Riman ✨ Plan de Compensación en Pizarra 📝

Introduction to Riman's Compensation Plan

Overview of Riman and Its Impact

• Sebastián Ojeda introduces himself and outlines the purpose of the presentation: explaining Riman's compensation plan, which aims to change lives globally.

• Emphasizes that success depends on individual determination, learning approach, and attitude rather than just the plan itself.

Starting as a Planner

• To begin with Riman, one must qualify as a "Planner" by paying an annual membership fee of 400 Mexican pesos (approximately $20). This membership allows participation in the compensation plan.

• The compensation plan is described as generous; members can earn from retail sales and commissions based on their network of planners.

Earning Potential within the Compensation Plan

Retail Sales Commissions

• Members earn a 10% commission on retail sales from customers they directly sell products to. Additionally, they can earn commissions from other planners they recruit.

Structure of Earnings from Planners

• If a planner recruits another planner, they receive an additional 5% commission based on the total volume of purchases made by that recruited planner and their customers. This incentivizes building a network.

Unique Aspects of Riman's Compensation Model

No Requirement for Product Repurchase

• Unlike many companies, Riman does not require members to repurchase products monthly to remain active or eligible for earnings; this reduces stress associated with maintaining sales volumes each month.

• The company’s confidence in its product quality allows flexibility in purchasing without mandatory repurchases, fostering a more relaxed selling environment for planners.

Focus on Genuine Customer Needs

• The absence of pressure to meet monthly quotas means planners can focus on customer satisfaction rather than merely hitting numbers; customers buy what they genuinely want instead of being pushed into unnecessary purchases.

Importance of Product Usage and Sharing Experiences

Utilizing Products Effectively

• Planners are encouraged to use the products themselves and share their experiences with potential customers; personal testimonials are crucial for effective marketing and sales strategies.

• Highlighting premium skincare products with exclusive patents reinforces trust in product efficacy among consumers, enhancing credibility when shared through personal experiences or gifts given to others for trial purposes.

Compensation Plan Overview

Types of Points in the Compensation Plan

• There are two types of points: Sell Points (SP) for rank qualification and Business Points (BP) for commissions.

• The compensation plan features a high SP value of 0.90 and a commission rate of 0.70, which surprises many upon first review.

Qualification for Ranks

• The initial ranks discussed are Planner, Manager, and Senior Manager; qualification requires accumulating specific SP.

• To qualify as a Manager, one needs 3,000 SP within three months along with three active clients.

• If the required points aren't met by the end of March, January's points can be replaced with April's to maintain eligibility.

Accumulation of Personal Points

• Personal points accumulate through personal purchases and those from direct clients or partners at the first level.

• Unique to this plan is that individuals earn from their own purchases, not just from their team's sales.

Earnings from Personal Purchases

• When making personal purchases, individuals receive 50% in cash and 50% in Rman Dollars for future product purchases.

• This dual payment structure incentivizes personal buying while allowing reinvestment into products.

Commission Structure for Managers

• As a Manager earning 20%, they also benefit from sponsorship bonuses based on their direct recruits' performance.

• The differential earnings between ranks allow Managers to gain additional income based on their team's sales volume.

Senior Manager Benefits

Earnings as a Senior Manager

• A Senior Manager earns 30% from direct clients and benefits significantly from differences in team member percentages.

• They earn an additional percentage based on the performance of both Planners and Managers within their team.

New Sponsorship Bonuses

• A new bonus structure allows Senior Managers to earn infinitely based on their team's performance, enhancing long-term earning potential.

Compensation Structure and Managerial Ranks

Overview of Compensation Plan

• The compensation plan involves earning a 5% commission on sales generated by planners in your network until a senior manager appears.

• As planners advance to managers, the structure changes, but you continue to earn 5% from their sales as long as they are not senior managers.

• Once a senior manager is reached in your network, you no longer earn the 5% from that level downwards.

Transitioning to Senior Manager

• Achieving the rank of senior manager allows for qualification at higher levels; however, earnings from direct reports cease once they become senior managers.

• To qualify for the next rank, having three different lines with senior managers is essential. This structure is crucial for advancement.

Benefits of Being a Senior Manager

• Purchasing 6000 points qualifies you as a senior manager, granting access to 30% commissions on clients and maintaining the infinite 5%.

• This position offers significant advantages over traditional employment, potentially yielding higher income than bank executives.

Team Leader Rank and Earnings Potential

Requirements for Team Leader Qualification

• A team leader must accumulate 50,000 points and maintain five clients; this role requires monthly recalibration of 10,000 points across the organization.

Building Your Team Leader Structure

• To achieve team leader status, one needs three lines of senior managers within their organizational structure regardless of depth.

Earnings as a Team Leader

• Team leaders earn not only from direct reports but also receive an infinite differential percentage based on their team's performance.

• The reimbursement rate for purchases made by team leaders stands at 40%, split between cash and transferable funds.

Compensation Plan Overview

Understanding the Planner's Earnings Structure

• The planner earns 10% of the total volume, while another individual can earn 20% based on their role.

• If a planner has a manager under them, they receive a differential of 30%, which is paid infinitely for each level.

• A planner directly under another planner earns 5%, leading to cumulative earnings of 15% when combined with their own earnings.

• The structure allows for infinite differentials as planners build their teams, enhancing potential earnings significantly.

Leadership Bonuses and Generational Earnings

• Upon reaching the team leader position, individuals qualify for a leadership matching bonus that starts from this rank onward.

• The first generation of team leaders yields a 40% earning from their checks; if they earn $10,000, the original planner receives $4,000.

• Subsequent generations yield lower percentages: 20% from the second generation and 10% from the third generation of team leaders.

• This tiered system incentivizes growth within teams without cutting off earnings once members reach team leader status.

Additional Bonuses and Focus Areas

• As one progresses to director levels, additional generations are added with further bonuses (5% for fourth to sixth levels).

• An additional residual bonus is available if an individual achieves personal points through purchases or clients—activating further percentage bonuses across multiple levels.

• Achieving these personal points is crucial for unlocking higher-level bonuses in the compensation plan.

Strategic Focus on Team Leader Rank

• Emphasis is placed on achieving the team leader rank as it serves as a foundational step towards financial freedom and business success.

• Duplicating successful strategies among three senior managers across different lines is essential for building a sustainable business model.