I believe that I have covered this on a couple occasions as an "Anonymous" poster but here again....
By the way, one of the things that gets glossed over, time after time on this site and others, is that, in many organizations the "System Income" is incorporated into the 6-4-2 at the open meetings. Although not specific, for various intangibles based on structure and balance. Amway has been trying to come up with a compensation plan that rivaled the systems bonus plans, in an futile effort to draw more loyalty to the corporation, rather than the teams that IBO's belong to.
Think of Teams in terms of Unions and Amway as the corporation. The Growth Incentive Bonuses, 20K Q12 and 150K & 500K Founder Diamond and Emerald Bonuses are efforts in that direction.
In my organization, and I will also remind you that in an earlier posting, that triggered a girl named Gina to start demanding to see P&L statements and Balance Sheets, that I knew of the system income at the outset and was determined to be earn the right through performance, to participate in the revenue sharing plan.
Breaks and bonuses based on tool flow begin at the Platinum level and go up to greater percentages at Sapphire, Emerald, Emerald with 4 & 5 Platinum legs and then Diamond. Function attendance bonuses begin at Emerald.
It is very possible and in my case true, that an IBO with a properly balanced and structured business will make considerably more in the revenue sharing plan through the team than trough Amway's bonuses. However with the new Amway bonuses, that is not as much of a certainty.
This is not the "big secret" that I believe that most bloggers think they are exposing like Jack Bauer at CTU. It's pretty well known. When the Dateline program hit the airwaves several years ago, I lost 2 people from it. both of those people were perpetual "Founders 65 PV'ers". Most everyone else was reaction was "Oh, we already knew that, because it's in the plan every week"
As I have said before also, the other thing that is ignored in this long running debate, is that every Platinum, Emerald or Diamond, started at ZERO and received no special inside favors to earn their way up the ladder. Totally opposite from corporate America and current state of the economy today.
Look, Amway has it flaws, many of them and the systems have theirs as well, but what doesn't? If you want to really do something constructive, why not focus on those that abuse their privilege while in the system, like the Cincinnati Emerald that had about 10 affairs and ripped downline off with bad business deals and owes more than 100 k to a family that he got to go into kiosk deals and a bridal shop. These are the people that need to be exposed.
May 28, 2009 7:11 AM
Joe's commentary: Anonymous, thank you for what appears to be a reasonable and believeable answer. I understand that some systems talk about their system income with IBOs. My bigger issue is that the systems that do talk about system income are not specific about how you qualify and how much you qualify for at various levels. At least I do not know of an IBO who has a written compensation plan.
The even bigg issue, is that there is, as far as I know, zero evidence that the system actually works for anyone. Take my former LOS for example, WWDB. How many diamonds have emerged since I left Amway? A handful? But keep in mind that more than a handful have dropped out since I left as well. If they went backwards, what good is this wonderful system? Same goes for other LOS's in the US.