The combination of high commission rates plus sponsoring bonuses adds a special cash flow reinforcement factor that stabilizes a salesperson's career and stimulates motivation. 

Solution #3: SYNERGY RESIDUALS

Sponsoring productive recruits into "EXIT" automatically eliminates the problem of "it all depends on the individual". Each recruit is a source of supplemental income that requires no work from the sponsor. It is perpetual and continues for as long as the sponsored recruit remains with the company. In this way, this source of funds acts as a residual. The group literally helps the individual. Sources of income are expanded by sponsoring and therefore safety is enhanced. This generates reinforced synergy, automatic retention, and acts as a built-in recruiting mechanism. Over time, each salesperson develops a vested interest in the productivity of those whom they have sponsored and group reinforcement is a accentuated as a result. This acts as a "good ethics reinforcement" as well. Termination for "bad ethics" could be very costly under these conditions.

 Solution #4: SPECIAL EXPANDABLE PENSION

Should an "EXIT" salesperson decide to retire from selling real estate, a "pension plan" is created from the sponsoring bonuses that he or she has established. The salesperson has the privilege of being paid a pension of 7% of the gross commission brought in by those previously sponsored into "EXIT" provided his/her real estate license is kept with the brokerage in good standing. Also, the retiring salesperson shall retain the privilege of enhancing this pension plan while in retirement by continuing to sponsor salespeople into the company. This expandable pension plan is nowhere to be found in conventional business and it adds futuristic advantage that helps guarantee security and peace of mind over the coming years ahead.

Note: The 10% sponsoring bonus originates from the broker's portion of the commission and is paid out to the salesperson by Exit Realty Corp. International. Upon retirement this 10% factor reduces to 7% and is paid to the retiree with the 3% retained by the broker.

The salesperson must generate 8 sales transactions (not including leases or referrals) annually to qualify for the 10% sponsoring bonus. Should this not be accomplished for whatever reason, the salesperson shall be considered to be retired with regard to sponsoring. The bonus payout for the following fiscal year will be calculated at 7% only for all sponsored recruits generated by the salesperson in question. To "come out of retirement", a salesperson need only generated this bottom-line qualifier to reserve the sponsoring bonus from 7% to 10% in a given fiscal year.

This solution provides a pension plan and remedies the problem entitled "No future from Past Services". It stacks future benefits from present work efforts, while remaining open ended and expandable. As the company grows, the salesperson becomes more and more secure.

Solution #5: MANAGEMENT BONUS CUSHION

The problem of "management downsizing and disparagement is easily cured with the "EXIT" sponsoring  bonus as well. Each "EXIT" broker/owner and/or sales manager shall be allotted a sponsoring privilege whereby they too can take advantage of building the company through recruiting. Sponsoring  is unlimited to management whereby the 10% bonus is claimed by the broker and/or the sales manager of the operation for recruiting.

This solution eliminates the necessity for management to sell real estate for survival and provides additional cash flow and security. An example: total of 20 recruits, each earning $100,000 annually, would generate a sponsoring bonus of $200,000 annually. This adds many options to management and amply rewards the position considering the responsibilities thereof. "EXIT" will easily attract the best brokers and managers in the business based on this potential. 

Solution #6: RECEIVABLES DOWNSIZER

The problem entitled "Receivable/Collectibles - The Broker's Dilemma" does not exist at "EXIT". There are no desk fees levied against "EXIT" salesperson to run the brokerage.

The broker receives a substantial commission generated by the salesperson and, from this sufficient operating capital, creates the cash flow to effectively operate and manage the business.

No large bills can accumulate or remain unpaid by the salesperson as in so many competitive brokerage operations today.

There is no "Squeeze Play" between either the salespeople and the broker or the broker and the Regional Head Office.