Identifying and Communicating Your Value Proposition

By Real Estate Recruiting Coach Judy LaDeur

The most important asset within your company is the people. Attracting the right people means attracting those aligned with your values and vision.  This gives you an opportunity to create a flourishing environment that translates into an improved bottom line.

Putting a strong team in place will require you to answer a few tough questions first. You must be able to share details about your company in “what’s in it for them” terms. Explain how a move would benefit them both personally and professionally. Because let’s face it, switching companies is a very scary decision for most people. Diffuse fears by accurately and effectively sharing the “WHY” that sets you apart from your competition. What does this look like?

You must define:

  • What you do better than your competitors
  • What you are doing that your competitors are not
  • How you can help potential recruits earn more money through your systems and tools
  • How you enhance the working environment of your agents
  • What real results other members of your team have seen since making a move

Once you answer those questions, the next step is spelling out the reasons any agent would want to join your team. In my training, I ask each broker to come up with their 12 most compelling reasons. Unfortunately, twelve reasons can be difficult for a lot of brokers. For that reason, I have created a blueprint that you can follow to begin crafting your list.

12 Compelling Reasons Recruits Will Say YES to Joining Your Company

# 1:  Strong Leadership: Vision, support with problem-solving, and leaders who are acting like leaders. Take it one step further and determine what specific value you and your expertise bring to your team.

#2: Lead Generation: Agents need to prospect, but they want companies that are working to generate leads for them as well. There are lead generation companies out there that are charging agents up to $1000 a month for leads and believe it or not, agents are paying. Why? Because agents want those internet leads or any leads that the company can provide. What are you willing to provide?

#3: Name Brand Awareness: Companies with a strong presence in the market, locally and nationally, are doing well with their recruiting efforts. Name awareness is tied to market share. The best agents understand that the stronger the name/market share, the easier it is to compete for business.

#4: Education/Training: Agents are looking to fine-tune their skills. Many are staring down steep learning curves for technology and virtual presentations. Many agents know they need to get back to the basics and most realize the value of staying current in an ever-changing real estate industry. The best agents also understand the value of securing specialized training or securing certain designations for areas of specialization. Such areas might include: Virtual presentation, social media and digital marketing, niche-market prospecting, and technology.

#5: Positive office attitude and healthy environment in the office: Agents want a positive work environment with competent and positive peers. It is easy for me to see that the offices with the best production and best attitude have brokers with a great attitude. Those same brokers spent the last 5 years getting rid of their dead weight and many are more profitable today than they have been in years!

#6: Mastermind Groups and networking opportunities with other top producers:  Many of the best agents enjoy connecting with the other successful agents. Their needs and approach to the real estate business is different from those just getting started, so why not give them the opportunity to grow and play together? Agents who work hard, play hard and spend time together are more likely to stay together

#7: Marketing support/tools: Marketing is the #1 thing that agents need to stay in touch with their sphere and past customers. What can you do to assist or support their marketing efforts?

#8: Client/ data management tools: Many agents struggle when it comes to managing their data and client info. Do you have an easy-to-use customer relationship management tool that allows them to input their data, send out marketing, and locate client data quickly?

#9: Coaching and accountability: We see many companies implementing very successful coaching programs, with some great results. If the company does not provide coaching, the agents might hire outside the organization. The cost can range from $500 -$1000. What that tells me is this: if they want it and it has value to them, they will pay for it! Your agents need accountability and sometimes a third party is the best way to keep them on track and accountable. Your best option is to coach them yourself or have someone else in house that can effectively coach them. If this isn’t possible, seek out a good coach and work out an agreement with them to coach those agents who want it.

#10: Administrative support: Agents are working harder, but most are not working smarter. What can you do to support them behind the scenes?  What can you take off their plate to give them more balance in their life and work?

#11:  Proven results with proven systems: It’s not enough to have systems and tools. Your need to know what the results are from each of the systems and tools you offer. Use exact results, NAR survey results, national brand results, testimonials from your agents as well as success stories. Bring those results into your interviews.  Everyone says they can help potential recruits, but those who can prove it are winning in today’s market.

#12: Security: The bottom line for any agent making a move is whether or not they will feel secure at their new location. The more answers you can provide on the above list, the better they will feel, and when they feel good…they join!

Take some time to sit down and determine what your best selling points are as an organization.  Ask your agents what they love most about being part of your business family.  Then couple these powerful 12 reasons with your own compelling attributes and get ready to knock it out of the park this fall!

Want to continue to learn how to be the turn-to broker in your market?  Bookmark our blog, and join The Profitable Recruiter today.  We have a full spectrum of membership benefits with all the tools, strategies and solutions you need to position yourself to win this year and every year. Our goal is for you to become the “turn-to” broker in your area for every agent.  

Join today and take advantage of our special offer of 50% off with the promo code 50OFF any pro membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.

 

7 Tips for Guiding Your Agents Through NAR Lawsuit Uncertainty

NAR LAWSUIT UNCERTAINTY

This year has felt like a rollercoaster for real estate professionals. Market changes. Lawsuit drama. Negative media. Change is scary for a lot of people and you have to be the calm in the storm for your team.

With all this uncertainty, it’s natural for agents to feel shaken. As a leader, it falls to you to provide steady guidance.

Here are seven tips:

  1. Remain calm and project confidence. Your agents look to you to set the tone. If you appear flustered, they will become more anxious. Show that you have a steady hand on the wheel.
  2. Communicate frequently. Don’t let agents speculate and gossip. Be transparent about what’s happening and what it means. Hold regular meetings to answer questions. Silence breeds unease.
  3. Put changes in context. The settlement repercussions will take a little more time to resolve. Reassure agents that you are there for them every step of the way to answer questions and make sure they have what they need.
  4. Shift focus to fundamentals. In uncertain times, smart agents focus on the basics: lead generation, marketing, and customer service. Remind your team that these core activities drive success despite outside forces.
  5. Find opportunities. Change brings opportunities, whether it’s refining your value proposition or attracting new agents. Focus on how your brokerage can adapt and improve.
  6. Project positivity. Your attitude is contagious. If you act scared, agents will too. Share why you’re excited about the future and the success you see ahead
  7. Be their anchor. Agents will sway with every market shift and news article. Your job is to ground them through the ups and downs. Be their voice of reason.

Real estate is constantly evolving. As leaders, our jobs are to provide steady guidance in both calm and rough seas. By relying on fundamental leadership principles, brokers can help agents thrive through uncertainty. With the right support, your team will ride the rollercoaster we’ve been on and emerge stronger than ever.

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special offer of 50% off with the promo code 50OFF any pro membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your accountTry it for a month and see what it can do for you. 

One Quick Dialogue to Get You BACK on the Phones

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Say NO to Rejection

by Real Estate Recruiting Coach Judy LaDeur

Recruiting is still the lifeblood of this industry.  We all know that in order to make the hire we have to get an interview. To get the interview we have to get the appointment and in order to make the appointment, we have to make that darn call!  Easier said than done.

If you are currently reluctant to pick up the phone and make the call to breathe new life into your organization, commit to taking this approach:  The NO REJECTION dialogue. 

Start your dialogue with a compliment or a word of encouragement to get the “No Rejection”   rolling. Topics could include complimenting them on:

1)    Their personal website  (Of course, you need to view it to discuss it)

2)    Recent ads they are currently sponsoring (Especially since so many agents have cut back on their ads)

3)    Their average Days On Market for properties listed (Discuss pricing it right; controlling seller expectations)

4)     The percentage from List Price to Sale Price (Include CMA process and marketing strategies)

For the next 30 days, I want you to call, discuss something they will feel good about, compliment them, and close with this phrase. “Do you have anything special planned for the rest of the spring?” (Get their feedback.)  Continue with, “That sounds wonderful. I hope you have an opportunity to make lots of memories. It’s been a busy year for everyone, so take this time to relax, have fun and enjoy the things you enjoy doing. We are expecting another great quarter ahead in real estate and love to see some positive shifts to a more balanced market.  We look forward to working together with you in the future!”

Yes, you read it right. I did not ask you to close for an interview. By not closing, you will remove the rejection factor.  Be prepared for your prospect to be surprised.  Most important, remain sincere and transparent. In this competitive market, it’s more important than ever to build those relationships. Get back in touch with them in a few weeks, and then ask them to come for an interview.

This communication will build value in your organization while enriching your relationship with the prospect. Now, go ahead…make the call!

If you’re ready to give your team or organization a truly solid foundation —  put systems in place that position you to build the team you really want, or learn more strategies for working smarter, not harder; bookmark our blog and join The Profitable Recruiter today.  We have a full spectrum of membership benefits with all the tools, strategies, and solutions you need to position yourself to win this year and every year. Our goal is for you to become the “turn-to” broker in your area for every agent.  

Join today and take advantage of our special summer offer of 50% off with the promo code 50OFF any membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move!

Put PAST Agents on Your Recruiting Hot List

Now is the Time for Action

By Real Estate Recruiting Coach Judy LaDeur

A lot has changed in the last year. It feels like everything in some ways, doesn’t it? For many agents, this was a time to re-evaluate their entire career and the way they do business — and that includes where they hang their license.

Just as agents are finding tremendous success picking up the phone and contacting everyone in their sphere to reconnect, check in, and ask how they can help — now is the perfect time for you, as brokers and recruiters, to do the same with the agents who have left your company over the past ten years.

For some of those agents who thought the “grass was greener” elsewhere?  Many have found out that it is just as hard to mow somewhere else.  That leaves an opportunity for you to open the door again and invite them to see what they’ve missed in their time away and what you are currently doing to help agents shorten learning curves, fire on all cylinders, effectively use technology and system tools to connect with clients and customers virtually — and what you are doing to support agents during this chaotic time.

Which of your good agents did you lose over the past 10 years? Do you want them back?  Pick up the phone and call them.  But first, give some thought to the qualities that the agent has, or a funny situation that occurred when they worked for you. Which sincere compliment can you give that agent? Why did they go to that firm? Are they missing out on brand awareness, resources, tools, training, technology or broker support? Maybe you’ve set up a new training system, or mentoring program, or added marketing tools?  Is your agent production through the roof?  Are they making more money than the average agent in your market?   We are in the midst of a strong and emerging market.  These are excellent times to build your office and increase your market share.  Ensure that you are a part of the celebration by working today to change your future in a positive way!

Next, reflect on the relationship – and genuinely make the first part of your call about checking in. Seeing how they are doing. Learning about what — if anything — they need or might be struggling with. Let them know that you care and that you are there. In that conversation – they might realize that now is the perfect time for them to “come home” — sometimes the PAST can be a great part of a new FUTURE.

Ready to dial up your recruiting, and position yourself to attract the agents you want sooner rather than later, join top brokers from around the nation who are members of www.TheProfitableRecruiter.com. You’ll get all the tools you need each month to position yourself as the broker to join when agents are ready to make a move. Fine-tuning your skills this season? All members get access to over SEVEN hours of training via downloadable links, including interview skills, scripts, objection handlers, and more. PLUS, you’ll have access to entire libraries of recruiting letters and notes, emails, social media content, training webinars for recruiting and retention, and opportunities to network with the best of the best.

Join today and take advantage of our special offer of  50% off with the promo code 50OFF any membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move!

Leading With Influence

Strategies to Grow a Stronger Team

By Real Estate Coach Judy LaDeur

There is a proverb that states, “He who thinks he can lead, but has no followers, is only taking a walk.”  Leadership is all about influence and developing the relationships that foster trust, security, connection – and the willingness to join you in your vision.

What are the qualities of a strong leader?

  1. Integrity: Total honesty and sincerity. Do you sincerely want your agents to be successful beyond their wildest dreams?  Are you genuinely happy for those earning more money than you?
  2. Lead by example: Being the person you want others to be. Are you prospecting daily to build your business? Do they see you interviewing daily? Are you building relationships in the marketplace?
  3. Trust: Do your people trust you?  Trust makes leadership possible. Steven Covey said it well, “The ability to establish, grow, extend, and restore trust is the key professional and personal competency of our time.”
  4. Respect: Leaders earn respect by making sound decisions, admitting their mistakes, and putting the needs of their followers and organization ahead of their own personal agenda.

Actions of great leaders:

  1. Start by just saying thank-you when they do something well. Praise is most effective when it is specific, sincere, and given as soon as possible after the desired behavior occurs.  Broker challenge: Sincerely thank one person each day for something.
  2. Send them notes for meeting their goals or for being on track. Challenge: Write three notes each week to an agent to affirm their progress if they are on track to hit their goals. Send them a small gift when they hit their goals each year.
  3. Great leaders take Mental Hygiene breaks!  Take time to refuel, and you will go a lot further. Take vacations without answering emails or business calls. If the day is going really bad, get away from the office and the business for a few hours. Spend 20 minutes meditating or just getting quiet in the middle of the day. Create a quiet room in your office. Studies show that 20 minutes of meditation in the middle of the day increased effectiveness in the workforce.  Challenge: Encourage meditation/ quiet time in the office and create a quiet room if possible.

Putting these strategies and processes in place help you fine tune your leadership skills and tune-in more to your agents and even your recruiting prospects. And that? Creates influence. Builds trust. Nurtures relationships.  Take these challenges to heart for the next six weeks and see how they create change in yourself and your team dynamics. Good luck, and happy recruiting!

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special winter offer!  Make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 50% off with the promo code 50OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? 

Leading Through Change in the Real Estate Industry

NAR LAWSUIT LEADERSHIP

In the wake of the recent National Association of Realtors (NAR) commission settlement,  the real estate industry is facing a critical juncture. As a real estate coach, I address this to all real estate leaders: this is not a time for panic, but rather a pivotal moment for decisive action.

Embrace Change, Don’t Resist It

The current legal developments are not mere bumps in the road; they signify a seismic shift in our industry. While it’s understandable to feel unsettled, we must remember that change is the only constant. The leaders who will thrive are those who accept this reality and adapt accordingly.

Develop New Skills Among Agents

In response to these changes, there is an urgent need for agents to develop new communication and negotiation skills. The traditional methods may no longer be as effective in this new landscape. Leaders should focus on equipping their agents with innovative tools and techniques for client interaction and deal-making.

Proactive Leadership vs. Reactive Waiting

Many leaders are adopting a ‘sit and wait’ approach, hoping for favorable outcomes from appeals and legal proceedings. However, this passive stance could be detrimental. The industry is evolving rapidly, and waiting could mean missing out on the opportunity to be at the forefront of this evolution.

Lead by Example

As leaders, you have the power to set the tone for your organization. By taking proactive steps now, you’re not only preparing your business for the changes but also demonstrating a commitment to staying ahead of the curve. This attitude can inspire confidence and resilience in your agents.

Invest in Training and Development

Investing in comprehensive training programs for your agents is crucial. These programs should not only cover the technical aspects of real estate transactions but also focus on soft skills like communication, empathy, and ethical negotiation practices.

Foster a Culture of Innovation

Encourage a culture where innovation is valued. This involves being open to new ideas, whether they pertain to marketing strategies, client engagement, or transaction processes. A dynamic and innovative culture can be a significant differentiator in a changing market.

This recent NAR lawsuit settlement and the $418 million pricetag are wake-up calls for our industry. Leaders must now step up and guide their teams through these uncharted waters. By focusing on skill development, embracing change, and fostering innovation, you can ensure that your organization not only survives but thrives in this new era. Let’s not wait for the future to shape us – instead, let’s shape our future. Let us know how we can help.

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7 Strategies for Real Estate Recruiting Success

A LOT has changed in the last year – but some strategies are always in season. If you’re ready to take your recruiting game to the next level, let’s look at a few of our favorites that always seem to help real estate recruiters knock it out of the park. Some take just a few minutes of your day – but the results — are extraordinary!

Here are a few of our favorites: 

  1. Stay positioned with your entire recruiting list using the Profitable Recruiter Monday Morning email newsletters. These provide non-salesly, motivational, action-oriented touchpoints which keep you top of mind as a broker/recruiter so that when people ARE ready to make a move, they think of your organization.
  2. Customize those emails. While we love a good cut and paste, your emails should be branded to your organization.  Consider including links to agent testimonials, links to pages on your site that refer to compensation differentiators, a personal note from you or your leadership team, a spotlight of recent recruits, including their name, photo, and charity of choice, and links to upcoming training or networking events.
  3. Send Lumpy Letters to the top 25 recruiting prospects every month. Have some fun with them – and follow up with those prospects.
  4. Use LinkedIn to connect with potential recruits. Send your prospects a message, endorse them, write a reference on LinkedIn, then follow up. More often than not, you’ll have done more than their current broker.  While you’re in there – be sure to do the same for your CURRENT team of agents!  Set aside 15 minutes a morning to do this one simple strategy – you’ll surprise and delight yourself with the results!
  5. Sponsor fun events. We loved the Taco & Tequila Tuesdays, Wine Down Wednesdays, and even virtual happy hours that many of our members have hosted. They are fun networking opportunities where agents can connect, share ideas, and learn.  Some host it at a restaurant near their company headquarters and offer dessert back at the office, where they can tour the facility and learn more about what the company offers.  Their current team of agents’ “admission” to the event is to bring another agent.  Everyone has fun – and it’s bringing agents through the doors!
  6. Call at least ten agents a day for appointments. You won’t reach all ten more than likely, but you are making the calls and contacts and setting the stage for success.
  7. Let them know that you want them on board. Often brokers feel like it is too strong to ask for the commitment after the first recruiting appointment, but what they don’t realize is that often means the potential recruit isn’t even sure that you WANT to hire them. Be assertive and friendly – and try Judy’s classic handshake close that has helped brokers worldwide hire people on the spot.  (You can learn more about that in the interview skills section of your 7+ hours of audio training.)

These powerful steps are a great way to create the kind of dramatic momentum you are looking for. The right tools, strategies, and of course – perseverance as a recruiter is a win-win-win combination.

Stay positioned with the agents you are eager to recruit!  Join us today and take advantage of our special offer of 50% off with the promo code 50OFF any membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.    

It’s NOT Just a Numbers Game

It’s a PEOPLE Project

by Real Estate Recruiting Coach and Speaker Judy LaDeur

Since the dawn of recruiting, we’ve all been told, “it’s a numbers game,” and “it’s a contact sport”.  While a portion of that is true – you do have to contact a number of people CONTINUOUSLY to recruit new agents and build your company, it’s not JUST about numbers – or contact.  It’s about PEOPLE.  And RELATIONSHIPS. Because that is the business you are in really.  Not real estate – but those hard working folks who list and sell every day that are people.  Getting to the heart of what makes them tick, what makes them successful, and what makes them think of you when it’s time to make a change is the biggest job you have.

So there are a three truths you should know…

  1. It’s not about the money.  Almost every time an agent leaves a current broker it doesn’t have anything to do with money.  It’s usually a lack of trust, a breakdown in the relationship, or a shift in culture in the company.  So keep this in mind – both for staying in touch with those you want to recruit – and maintaining a great relationship with those current agents you want to KEEP.
  2. Salespeople don’t like to be SOLD.  If every contact you make with the folks in your pipeline is about pitching them to move to your office, save yourself time and money now.  It won’t work. What does work is CONSISTENT interaction? Non-threatening, non-salesy interaction with something of value.  Something that makes them WANT to hear from you.
  3. It’s not about the first contact or the last.  It’s about showing up time and time again in a supportive and positive way.  Agents who are looking to make a move don’t go with the first broker that tried to recruit them or even the last – they go with the one who is rock-steady and always there.

Our brokers are loving the way we help them stay consistently in touch and build those relationships.  And our Monday Morning Wake Up Call eNewsletters are not only getting the job done for bringing on new recruits – but for helping their agents build their book of business too.  As motivational messages with a clear story to tell, valuable information to share, and inspiration that kick starts the week off right, it’s become a tool that allows brokers to stay in touch, share a real estate success strategy, and keep top-of-mind with both their recruiting prospects and their current team.  The side benefit?  Is the agents then share that message with their sphere and farm and your branding and positive impact on the market spreads.

Picture this:  Let’s just say, for easy math’s sake, you are a broker with 50 agents in your office.  (Multiply the math for your current numbers.)  You send your message every Monday to your current agents.  You deliver the agent version of the Monday newsletters (that we provide to our members) and invite them to tweak it, make it their own, and send it to their sphere and farm. If each of your agents has 200 in their sphere or farm, you’re then reaching 10,000 people each week (and helping your agents do the same.)  Add to that a recruiting hit list of 50 agents, and you invite them to also tweak and make it their own and share with THEIR sphere or farm. That’s 20,000 each week you are touching.  That’s going a long way towards making a serious impact on your market, your communities, and the agents who service it.

Will they all do it?  Of course not.  But will it stick with the ones who are eager to take the lead?  Absolutely.  Will it make a difference to those agents who are ready to make a move and wondering who to turn to in terms of a new company, culture, and broker relationship?  You bet it will.  Position yourself today to be THE broker to talk to in your market.  Actively. Consistently.  Positively.  Your bottom line will thank you for it.

The key to making recruiting easier – and even more fun is to dare to be different. To set yourself apart from your competitors.  Our members tell us that we make that so much simpler by providing the creative how-to’s each and every month so they can focus on getting face-to-face with new recruiting prospects.  Every month they can choose from new lumpy letters (for top rung recruits), seasonal letters (for B & C lists), and they stay positioned with all of their recruiting lists by using their Monday Morning Wake Up Call eNewsletters and social media tools. Then they use the training they get from the 7+ hours of audio training and 35+ webinars on-demand to feel confident, competent and ready for anything when they have that recruit on the phone or in an interview.  

You can too!  Join today and take advantage of our special offer of 50% off with the promo code 50OFF any 6-month or annual membership.   We’re taking the guesswork out of recruiting for brokers — and they are loving it.  We can do the same for you! Questions?  Email us today.  

10 Great Reasons to Call Recruits

10 step real estate recruiting calls

It Doesn’t Have to Be Difficult!

by Real Estate Recruiting Coach Judy LaDeur

While kicking your second quarter recruiting into high gear – keep an eye on the prize for your goals! Lead your competition by doing these three things: 

  1. Get back to your broker business plan-review it WEEKLY
  2. Listen to the recruiting audio training in your Profitable Recruiter Platform
  3. Set these ten steps for making calls into strategic stone so start hitting the phones

To gain momentum — be willing to do what others are not to get the results you want!  There are several steps to mastering phone calls and many great reasons to pick up the phone.  Here are a few great reasons to call an agent:

  1. Your office  has a co-op transaction with that agent
  2. Your agent has identified them as a great agent to do business within your market
  3. Invite them to a social or educational event that you are hosting
  4. Pay them a compliment. It could be in their production or just the way they conduct business
  5. Introduce yourself if you do not know them
  6. Suggest getting together to meet and exchange information over coffee
  7. Check the progress of a first or second-year agent
  8. Follow up with agents that you have met with but did not YET hire
  9. Call to tell them about the special systems and services that your company offers
  10. Invite those who left to come back

Regardless of why you are calling them, what to say seems to be the biggest challenge for most brokers and recruiters.  For your best results, you should follow a process that allows you to build the relationship and secure the info that you need when the time is right for that agent to make a move.

Our process teaches you how to diffuse the initial response of “I’m busy” or “I’m happy where I am.” When you can lower the resistance in the first few seconds, the call is much easier.  Many brokers jump right in and ask them to meet. That works on occasion, but asking a few questions and engaging them in the conversation will usually result in a better close ratio.

Most agents will say “no” at least two times before saying “yes”! The secret is asking them more than once in more than one way! Most agents will say no before even listening to what you have to say. It’s important to say something that will not only get their attention but pique their curiosity to learn more.

There are also days of the week and times during the day which will have better results. Those who understand the Rules Behind Successful Calling will have fewer no-shows and spend less time making the calls and more time face-to-face with the agents they want.

Want to continue to learn how to be master recruiting skills and be the broker to join in your market?  Bookmark our blogand join The Profitable Recruiter today.  We have a full spectrum of membership benefits with all the tools, strategies, and solutions you need to position yourself to win this year and every year. Our goal is for you to become the “turn-to” broker in your area for every agent.  

Join today and take advantage of our special offer of 50% off with the promo code 50OFF for any membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.

The Top Three Reasons People Leave (And How to Avoid Them)

Keys to Retaining Your Best PeopleJudy 1

By Real Estate Recruiting Coach Judy LaDeur

The top three reasons people leave their jobs – are lack of recognition, poor working environment, and they’re not making enough money.

Here’s the truth:  Negative agents can scare off every customer they speak with, for good. This means that how your agents feel about the company has a direct impact on your profitability.

Did you know?

  • 65% of Americans received no recognition in the workplace
  • 9 out of 10 people say they are more productive when they’re around positive people

There is a great quote in the book: Open Your Big, Bold, Beautiful Mouth by Alphonso Belin and A.J. Polizzi that says, “The highest achievable level of service comes from the heart, so the company that reaches its people’s hearts will provide the very best service.“

The Keys to Retaining Your Best People

Having a good time is the best motivator there is.  When people feel good about a company, they produce more.  In a study of more than 1,500 employees in scores of work settings by Dr. Gerald H. Graham, professor of management at Wichita State University, the most powerful motivator was personalized, instant recognition from their managers.  “Managers have found,” Graham adds, “that simply asking for employee involvement is motivational in itself.”

Graham’s study determined the top motivating techniques:

1. The manager/owner personally congratulates those who do a good job

2.  The manager/owner writes personal notes about good performances

3.  The organization used performance as the basis for promotion

4.  The manager/owner holds morale-building meetings to celebrate successes

People today are looking for much more than a paycheck.  They want to be treated like human beings.  That may sound obvious, but a lot of employers and managers still don’t get it.

Here are some great examples of ways to make your team feel appreciated, valued, and recognized: 

When employees at Douglas Aircraft in Long Beach, California, hit their goals, they ring a large brass bell.  Why not put a bell in the office and let the agents ring it when they get a listing or sale?

The Pinellas County, FL public school administrative offices have designated a small area where employees can drop off clothing for dry cleaning in the morning.  A local dry cleaner picks it up and returns it by the end of the workday.  Many real estate offices offer this service to their agents as well. It does not cost you anything but offers a great service to busy agents

Mary Kay Ash, founder of Mary Kay Cosmetics said, “Every single person you meet has a sign around his or her neck that says, ‘Make me feel important.’  If you can do that, you’ll be a success not only in business but in life as well.” She was known for the way she made people feel. Did you know that when she was talking to people, she kept eye contact with them the entire time, even though people around her were always trying to get her attention?Check yourself – when you are speaking to a team member, are you REALLY present?  Are you checking your phone? On the computer?  Distracted?  One of the easiest (and free) ways to making someone feel valued is giving them your undivided attention when you are speaking to them.  Listening, more than speaking.  Eye contact.  Handshakes.  It all matters!

During the busiest times of the year, executives at the Cigna Group, personally push coffee carts around the office, serving drinks and refreshments to their frontline partners.  As they serve, the executives coach and encourage their colleagues as well as hear about real consumer issues from those who know customer concerns the best.  Consider ‘open office’ hours where agents can come in to speak with you at any time.  Make the rounds at least once a week and check in with each and every member of your team.  Find out how their week is, if they have any needs, questions, or great news to share. Even 10-15 minutes of your day once a week can make a huge difference in building and sustaining those relationships.

Herb Kelleher, CEO and co-founder of Southwest Airlines, has discovered that by becoming personally involved in the workplace, and in the jobs that his employees do, he can unleash a tremendous amount of energy among his workers.  For example, Kelleher often helps flight attendants serve beverages to customers when he flies on his airline.  Get hands on.  Ask what you can do to make an agent’s week go smoother.  Help with a difficult client.  Celebrate a win. Offer a little coaching.

At Hewitt Associates, new employees are made to feel special. “I joined the firm about six months ago as a writer/consultant in New Jersey,” said a new-hire. “I was surprised at the level of detail that had gone into the preparation for my arrival.  One of the more experienced writers left a welcome note on my desk, along with a ‘survival kit’ (including a candy bar)…and everybody came by my office to personally welcome me to the team.  For the first two weeks or so, every day somebody made a point to stop by and ask me to lunch.”  What Type of reception do your new agents get when they join? Are their names on a welcome sign as they come in?  Do you leave a special welcome gift for their first day?  Do you encourage other team members to make them feel welcome?  Do you send out press releases or share kudos for them on your site and social media?

Here are some great ways to show you care and that you are paying attention:

  • Call an agent into your office just to thank him or her; don’t discuss any other issue.
  • Post a thank-you note on the agent’s phone.
  • Volunteer to do an agent’s least desirable work task for a day.
  • Have the President of the company or the regional manager call an agent to thank him or her for a job well done.
  • Have someone wash the agents’ cars in the parking lot during lunch.
  • Carry a supply of cards with you and as you ‘catch people doing something right,’ immediately write ‘thanks,’ ‘good job,’ ‘keep it up’ and what they specifically did in two to three words.  Put the person’s name on the card and sign it.
  • Have lunch or coffee with a group of agents that you don’t normally see.
  • Write a recommendation on LinkedIn for every member of your team. You can break it into a small number day if you need to – but make this the month that you recognize them professionally in that platform.

In the book, The Leadership Pill, Blanchard and Muchnick explain profit this way: “Profit is the applause you get for taking care of your customers and creating a motivating environment for people.”  As brokers your ‘customers’ are your agents.  Create an environment where they can be creative. Collaborative.  Respected.  Valued.  Cared About.  When you do? You’ll see your team flourish and grow in the best possible ways.

Now, as to the not making enough money part of this equation, it is imperative right now that you provide powerful, timely, SKILL-BASED training for your agents weekly as they navigate all this new market change and information. We partner with our friend Darryl Davis who provides free weekly sessions for agents that is helping them not only work with more confidence, but close more business! You can share this link with your team members to help them do the same: www.PowerAgentWebinar.com. 

Profitable Recruiter Members, please login to your platform today to get all of your April recruiting tools, and review your powerful webinars on demand!  

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special offer!  Make any Profitable Recruiter Pro Membership part of your business plan, and take 50% off with the promo code PLAN50 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today