Hereâs a question I get almost every day from people who think they need to start recruiting to grow their business.
As a real estate brokerage owner or team leader, the only way to grow profitability is by increasing the number of agents working for you.
You have to switch hats. Many of you are coming from being top-producing agents, where your focus is on personal production. But when you move to the brokerage side, itâs no longer just about your productionâitâs about where production comes from.
Production doesnât come from one, two, or even ten agents. It comes from a team of agents working under you. Your customers are no longer buyers and sellers. As a brokerage owner or team leader, your customers are agents.
If you want to grow, you need more customersâmore agents. If you stay stagnant with the same number of agents, you wonât just fail to grow; youâll become less profitable over time. Inflation is constantly eating away at your profit margins. Itâs grow or die. Expanding y...
I get this question all the time from brokerage owners and team leaders: âHow do I start recruiting today when I donât have everything built yet?â
They often feel stuck in a catch-22: They think they need to build their vision first in order to start recruiting, but they donât have the money or resources to build it because they donât have agents yet.
Hereâs the answer: People will buy into your vision as long as you can articulate it clearly and tie it to a timeline.
When youâre talking to agents, say something like:
"Iâve got this vision of the kind of company I want to build. Iâm looking for a few people who want to get in on the ground floor and help me build it. We call them âfounder agents.â Theyâll be right there, side by side with me, helping shape this vision. Can I explain to you what Iâm trying to create?"
If you can sit with people and lay out a clear vision of what youâre working towards, theyâll buy into it. It doesnât have to be 100% built yetâthatâs what youâre wor...
Have you ever lost an agent? I have.
If you're a broker owner or a team leader, you probably have too. At some point, an agent decides to leave, and it feels terribleâlike getting punched in the face. It's emotional, and you might wonder: Why did that happen? Was it my failure, or is it just part of the industry?
Here's the hard truth: it often is a failure on our part.
Specifically, it's a failure to understand where that agent was in their career. And that failure stems from a lack of communication with the agent.
Retentionâthat's what we're talking about here. Keeping agents starts with building relationships. And relationships come from spending time with your agents.
Time leads to relationships, and relationships lead to retention. So, the first step is spending more time with your agent team.
Now, you might say, âJim, Iâve got a 200-agent office. Thereâs no way I can spend more time with all of them.â But itâs not about hours of one-on-one time. Even five or ten minutes can...
If I were to walk into your office right now and put my hands up in the air, asking, âWhat do I feel? Whatâs the energy in the room?ââyou might think that sounds a bit new agey, especially when it comes to running a real estate company or team. But itâs true.
You can feel the energy in a room.
Let me give you an example. How many of us have been to a concert? You can feel the energy, right? A better example is a sporting eventâyou can feel the waves of energy when a point is made or lost. The energy is palpable.
Now, who sets the tone for that energy? Itâs the players on the field, the musiciansâthe people performing. They create the energy in the room.
As a leader, whether you're a broker or team leader, you are the one setting the energy in your office. You create the weather. And how do you do that? Itâs through your positivity, your enthusiasm, how you carry yourself, and how you walk into the building.
If you walk in with your shoulders slouched, talking about your bad mornin...
If you're coaching agents as part of your real estate brokerage or team, which we all do, one of the best methods Iâve learned is the 1-3-1 Method.
When someone brings you a problem, start by asking:
First, let's clarify the problem: Whatâs the one main issue weâre dealing with here?
Not 55 different thingsâjust the one big issue we need to solve.
Then, ask: What do you think are three viable solutions for solving this?
If they canât come up with three, help them brainstorm.
Finally, have them choose: Which do you think is the most viable option for actually getting this resolved?
Encourage them to go out, try it, and see how it works.
As a leader, whether you're a team leader or a brokerage owner, make a note in your CRM to follow up with that agent in a day or two. Check if the resolution actually solved the problem. Sometimes they'll come back and tell you, but if they donât, reach out and ask, "Did that solve the issue?"
By using the 1-3-1 Method, youâre teaching them to f...
Want to know the number one mistake new brokerage owners and team leaders make?
Focusing on recruiting new agents.
When we enter this industry, we often have an ego, thinking we can coach and train people to be super successful. We have a passion for training and coaching, which leads us to believe we should direct that passion towards new agents.
But here's the problem:
There's an 87% attrition rate in our industry.
This means almost nine out of ten new agents you recruit will fail. You might think you can change that, but this number has been consistent over the last 30 years. It doesn't matter how good a coach or trainer you are, how good your brand, systems, CRM, website, or lead generation are. It's about what the new agents implement. No matter how good we are as mentors, some of them just won't take action.
All that being said, we were all new agents once. But those of us watching this today are part of a very small minorityâthe 10% who made it. And within that group, thos...
As a real estate professional, you understand the significance of company culture in shaping the success of your brokerage or team. Building a positive and engaging culture is crucial for attracting and retaining top talent in the industry. In this article, we will explore the various aspects of creating a fun and vibrant real estate company culture that fosters productivity, collaboration, and employee satisfaction.Â
Â
Â
The foundation of any strong culture lies in the core values that guide the actions and decisions of the organization. Take the time to identify and define the core values that align with your vision and mission as a real estate company. These values should reflect what your team stands for and what you believe in as a collective.
Â
For example, one of your core values could be "Excellence," where you strive to provide exceptional service and go above and beyond for your clients. Another core value could be "Collaboration," e...
50% Complete
Fresh ideas, new scripts, cool tools, and the hottest trends in the real estate industry are coming your way. Have an amazing day!