout on the public smart contract.
2. Focus 19% of your attention on training your new people to get them up and running. If you focus too much of your attention on new people, you won’t have time to be productive in your business, but if you don’t put enough energy into them, they’ll never get the details of the business and they’ll quit before they start. Most of your training should revolve around proven methods to sponsor new distributors, since that is the lifeblood of your whole Vemma business.
3. Only focus 1% of your attention on details, and outsource the rest to more capable individuals. This is one of the most important things that leaders do in Vemma; they stay focused on production by allowing details to be handled by the company and the customer support team. The only way to stay focused on building a business is to outsource the details to others.
Notice that 99% of all of the attention I have allocated is towards productive activities that increase your bottom line. You need to focus in Network Marketing if you ever intend on creating long-term, residual income, and training your Vemma distributors by being productive yourself is no exception to the rule.
Comments
- o Aprendiz
March 12th, 2010 at 12:19 am
Great information! I’ve been looking for something like this for a while now. Thanks! Roberto Justus - Milford Piermatteo
March 23rd, 2010 at 9:17 pm
You really have something here. This has me thinking about some possibilities. Thanks - Carl Penttila
October 9th, 2010 at 9:07 pm
Legit affiliate programs could be an excellent online marketing method.
- Aria Townsend
I completely agree with everything you mentioned here! Your Vemma training tips are spot on, and they’ve helped me so much in building my own team. Keep up the great work! - Jonas Ramirez
I find this post a bit hard to believe. Can you provide some concrete examples or evidence of these strategies working in the real world? I’d love to see some case studies! - Priya Patel
Thank you for this detailed post! I’m curious, do you have any additional tips for people who are just starting out with Vemma? I feel like getting the first few recruits is the toughest part. - Isaac Greene
While I understand the need for focusing on personal production, I feel like there should be more emphasis on the importance of mentorship. Training isn’t just about recruiting; it’s about developing lasting relationships with your team. - Nia Fraser
Great post, David! It’s been a while since we last connected. How have you been? Let’s catch up soon, I’d love to hear more about your latest projects. - Eleanor Bishop
This post really hit home for me! I was struggling with motivating my team, and I see now that I need to focus more on personal production. It’s great advice that I’ll definitely put into action. - Marcel Nguyen
I’ve recently come across a tool called “MLM Genius” that helps streamline the recruiting process. It offers similar features to what you’ve mentioned here. You should definitely check it out! - Olivia Montoya
Wow, I’ve learned so much from this post! I had no idea how crucial personal production is in Network Marketing. Thank you for the clear and actionable tips!
Three posts a day. One email a day.
Everything I publish, in one short daily email. Real numbers, no hype, unsubscribe in one click.
Get paid 100%, on-chain, the second the sale clears
Most affiliates earn little, and that is disclosed up front. The difference here is not a promise about what you will make. It is that you can verify every payout yourself, on a public contract, in about twelve seconds.
See how the payout works →Most participants earn little to nothing. No income is guaranteed. You can verify every payout on the public smart contract.
That 80/19/1 split is oddly precise for something with no data behind it. Still more useful than ‘find balance.’
Pete’s right that a number, even a made-up one, is more useful than ‘balance.’ Ran my diner the same way, I could tell you exactly what percentage of my week went to the grill versus the register, even though nobody ever asked me to measure it that precisely.
Question about the 1% for details, outsource to more capable individuals, in my market that kind of support structure from the company itself is much thinner than what’s implied here. Distributors outside the US may be doing closer to 20% on details simply because nobody else is handling it.
Elif’s point matches what I saw building a team somewhere the company support was thin. The 80/19/1 model works best when the company is actually handling that last piece competently. Where I was, it wasn’t, and the real split ended up closer to 60/20/20 whether anyone wanted it that way or not.
Reduced to the essentials: spend most of your time recruiting yourself, train just enough to keep new people moving, hand the admin to someone else. What’s missing, and it’s a real gap, is any definition of ‘enough’ training, nineteen percent of what base number, measured against what outcome. A ratio with no denominator can be adjusted to justify almost any amount of neglect, and I’d want to know what happens to a new distributor’s odds when their sponsor treats nineteen as a ceiling rather than a floor.