Sales performance ladder reward management method and system under two-level distribution mode

Abstract

This invention discloses a sales performance tiered reward management method and system under a two-tier distribution model, belonging to the field of sales reward management technology. The method includes four core components: basic member access and performance calculation rule setting, individual after-tax performance tiered reward calculation, team-level achievement reward issuance, and general compliance clause constraints. The system consists of a member management module, a performance calculation module, an individual reward module, a team reward module, and a compliance supervision module. This invention implements a composite reward system for teams, with nine achievement levels, including performance rewards, honorary recognition, free travel, profit sharing, and hereditary succession. It strictly adheres to the compliance requirements of two-tier distribution throughout the process. All calculation standards, reward ratios, and achievement conditions are open, transparent, and standardized, applicable to various product categories and business scenarios across all industries.

Description

Technical Field

[0001] This invention relates to the field of sales incentive management technology, specifically to a method and system for managing tiered sales performance incentives under a two-tier distribution model. Background Technology

[0002] In the current product sales industry, the distribution model is widely used, and the distribution reward system, as a core means of motivating members and sales teams, directly affects sales efficiency and business legality in terms of its scientific nature, compliance, and completeness. Existing sales incentive systems suffer from several shortcomings: First, the membership entry threshold is complex, limiting the participation of potential sales groups. Second, performance calculation standards are inconsistent, lacking fixed formulas for net and after-tax performance calculations, leading to confusion in incentive bases and potential accounting disputes. Third, individual rewards are often limited to fixed percentages, lacking a progressive tiered reward system and failing to effectively incentivize members to improve their individual performance. Fourth, the criteria for team rewards are vague, with rewards primarily consisting of cash, lacking comprehensive incentives such as recognition, welfare benefits, and long-term benefits, resulting in poor team motivation. Fifth, most distribution incentive systems do not strictly adhere to compliant distribution tier requirements, posing a risk of illegal multi-tier distribution, and the calculation process is opaque, harboring hidden tricks. Sixth, existing incentive systems are often designed for specific product categories or business scenarios, lacking versatility, and require re-application for patents if reward percentages are adjusted or tiers are added after patent application, making the process cumbersome. Seventh, the lack of a dedicated reward management system means that performance and rewards are mostly calculated manually, leading to low efficiency and data errors.

[0003] In view of the shortcomings of the existing technologies, there is currently no sales performance tiered reward management method or system that can achieve zero-threshold membership access, unified performance accounting standards, progressive individual tiered rewards and multi-level composite team rewards, strictly comply with two-tier distribution compliance requirements, be applicable to the entire industry and have flexible patent protection. Therefore, developing a reward management method and system that solves the above problems has important industry application value. Summary of the Invention

[0004] The purpose of this invention is to overcome the shortcomings of the prior art and provide a sales performance tiered reward management method and system under a two-tier distribution model, solving the technical problems of existing distribution reward systems such as chaotic hierarchical structure, non-standardized accounting, single reward form, poor universality, and lack of compliance system support.

[0005] To achieve the above objectives, the present invention provides the following technical solution: a sales performance tiered reward management method and system under a two-tier distribution model, comprising the following steps: Step 1: Set up membership base and performance calculation rules to achieve zero-threshold membership access. Members can become formal members and enjoy exclusive member prices by completing any of the following actions: making one purchase in-store, joining the member group, or logging into the mini-program / APP. Members can share and promote through a unique link, which locks in customers for life. For every purchase made by a locked customer, the sharing member can enjoy a 10% sharing reward. Net performance is calculated for each purchase. After deducting the 10% member sharing reward, the remaining 90% is included in the product sales net performance. After-tax performance is calculated based on the net performance using the formula: net performance × 75%. The government deducts 25% corporate income tax. All individual and team rewards are calculated solely based on after-tax performance. Step 2: Set up individual after-tax performance tiered reward rules. Divide the after-tax performance amount into 8 tiers, with each tier corresponding to a fixed and progressive reward percentage. Specifically, the reward percentage is 7% when the after-tax performance amount reaches 1,500 yuan, 8% when it reaches 3,000 yuan, 9% when it reaches 9,000 yuan, 10% when it reaches 15,000 yuan, 11% when it reaches 30,000 yuan, 12% when it reaches 60,000 yuan, 13% when it reaches 100,000 yuan, and 14% when it reaches 150,000 yuan. Once an individual's after-tax performance reaches the corresponding tier amount, the individual tiered reward will be calculated according to the reward percentage of that tier. Step 3: Set up team-level achievement reward rules, dividing team rewards into nine achievement levels. Each level has clear achievement conditions and corresponding composite reward content. The achievement conditions of each level are based on the team's performance as the core assessment indicator. The team's performance calculation follows the net performance and after-tax performance calculation rules of Step 1. The reward content includes performance rewards, honorary recognition, free travel benefits, and some levels add profit sharing rewards, one-time extra rewards, and the right to inherit the award. Step 4: Set general compliance constraints. The entire process adopts a compliant two-tier distribution model, strictly prohibiting distribution beyond three tiers. All reward calculation standards are unified, the process is open and transparent, and there are no hidden tricks or accounting disputes. The right to inherit and pass on the rewards is limited to the immediate family members of the recipient, namely children and grandchildren, and cannot be transferred to external parties. The entire reward system is applicable to the entire industry, without restrictions on product categories or business scenarios. All performance calculation and reward distribution processes comply with relevant national tax and market supervision regulations. After the patent is approved, the reward ratio can be adjusted and subdivided reward levels can be added within the framework of this reward system without reapplying for the patent. The protection effect of the original patent remains unchanged. Step 5: Following the rules in Steps 1-4, complete the entire process of member admission review, performance data collection and calculation, calculation and distribution of individual and team rewards, and compliance supervision.

[0006] Furthermore, the first level of the team-based performance reward mentioned in step 3 is the "One Fruit - Group Monthly Performance" reward. The performance requirement is that a group's monthly performance is ≥ 200,000 yuan. The corresponding reward is: a team performance bonus of 15% of the group's after-tax performance, a company-organized exclusive commendation meeting, and a free 1-day, 1-night domestic trip fully covered by the company for the group's leader. The trip benefits include round-trip transportation, accommodation, and meals, with no additional expenses required.

[0007] Furthermore, the second level of the team-based achievement reward mentioned in step 3 is the "Two Fruits - Group Quarterly Achievement". The achievement condition is that the cumulative performance of a group within 3 months is ≥ 200,000 yuan. The corresponding reward is: enjoying a team performance reward of 15% of the group's cumulative after-tax performance, a company-organized exclusive commendation meeting, and the company fully covering a 1-day, 1-night free domestic trip for the person in charge of the group. The travel benefits include round-trip transportation, food and accommodation, and no additional consumption requirements.

[0008] Furthermore, the third level of the team-based performance reward mentioned in step 3 is the "Three Fruits - Double Groups in the Same Month" performance reward. The qualification condition is that the monthly performance of both groups in the same month is ≥ 200,000 yuan. The corresponding reward is: a one-time performance reward of 1%-2% of the total after-tax performance of the two groups. This percentage is determined by the company based on the actual operating situation. The company will hold a special commendation meeting and the company will cover the corresponding person in charge for a free 2-day, 1-night domestic trip. The travel benefits include round-trip transportation, food and accommodation, and no additional consumption requirements.

[0009] Furthermore, the fourth level of the team-based performance-based reward mentioned in step 3 is the "Four Fruits - Group Annual Performance-Based Reward." The qualification condition is that a group's cumulative monthly performance within a year is ≥ 200,000 yuan for 6 months. The cumulative 6 months of performance-based rewards are not limited to consecutive months; intermittent performance is also recognized. The corresponding rewards are: a performance bonus of 2%-3% of the group's after-tax performance for the months in which the group achieved the target; the right to inherit this reward, which is limited to the immediate family members (children and grandchildren) and cannot be transferred to external parties; the company's annual commendation meeting; and a free 3-day, 2-night domestic tour for the corresponding person in charge. Overseas travel benefits will be determined separately by the company based on the actual situation.

[0010] Furthermore, the fifth level of the team-based performance reward mentioned in step 3 is the "Five Fruits Team Three Groups in the Same Month" achievement. The achievement condition is that the monthly performance of each of the three groups under the individual's direct team is ≥200,000 yuan in the same month. The corresponding reward is: a one-time performance bonus of 0.5% of the total after-tax performance of the three groups, a high-level commendation meeting held by the company, and a free 3-day, 2-night domestic tour for the corresponding person in charge, with the tour benefits including round-trip transportation, food and accommodation, and no additional consumption requirements.

[0011] Furthermore, the sixth level of the team-based performance-based reward mentioned in step 3 is the Six Fruits Team Annual National Profit Sharing. The qualification condition is that the three groups managed by an individual must have a cumulative performance of ≥200,000 yuan for 6 months within a year. The corresponding reward is: enjoying the national annual profit sharing, which is calculated as the sum of the total national performance and the total number of qualified individuals multiplied by 0.15%; the company's national annual grand ceremony and commendation conference; and the company's full-coverage 3-day, 2-night domestic free trip for the corresponding person in charge, which includes round-trip transportation, food and accommodation, and no additional expenses.

[0012] Furthermore, the seventh level of the team-based achievement reward mentioned in step 3 is the achievement of 8-13 groups in the Seven Fruits Team. The achievement conditions are that each of the 8-13 groups under the individual's direct team has accumulated a performance of ≥200,000 yuan for 6 months within a year. The corresponding reward content is: enjoying global annual dividends, the dividend calculation method is to divide the total global achievement performance by the total number of global achievers and then multiply by 0.15%, the company holds a grand commendation conference, and the company fully covers the corresponding person in charge with a 3-day, 2-night free domestic tour, the tour benefits include round-trip transportation, food and accommodation, and no additional consumption requirements.

[0013] Furthermore, the eighth level of the team-based achievement reward mentioned in step 3 is the achievement of 14-20 groups in the Eight Fruits Team. The achievement conditions are that each of the 14-20 groups under the individual's direct team has accumulated a performance of ≥200,000 yuan for 6 months within a year. The corresponding reward contents are: enjoying global annual dividends, the dividend calculation method is to divide the total global achievement performance by the total number of global achievers and then multiply by 0.15%; enjoying an additional one-time reward approved by the company; the company's highest honor and commendation conference; and the company's all-inclusive 3-day, 2-night free domestic tour for the corresponding person in charge, with the tour benefits including round-trip transportation, food and accommodation, and no additional consumption requirements.

[0014] Furthermore, the system includes five interconnected and data-interoperable functional modules, each of which is integrated into the computer hardware and software system, enabling a management model that combines online automated operation with offline manual review. The membership management module is used to implement zero-threshold membership access review, membership information filing, generation and binding of member-exclusive sharing links, and lifelong customer lock-in relationship records. It can collect members' consumption behavior and sharing and promotion behavior data and synchronize the relevant data to the performance accounting module. The performance calculation module is used to collect the original amount data of each consumption, and automatically calculate the net performance amount and after-tax performance according to the fixed formula of "excluding 10% sharing reward to calculate the net performance amount and net performance amount × 75% to calculate after-tax performance". At the same time, it collects the performance data of groups and teams and performs cumulative calculation by time dimension (monthly, quarterly, annual). The calculated individual after-tax performance data is synchronized to the individual reward module, and the calculated group and team performance data is synchronized to the team reward module. The individual reward module has built-in eight individual after-tax performance tiered reward rules as described in claim 1. It can automatically match the tier level and reward ratio corresponding to the individual after-tax performance, complete the automated calculation of individual tiered rewards, and generate individual reward distribution details. The team reward module is equipped with the nine team-level achievement reward rules described in claims 1-9. It can automatically identify the achievement level of groups and teams, match the corresponding reward content, and complete the automated calculation of team performance rewards, one-time rewards, and dividends. At the same time, it records the rights and interests information such as honors and awards, free travel, and hereditary inheritance, and generates team reward and rights and interests distribution details. The compliance and supervision module is used to monitor the distribution hierarchy throughout the entire process, strictly limiting it to two-tier distribution and eliminating distribution beyond three tiers. It also supervises the performance calculation and reward calculation processes to ensure that the calculation standards are unified and the data is open and transparent. It verifies the kinship of the award inheritance to ensure that it is only inherited by direct relatives, namely children and grandchildren. At the same time, it retains all relevant data on performance calculation and reward distribution to ensure compliance with national tax and market supervision regulations. This module can also support the adjustment of reward ratios and the addition of sub-levels within the system framework without changing the core architecture of the module, and the original patent protection is not affected. The five functional modules work together to achieve closed-loop management of the entire process, from membership onboarding to performance calculation, reward distribution, and compliance supervision. All data is synchronized in real time and is traceable. The calculation results are automatically generated and there is no room for manual tampering. It is applicable to all product categories across all industries and various online and offline business scenarios. This invention provides a sales performance tiered reward management method and system under a two-tier distribution model, which has the following beneficial effects: 1. This invention sets up a zero-threshold membership admission rule. Members only need to complete one in-store purchase, join the member group, or log in to the mini-program / APP to become a formal member, which greatly reduces the membership admission threshold and can quickly expand the sales group. 2. This invention establishes a unified two-tier accounting standard of "net performance - after-tax performance". Each consumption is calculated according to a fixed formula, and all individual and team rewards are based on after-tax performance. The accounting standard is open and transparent, thus avoiding accounting disputes from the root. 3. This invention divides individual after-tax performance into 8 tiers and sets progressive reward ratios, with higher performance resulting in higher reward ratios, which can effectively incentivize members to improve their individual sales performance. 4. This invention divides team rewards into 9 achievement levels, each with clearly defined quantitative achievement conditions. The rewards include performance bonuses, honorary recognition, free travel, profit sharing, one-time extra rewards, and the right to inherit awards, thus combining short-term cash incentives, medium-term welfare incentives, and long-term equity incentives, resulting in significant team incentive effects. 5. This invention strictly adheres to the two-tier distribution compliance requirements throughout the entire process, and prohibits distribution beyond three tiers. All performance calculations and reward distributions comply with national tax and market supervision regulations, ensuring the legality of the operation. 6. The entire reward system of this invention is applicable to the entire industry, without being limited to product categories or business scenarios. It is highly versatile, and after the patent is approved, the reward ratio can be adjusted and subdivided levels can be added within the framework without reapplying for the patent. This provides high flexibility in patent protection. 7. The management system of this invention consists of five functional modules, which realizes automated and standardized management of member management, performance accounting, reward distribution and compliance supervision, greatly improves the efficiency of reward management, and all data is traceable, with no room for human tampering, further ensuring the fairness of accounting. Detailed Implementation

[0015] Example 1 A sales performance tiered reward management method under a two-tier distribution model includes the following steps: Step 1: Set up membership base and performance calculation rules: A member becomes a formal member upon completing one in-store purchase and enjoys exclusive member pricing. This member generates a unique sharing link and shares it with customer A. This link is permanently locked to customer A. If customer A makes a single purchase of 10,000 yuan, the member receives a sharing reward of 10,000 × 10% = 1,000 yuan. The net performance of this purchase is calculated: 10,000 - 1,000 = 9,000 yuan is included in the net product sales performance. After tax, the after-tax performance is calculated: 9,000 × 75% = 6,750 yuan. All rewards are calculated based on 6,750 yuan.

[0016] Step 2, set the personal after-tax performance tiered reward rules: The member's cumulative after-tax performance for the month is 6750 yuan, which matches the highest tier below 9000 yuan, i.e., the 3000 yuan tier, with a reward ratio of 8%. The member's personal tiered reward for the month is 6750 × 8% = 540 yuan.

[0017] Step 3, set the team tiered achievement reward rules: If a member is the leader of a group and the monthly performance of the group he manages is 200,000 yuan, reaching the Yiguo Group monthly achievement level, the member will enjoy a team performance reward of 200,000 × 15% = 30,000 yuan. The company will hold an exclusive commendation meeting for him and cover his one-day and one-night free domestic tour (including round-trip transportation, food and accommodation).

[0018] Step 4, establish general compliance constraints: the entire process is a two-tier distribution relationship between the member and customer A, with no more than three tiers of distribution; the performance calculation and reward calculation process is fully transparent and can be queried by the member in real time; if the member subsequently reaches the annual target level of the Four Fruits Group, the right to inherit the award is limited to their children; this reward system applies to all product categories operated by the company, including online mini-program sales and offline store sales; all performance data and reward distribution data are retained and filed, complying with national tax and market supervision regulations; if the company subsequently adjusts the reward ratio of the 1500 yuan tier to 8%, there is no need to reapply for a patent, and the original patent protection remains unchanged.

[0019] Step 5: In accordance with the above rules, the company completes the member's admission review, customer relationship locking record, performance data collection and calculation, and the distribution of the individual reward of 540 yuan and the team performance reward of 30,000 yuan, and conducts compliance supervision of the entire process.

[0020] Example 2 A sales performance tiered reward management system under a two-tier distribution model, implementing the method of Example 1, includes a member management module, a performance calculation module, an individual reward module, a team reward module, and a compliance supervision module. 1. Membership Management Module: After approving the member's zero-threshold entry application, create a file for the member and generate a unique sharing link, record the lifetime lock-in relationship between the link and customer A, collect customer A's 10,000 yuan consumption data and the member's sharing and promotion behavior data, and synchronize them to the performance accounting module. 2. Performance Calculation Module: Collects 10,000 yuan of original consumption amount, automatically calculates net performance of 9,000 yuan and after-tax performance of 6,750 yuan. At the same time, it collects 200,000 yuan of monthly performance data for the member management group, synchronizes the 6,750 yuan of individual after-tax performance data to the individual reward module, and synchronizes the 200,000 yuan of group performance data to the team reward module. 3. Individual Rewards Module: It has 8 built-in individual tiered reward rules, automatically matches the 8% reward ratio corresponding to the after-tax performance of 6750 yuan, calculates the individual tiered reward of 540 yuan, and generates reward distribution details; 4. Team Rewards Module: It has 9 built-in team tiered achievement reward rules, automatically identifies a team with a monthly performance of 200,000 yuan as the Yiguo team's monthly achievement level, calculates a team performance reward of 30,000 yuan, records the benefits of the commendation meeting and a free 1-day, 1-night domestic trip, and generates a detailed list of team rewards and benefits distribution. 5. Compliance and Supervision Module: The module monitors the distribution relationship as a two-tier distribution, which complies with compliance requirements; it provides full supervision of the performance calculation and reward calculation process to ensure that the data is not tampered with; it retains all data related to the consumption, performance, and reward, which complies with national tax and market supervision regulations; if the company adjusts the reward ratio in the future, this module can directly modify the parameters without changing the core architecture.

[0021] The five modules work together to complete the entire process of membership management, from admission to reward distribution. All data is synchronized in real time and is traceable, which greatly improves management efficiency.

[0022] Although embodiments of the invention have been shown and described, it will be understood by those skilled in the art that various changes, modifications, substitutions and alterations can be made to these embodiments without departing from the principles and spirit of the invention, the scope of which is defined by the appended claims and their equivalents.

Claims

1. A sales performance tiered reward management method and system under a two-tier distribution model, characterized in that, Includes the following steps: Step 1: Set up membership base and performance calculation rules to achieve zero-threshold membership access. Members can become formal members and enjoy exclusive member prices by completing any of the following actions: making one purchase in-store, joining the member group, or logging into the mini-program / APP. Members can share and promote through a unique link, which locks in customers for life. For every purchase made by a locked customer, the sharing member can enjoy a 10% sharing reward. Net performance is calculated for each purchase. After deducting the 10% member sharing reward, the remaining 90% is included in the product sales net performance. After-tax performance is calculated based on the net performance using the formula: net performance × 75%. The government deducts 25% corporate income tax. All individual and team rewards are calculated solely based on after-tax performance. Step 2: Set up individual after-tax performance tiered reward rules. Divide the after-tax performance amount into 8 tiers, with each tier corresponding to a fixed and progressive reward percentage. Specifically, the reward percentage is 7% when the after-tax performance amount reaches 1,500 yuan, 8% when it reaches 3,000 yuan, 9% when it reaches 9,000 yuan, 10% when it reaches 15,000 yuan, 11% when it reaches 30,000 yuan, 12% when it reaches 60,000 yuan, 13% when it reaches 100,000 yuan, and 14% when it reaches 150,000 yuan. Once an individual's after-tax performance reaches the corresponding tier amount, the individual tiered reward will be calculated according to the reward percentage of that tier. Step 3: Set up team-level achievement reward rules, dividing team rewards into nine achievement levels. Each level has clear achievement conditions and corresponding composite reward content. The achievement conditions of each level are based on the team's performance as the core assessment indicator. The team's performance calculation follows the net performance and after-tax performance calculation rules of Step 1. The reward content includes performance rewards, honorary recognition, free travel benefits, and some levels add profit sharing rewards, one-time extra rewards, and the right to inherit the award. Step 4: Set general compliance constraints. The entire process adopts a compliant two-tier distribution model, strictly prohibiting distribution beyond three tiers. All reward calculation standards are unified, the process is open and transparent, and there are no hidden tricks or accounting disputes. The right to inherit and pass on the rewards is limited to the immediate family members of the recipient, namely children and grandchildren, and cannot be transferred to external parties. The entire reward system is applicable to the entire industry, without restrictions on product categories or business scenarios. All performance calculation and reward distribution processes comply with relevant national tax and market supervision regulations. After the patent is approved, the reward ratio can be adjusted and subdivided reward levels can be added within the framework of this reward system without reapplying for the patent. The protection effect of the original patent remains unchanged. Step 5: Following the rules in Steps 1-4, complete the entire process of member admission review, performance data collection and calculation, calculation and distribution of individual and team rewards, and compliance supervision.

2. The sales performance tiered reward management method and system under the two-tier distribution model as described in claim 1, characterized in that: The first level of the team-based achievement reward mentioned in step 3 is the "One Fruit - Group Monthly Achievement" award. The achievement condition is that the monthly performance of a group is ≥ 200,000 yuan. The corresponding reward is: a team performance bonus of 15% of the group's after-tax performance, a company-organized exclusive commendation meeting, and a free 1-day, 1-night domestic tour for the person in charge of the group, with the tour benefits including round-trip transportation, food and accommodation, and no additional expenses required.

3. The sales performance tiered reward management method and system under the two-tier distribution model as described in claim 1, characterized in that: The second level of the team-based achievement reward mentioned in step 3 is the "Two Fruits - Quarterly Achievement of the Group". The achievement condition is that the cumulative performance of a group within 3 months is ≥ 200,000 yuan. The corresponding reward is: enjoying a team performance bonus of 15% of the group's cumulative after-tax performance, a company-organized exclusive commendation meeting, and the company fully covering a 1-day, 1-night free domestic trip for the person in charge of the group. The travel benefits include round-trip transportation, food and accommodation, and no additional consumption requirements.

4. The sales performance tiered reward management method and system under the two-tier distribution model as described in claim 1, characterized in that: The third level of the team-based achievement reward mentioned in step 3 is the "Three Fruits - Double Group Achievement in the Same Month" achievement. The achievement condition is that the monthly performance of both groups in the same month is ≥ 200,000 yuan. The corresponding reward is: a one-time performance bonus of 1%-2% of the combined after-tax performance of the two groups. This percentage is determined by the company based on the actual operating situation. The company will hold a special commendation meeting and the company will cover the corresponding person in charge with a free 2-day, 1-night domestic trip. The travel benefits include round-trip transportation, food and accommodation, and no additional expenses are required.

5. The sales performance tiered reward management method and system under the two-tier distribution model as described in claim 1, characterized in that: The fourth level of the team-based performance-based reward mentioned in Step 3 is the "Four Fruits - Group Annual Performance-Based Reward." The qualification requirement is that a group achieves a cumulative monthly performance of ≥200,000 RMB for six months within a year. The six months of performance achievement are not limited to consecutive months; intermittent achievement is also recognized. The corresponding rewards include: a 2%-3% monthly after-tax performance bonus for each month in which the group achieves the target; the right to inherit this reward, which is limited to the individual's immediate family members (children and grandchildren) and cannot be transferred to external parties; an annual company awards ceremony; and a 3-day, 2-night free domestic trip for the corresponding responsible person. Overseas travel benefits will be determined separately by the company based on actual circumstances.

6. The sales performance tiered reward management method and system under the two-tier distribution model according to claim 1, characterized in that: The fifth level of the team-based performance reward mentioned in step 3 is the "Five Fruits Team Three Groups in the Same Month" achievement. The achievement condition is that the monthly performance of each of the three groups under the individual's direct team is ≥200,000 yuan in the same month. The corresponding reward is: a one-time performance bonus of 0.5% of the total after-tax performance of the three groups, a high-level commendation meeting held by the company, and a free 3-day, 2-night domestic tour for the corresponding person in charge, with the tour benefits including round-trip transportation, food and accommodation, and no additional expenses required.

7. The sales performance tiered reward management method and system under the two-tier distribution model according to claim 1, characterized in that: The sixth level of the team-based achievement reward mentioned in step 3 is the Six Fruits Team Annual National Profit Sharing. The achievement conditions are that the three groups managed by an individual must have a cumulative performance of ≥200,000 yuan for 6 months within a year. The corresponding reward content is: enjoying the national annual profit sharing, which is calculated by multiplying the total national achievement performance and the total number of national achievement participants by 0.15%; the company's national annual grand ceremony and commendation conference; and the company's all-inclusive 3-day, 2-night domestic free trip for the corresponding person in charge, which includes round-trip transportation, food and accommodation, and no additional expenses.

8. The sales performance tiered reward management method and system under the two-tier distribution model according to claim 1, characterized in that: The seventh level of the team-based achievement reward mentioned in step 3 is the achievement of the 8-13 groups in the Seven Fruits Team. The achievement conditions are that each of the 8-13 groups under the individual's direct team has accumulated a performance of ≥200,000 yuan for 6 months within a year. The corresponding reward is: enjoying global annual dividends, which are calculated by dividing the total global achievement performance by the total number of global achievers and then multiplying by 0.15%; a grand commendation meeting held by the company; and a free 3-day, 2-night domestic trip for the corresponding person in charge, which includes round-trip transportation, food and accommodation, and no additional expenses.

9. The sales performance tiered reward management method and system under the two-tier distribution model as described in claim 1, characterized in that: The eighth level of the team-based achievement reward mentioned in step 3 is the achievement of 14-20 groups in the Eight Fruits Team. The achievement conditions are that each of the 14-20 groups under the individual's direct team has accumulated a performance of ≥200,000 yuan for 6 months within a year. The corresponding rewards are: enjoying global annual dividends, calculated by dividing the total global achievement performance by the total number of global achievers and then multiplying by 0.15%; enjoying an additional one-time bonus approved by the company; the company's highest honor and recognition conference; and the company's all-inclusive 3-day, 2-night free domestic tour for the corresponding person in charge, with the tour benefits including round-trip transportation, food and accommodation, and no additional consumption requirements.

10. The sales performance tiered reward management method and system under a two-tier distribution model according to any one of claims 1-9, characterized in that: The system comprises five interconnected and data-interoperable functional modules, each mounted on a computer hardware and software system, enabling a management model that combines online automated operation with offline manual review. The membership management module is used to implement zero-threshold membership access review, membership information filing, generation and binding of member-exclusive sharing links, and lifelong customer lock-in relationship records. It can collect members' consumption behavior and sharing and promotion behavior data and synchronize the relevant data to the performance accounting module. The performance calculation module is used to collect the original amount data of each consumption, and automatically calculate the net performance amount and after-tax performance according to the fixed formula of "excluding 10% sharing reward to calculate the net performance amount and net performance amount × 75% to calculate after-tax performance". At the same time, it collects the performance data of groups and teams and performs cumulative calculation by time dimension (monthly, quarterly, annual). The calculated individual after-tax performance data is synchronized to the individual reward module, and the calculated group and team performance data is synchronized to the team reward module. The individual reward module has built-in eight individual after-tax performance tiered reward rules as described in claim 1. It can automatically match the tier level and reward ratio corresponding to the individual after-tax performance, complete the automated calculation of individual tiered rewards, and generate individual reward distribution details. The team reward module is equipped with the nine team-level achievement reward rules described in claims 1-9. It can automatically identify the achievement level of groups and teams, match the corresponding reward content, and complete the automated calculation of team performance rewards, one-time rewards, and dividends. At the same time, it records the rights and interests information such as honors and awards, free travel, and hereditary inheritance, and generates team reward and rights and interests distribution details. The compliance and supervision module is used to monitor the distribution hierarchy throughout the entire process, strictly limiting it to two-tier distribution and eliminating distribution beyond three tiers. It also supervises the performance calculation and reward calculation processes to ensure that the calculation standards are unified and the data is open and transparent. It verifies the kinship of the award inheritance to ensure that it is only inherited by direct relatives, namely children and grandchildren. At the same time, it retains all relevant data on performance calculation and reward distribution to ensure compliance with national tax and market supervision regulations. This module can also support the adjustment of reward ratios and the addition of sub-levels within the system framework without changing the core architecture of the module, and the original patent protection is not affected. The five functional modules work together to achieve closed-loop management of the entire process from membership access to performance accounting, reward distribution and compliance supervision. All data is synchronized in real time and traceable. The accounting results are automatically generated and there is no room for manual tampering. It is applicable to all product categories in the industry and various online and offline business scenarios.