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Industry icon Eric Worre reveals what he sees
in the Quadra-Plan and why he believes it is
the biggest innovation for network marketing.
compensation in decades.
Eric Worre is one of the network marketing industry's
most successful players. He's been a multi-million-
dollar producer in the field, founded and sold his
own MLM company, and served as a consultant to
the industry.
CS: Eric, you've been at the top of some impressive compensation
plans and you've even helped develop many of them. In your view,
what makes the Quadra-Plan so special?
EW: Well, the biggest thing, of course, is the bringing together of
the four major types of plans that have been used in the industry,
keeping the best points of each, and leaving the bad elements out.
CS: Can you be more specific?
EW: Sure. Take the "breakaway" plans out there. Overall they are
pretty good plans, but they do have some serious weaknesses. If
you're a little guy, and you sponsor a superstar, that superstar will of
course breakaway from your group. If you don't have enough volume
to stay qualified after they leave, you might not get paid anything on
them! And that's a crying shame.
Sometimes it goes the other way. You have two or three levels of
people between you and a big producer. Those people could buy
their way in at a qualifying level, keeping you from accessing some
serious overrides.
CS: So how does the Agel Quadra-Plan address that?
EW: Once you sponsor someone in Agel, they are your personal
enrollee and never break away. It doesn't matter if they are on your
5th level, 50th level, or 500th level—they are always your personal
enrollee, so you'll always get any Leveraged Matching Bonuses you
qualify for on their volume.
CS: What about the other plans?
EW: There are still companies out there attempting unilevel plans,
which amazes me. No company has ever hit exponential growth and
made it big with that plan. In fact, any company that starts with it
eventually has to change from it if they want to stay around. If you are
a distributor with a unilevel plan, once you get going big, a huge percentage of your group will be out of reach of your pay range. That
creates a leadership drain at the top, because people leave. No company can survive if its leaders are leaving all the time.
CS: What about the Matrix Plan?
EW: Another plan that is good for tiny
retailers, but won't attract and keep serious
business builders. Let's suppose your first couple levels are already filled, and then you
sponsor someone who really takes off. Like
the Unilevel, you're going to have a lot of people outside of your pay range.
CS: What about the Binary? Isn't that
what Agel's plan is?
EW: Absolutely not! Agel kept the good
stuff like everyone only building two legs, and
the option to have three income centers.
What Agel didn't keep was the stuff I hate,
like the weekly "wash." Of course those companies try to position it as a benefit of getting
a check every week. But the truth is, they pay
out that way because the volume in the larger
leg is washed every week. This creates what is
called "breakage," and lets a lot of the bonuses roll up to the top couple spots in the structure which are usually the two or three people
who got "sweetheart deals" from the company.
The same thing with what they often call
"balancing volume." I think that is just a way
to keep people from the volume that they
have earned. And of course we don't have the
abuse of people reentering the binary over
and over again.
I love the two-leg structure because it means
that the sponsorship line is working to build
depth in your group. You have a very real
chance that your sponsor will be placing people beneath you. And it also means that you
have many levels of sponsorship above you—
who have a vested interest in your business!
And having three income centers lets the
serious people reach serious incomes, but
without having to work 15 or 20 lines like
some of those breakaway plans.
CS: What is the most important element
of the Quadra-Plan?
EW: The Leveraged Matching Bonus feature is the biggest innovation in compensation for this industry I've seen in the 15 years
I have been involved with it. This really
rewards people for doing the behavior you
want them to do. And it gives everyone a
huge financial incentive to help the people
they enroll get in the black quickly. I believe
the Leveraged Matching Bonus is going to
produce the largest distributor checks in history. In fact you can pretty much bet that
next year there will be 8 or 10 modifying
their plans, trying to create an element like
the Leveraged Matching Bonus.
CS: What else about the plan attracted you
personally? Obviously with your track record,
you would be wined and dined to join any
company. What made you pick Agel?
EW: Well of course the management of
the company, the funding behind it, and the
product line were all important factors. But
since we are talking about the pay plan, let's
stay with that for a while.
Different plans have different things that
are good about them. Some are made for top
leaders, some for the little guy. But the secret
is balancing the plan.
If you have a bottom-heavy plan, you'll
never keep the leaders. If you have a top-
heavy plan, you'll have a few "poster boys" or
"poster girls" making huge incomes, but most
of their people will be struggling. And if that
is the case, you'll have to keep recruiting like
an animal to replace the constant churn of
the people quitting.
At the end of the day, what matters to me is
having a plan that is win/win. When I decided
to get back into the business as a distributor, I
looked for a company that would be the last
program I'd ever build. So I needed a plan that
was balanced and fair. And I don't want to
have to be rebuilding it all the time.
The more I studied the Quadra-Plan, the
more I realized it had what I was looking for
my entire career. What I saw with Agel was a
plan that I could make a lot of money with.
But also a plan that I could have my people
making a lot of money with me. And isn't
that what it is all about?
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