Strategic Placement of Distributors in Your Network Marketing Team

Today, I want to take some time to educate you about the strategic placement of distributors in your network marketing team.

I should start out by telling you this is a very “heated” topic in our industry with various opinions.

Attitudes about this topic vary greatly based upon the company’s compensation plan and how long the distributor has been in the industry.

I should also state that your company’s compensation plan should ultimately dictate where you place your distributors in your team.

Compensation plans vary widely from company-to-company, so make sure you evaluate your own company’s compensation plan to decide what is the best option for you.

Generally speaking, most people in our industry will tell you to put everyone you personally sponsor on your first level.

They will tell you to go wide, and go wide fast.

Sponsor as many people as you personally can.

Everyone you personally sponsor goes directly under you.

You recruited them, so you keep them.

You never give someone you personally sponsored to someone else.

This attitude is most common in the unilevel and breakaway compensation plans.

In these type of plans, it really makes no sense to strategically place people under other people.


Should you?

Most network marketers believe you should NEVER build your downline’s team for them.

I agree.

Each person is responsible for building their own team.


No if’s, and’s or but’s about it.

I agree that you shouldn’t build someone’s team for them, but times have changed.

With the invention of different compensation plans such as the forced matrix, hybrid and binary compensation plans it makes sense to help your team more.

Heck, sometimes you HAVE to put the people you sponsor under someone else.

With these types of pay plans, you can’t put every person you sponsor directly under you.

Instead, you stay the sponsor, but you have to put them under someone else on your team.

This helps your team.

It does create synergy and excitement.

It even creates momentum.

But, it’s not all fluffy bunnies and ferry dust.

It often creates entitlement syndrome and a “welfare” mentality.

People come to expect you to put people on their team.


First off, let me tell you that most top earners have personally sponsored 100 to 500 people, regardless of their company or compensation plan.

There are a few exceptions, but not many.

Regardless of your compensation plan, you’re still going to have to bring in a LOT of people to find a few serious people.

Now that I’ve got that out of the way, here are my thoughts on strategic placement.

This is advice for people in a unilevel or breakaway compensation plan.

99% of the time you should keep the people you sponsor yourself.

When you GIVE someone you sponsor to someone else, it often makes the person you sponsored upset.

After all, they joined you and wanted to work with you.

They might feel as if “you don’t think they are good enough to work with” so you gave them away to someone else.

Also, if you “give” one of your team members a new distributor, your other personally sponsored distributors will become jealous if you don’t give them people as well.

Furthermore, when you give someone a distributor, you miss out on a lot of money.

Money that would have been coming to you.

If you’re doing the work, you should be the one to get paid.


  1. Taprooting
  2. How to Build Depth
  3. How Many People Must You Sponsor to Be Successful
  4. The Number Game
  5. How to Find Leaders in Depth


I’ve sponsored about 100 people in 2 years.

Out of those 100 people I only kept  about 20 on my first level and gave the rest away to other team members.

In my company, when I move someone under someone else, I am no longer the sponsor.

They become the sponsor.

I figured that giving my current team members new distributors would motivate them and get them to take massive action.

Guess what?

It didn’t.

In about 99% of the cases, the distributor that was “given” free team members still did nothing to build their business.

Most of the distributors that were given people still ended up quitting.

Worst of all, most of the people who were given someone didn’t train or support the person I gave them.

I still ended up doing most of the work and got less money from it.

It was a real pain in the ass.

The only exception I found was when I gave some of the people I sponsored to my SERIOUS team members.

In those cases, things worked out much better.

They took the bull by the horns and trained and supported the people I gave them.

That being said, I will no longer ever strategically place anyone in my group.

If I recruit them, I’m keeping them.

strategic placement of mlm distributorsA BETTER ALTERNATIVE

There is a much better option to strategic placement.

It’s called taprooting.

Rather than “give” your team members people you sign up yourself, it makes more sense to help your new people sponsor people in their warm market.

Work closely with them in their sphere of influence and build depth.

Do some meetings with them.

Help them. Teach them. Support them.

Once they get 1 or 2 people signed up quickly, shift your efforts and start working with those people.

This will lock people into the business by giving them something to lose.

This is a MUCH better option that just giving people you sponsored to other people.


There you have it folks.

These are my views on strategic placement of distributors in your network marketing team, based upon my own experience.

What are your thoughts about the strategic placement of distributors in your network marketing team?

Leave a comment below to let me know what you think.  I look forward to hearing from you.

Disclaimer: Study your compensation plan.  Do your due diligence.  Trust your instincts. Consult with your successful upline before doing this.  Individual results will vary.

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4 thoughts on “Strategic Placement of Distributors in Your Network Marketing Team”

  1. Thanks for the information, but is this very ethical and will all your team not be expecting to also help put people under them?!

  2. I would have never thought of strategic placement of distributors. The model usually sets you up for organic growth. If I get two people and help them get two and everyone does that on down the line and you eventually grow depth. Of course the more width you have the better your odds of finding good people. So I understand working in both directions. But how do you get someone that you have been personally working with to move to a deeper level in the organization?

    1. Many companies allow you to move people in a set time period. Also, if you know who you are going to place someone under, you just sign up your new distributor with that person’s distributor number.

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