The Disconnect Killing Momentum in Network Marketing (And Why Leaders Leave)

Let’s just say it:

People aren’t leaving your company because of the product.
They’re not quitting because the comp plan pays 3% less than someone else’s.
They didn’t suddenly stop wanting it “bad” enough.

The real reason?

A growing disconnect between corporate and the field.

And in most cases, no one’s talking about it.

After 35+ years in this profession—building teams, training top earners, and consulting with company founders—I’ve seen it happen time and time again:

Momentum dies the moment the field stops feeling heard.

The Disconnect That’s Costing You Millions

Distributors are the ones in the trenches:

• Running Zooms

• Responding to messages at midnight

• Hosting events

• Managing team morale

• Onboarding new reps

• Closing deals

When their feedback goes ignored… when requests sit in limbo for weeks… when decisions are made in boardrooms by people who haven’t prospected in years…

They disengage.

Not because they don’t believe in network marketing.
They stop believing in you.

And belief is the most important currency in this profession.

Why Leaders Actually Leave

It’s not about a poach, a pitch, or a flashy comp plan. That’s usually just the last straw.

The truth is, the trust eroded long before:

• Promises made, but never delivered

• Product issues swept under the rug

• Outdated or broken onboarding systems

• No proactive leadership, only reaction

• A culture of silence when things go wrong

Silence is a killer.

When leaders ask questions and get nothing in return, they take note.
When problems are avoided instead of addressed, belief starts to erode.

And when belief is gone, so are they.

To the Corporate Side: Listen Up

You want to retain your best leaders? Here’s what you need to do—now:

• Close the gap. Communicate directly and consistently. Don’t hide behind middle management.

• Step into the field. If you haven’t prospected or followed up this year, do it. Feel what your team feels before making your next decision.

• Move faster. What feels like a week to corporate feels like a quarter to the field. Speed builds belief. Delay kills it.

• Be honest. If you don’t have the answer yet, say so. Field leaders trust a “we’re working on it” more than silence or spin.

To the Field: Pay Attention

If you’re starting to feel friction, don’t ignore it. Ask yourself:

• Has communication slowed to a trickle?

• Are issues repeatedly swept aside?

• Are key leaders quietly exiting without a word?

• Do you feel like you’re fighting your company to grow?

Your loyalty is to your team, your family, and your mission — not to a logo.

You don’t owe silence to a system that no longer supports you.
Your responsibility is to lead — and sometimes that means walking away.

We Need to Raise the Standard

The fundamentals of this profession haven’t changed — but the expectations have.

The field is smarter. Technology moves faster.
What worked two years ago may already be outdated.

We don’t need hype. We need alignment.

The best companies will win by staying close to the field.
The rest will keep wondering why they can’t hold onto leaders longer than a season.

This profession is too good to be run poorly.

Let’s raise the bar — on both sides.