Training Your Real Estate Team Members to Be Effective
It is essentially fact that people are the most important asset in a real estate company or any company for that matter. So, we place a great deal of time on recruitment and the interview process in order to find the right person with the right attitude. And our investment of time on finding the right person to fill the position doesn’t just stop after they are brought onboard. We continue to find ways and means to train them regularly.
Here are ten significant points to consider so that your real estate business can grow. Keeping a good staff by empowering them to take some ownership within their area goes a long way. Well trained and qualified staff will also enhance your businesses’ reputation and give you the edge over your competition.
Ten Tips:
- Even before any training commences, select
the right person for the job. Don’t just
focus on previous experience in real estate but rather consider the applicants
skill sets to fulfill the particular roles requirements. Train the new person to be proficient and
competent within a particular job as focus provides better results.
-
- Allow some time outs during conference calls. Follow up with your trainees about what they
learned during the call and how this can be applied to their job. Update them with new found ideas, new apps
and other items used in real estate that you have come across that will be
useful to their work.
-
- Consider bringing in a trainer / consultant
to the office for on the job training. You can also send them to webinars to learn
new skills in real estate.
-
- Facilitate team discussions within real
estate Buyer and Seller groups so that everyone can say what went well or can
be improved.
-
- If they will work with Sellers, train them
on how to handle these individuals to win their business, especially if they
have listed their home for six months with no acceptable offer. Also if they work with the online processes,
brainstorm how these methods can always be improved. Sellers appreciate simplicity once they wrap
their head around it.
-
- Make SOP’s (Standard Operating Procedures)
and document them to break down the elements of working instructions necessary
to cover every job and process your real estate business uses. Regularly review their value and if dynamic
processes need to be rewritten. Do not
underestimate this time!
-
- Reward successes on the job, in particular
if employees become qualified with awards of merit. Reward
can be a cash bonus but an award like “Real Estate Sales Rock Star of the
Month” trophy can do volumes. All kinds
of recognition, financial or psychological can be appreciated by your reports.
-
- Use KPI’s (Key Performance Indicators) to
benchmark each employees success criteria. The
number of houses listed and sold per month could be examples of KPI’s.
-
- Recognize talent and promote high flyers
and solid reliable employees. Plan for
succession for all key positions (including your own) and ensure you train the
right people for the business to for the long term if you plan for the business
to be around for a while.
-
- Finally, leverage the tracking methods available
online for reports, ads or blogs to better understand the need for further
improvement. Stop guessing which one of
your advertisements or blogs works and which one does not. Targeted marketing that is working helps your
team in producing an effective way to generate real estate leads seamlessly.
Maintaining good staff in a real estate business is not difficult. However, it does require work. Implementation and follow up on simple processes should be done consistently and this will benefit the company in time so that all can reap the rewards repeatedly.
Comments