At some point, every real estate agent seems to go through a period where they’re not quite pulling their weight professionally. For one reason or another, they start to fall behind and drop the ball on important tasks for the team.
Brokers need to know how to talk to their team members and provide support for any issues that arise. There is a lot a broker can do to help their team members, whether it is setting clear team expectations, reassuring your agents of their professional skills, or offering a wide variety of training.
- As a team, agree on a strategic plan and set clear expectations
- Offer training to help team members fulfill their professional duties and adjust to the lifestyle of a real estate agent
- Listen to each team member and provide professional support to help them achieve success
It took Deb Cizek a long time to figure out that not everyone is wired the same way. As team leader of The Cizek Group at Berkshire Hathaway HomeServices Ambassador Real Estate in Omaha, Neb., she has witnessed many agents go through periods where they’re not quite pulling their weight.
Here are additional steps that Cizek and other real estate experts believe can help when you notice an agent lagging behind.
Use a shared strategic plan – When agents agree and anticipate coming back month after month to report on how they did, it creates natural motivation. “No one wants to look bad in front of their peers or boss,” says Donna Price, founder and CEO of Compass Rose Consulting in Newton, N.J.
The key in strategic planning is the follow-through. Using an outside facilitator can take the burden off the broker-owner or manager and provide added accountability.
Think about why you brought a person on board – If an agent is struggling, yet the reasons you recruited him or her in the first place still hold true, then sit down with them for a one-on-one. Ask the agent how they feel things are going. Sometimes, they already know that they aren’t pulling their weight. By listening and putting yourself in their shoes, you can start to understand where they’re at and determine the best way to move forward.
Offer training in many areas – One of the biggest draws to becoming a real estate agent is not having a set schedule, says Cheri Alguire, a business coach in Livingston, Texas.
Many agents come from a traditional job, and they don’t have the discipline to be independent yet, she says. Training can help new agents understand that they still need a schedule, and they can’t just work when they feel like it, she says.
Find them another role – Sometimes, the person you recruited for your company or team just isn’t in the right role. Maybe they would be better suited as strictly a buyer’s agent or an inside sales agent, or maybe they have the expertise to train and coach new agents. Boss says it’s often worth having a person try a different position before letting them go.
Ask them to join you – Cizek takes new agents with her on appointments. . Giving agents the opportunity to be a part of the action is a great motivating tool, she says. At listing appointments, she expects them to jump in, and when they’re hosting an open house, she makes sure her agents aren’t pulling out their phones and ignoring visitors.
Allow agents to set the goals they want – Cizek sets high, lofty goals and rarely reaches them. She’s OK with that. But she knows there are members of her team who will not set a goal they can’t achieve.
If an agent organizes his or her weeks and months so they hit their goals by the end of the year, then that’s just fine with her.
View the original article at Realtor Magazine