Six Powerful Ways to Follow Up With Recruits

It’s the #1 Key to Bringing On the Agents You Want
Smiling Handsome Man Using Phone While Walking

By Real Estate Recruiting Coach Judy LaDeur

How many agents have you talked to the past 12 months who were not ready to join, but gave you permission to stay in touch? One of the easiest ways to recruit more agents each year is to follow up with those who say “no” initially.  The decision to change offices is a tough one, and when the market is strong, it’s even tougher! Sometimes, due to fear of the unknown, the agent will stay put.  Have you ever heard that people will stay with something they know, even if it is not good, rather than make a change? The logic is that at least they know what they have.  Change requires that they venture into the unknown. However, brokers who consistently follow up with agents after the interview, say that up to 50% of their hires each year were results of follow up.

Here are six powerful ways you can follow up directly and indirectly: 

1.  Call.  One of the least favorite things for brokers to do, but one of the most effective.  Some of the best people to call are those your agents have had transactions within the last 30-60 days.  If they’ve had positive experiences, call those agents and congratulate them on their professionalism and give them kudos for a job well done. Let them know if they are ever interested in exploring other options – you’d love to sit down and meet.

2.  Send a Lumpy Letter.  These are perfect for capturing attention, showing that you are not only interested but a creative and even fun broker that’s willing to be outside the box.  It gets them thinking — and talking!  Sometimes it’s even good for recruiting more agent than one for that very reason!  Learn more here.

3.  Use weekly e-newsletters.  These are terrific, especially for emotional agents.  When they are non-invasive or pushy – but instead motivational, give great tips, and spotlight you as a leader and a broker who is in the know in the marketplace — recruiting prospects respond very well.  John from New York had this to say, “I am surprised at how hungry the industry is for local news and statistics. The number of agents who come up to me at broker open house events and association functions to comment on the Monday Morning Wake Up Call newsletters. This opens the door for a “getting to know each other” conversation.”  

4.  Be present in your market. This is no time to be a stealth broker.  Agents are busier right now than they’ve been in years. When they see a broker who takes time out to attend broker opens, board events that they are honored in, charity functions that they are part of, etc. — it shows them that you are more than a name on a door. It shows them that you someone who’s willing to be part of their solutions.

5.  Make an invitation.  Got an agent you’d really like to sit down with?  Let them know. Send them an invitation for a cup of coffee, or a lunch at their favorite spot.  Let them know, no pressure, no sales pitch.  You just would like to get to know them a little better and you appreciate what they are bringing to your market.

6.  Offer training.  Right now agents are often in 24/7 mode, but offering training at the end of the summer with a great speaker, powerful topics, and terrific takeaways can be a great introduction to what you bring to the table.  Let them know it’s the kind of training that sets the perfect pace for the rest of the year and will help them kick off a fantastic fall season.  Make it easy and non-threatening for them to register, and extend the offer as a by-invitation-only event.

Now, more than ever, it’s important to FOLLOW up with agents. Why? We have just had the best real estate market that most agents have ever experienced. When they are making money, they feel confident. They also feel valuable. Pick up the phone and call the agents on your hit list this week. You might be surprised to see how many are willing to meet with you. Make recruiting a priority now.

Profitable Recruiter Members – be sure to check out the Webinar-on-Demand with Mark Strosnider. While you’re there be sure ALL your agents listen in to Marti Hampton’s insights.  Both of these presentations were powerful in content.  Mark consistently hires 30+ agents per year and what he has to say about staying in touch, following up, and using humor is something EVERY recruiter should listen to before they get on their next call.  Marti shared how she got 100+ leads in less than two weeks with two VERY innovative marketing strategies that I’m sure savvy agents will be adopting all across North America.  Thank you to both of these top professionals for their candor and their willingness to share.  Login to watch these on demand now.

If you’re 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 pro 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 45% off with the promo code 45OFF any membership.  That’s 45% 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!

The 7-Step Interview Process

by Real Estate Recruiting Coach Judy LaDeur

The problem with most interviews is that we spend too much time trying to sell them, and not enough time trying to determine what they want. By knowing what they want, there are very effective ways to help them see the advantages of joining your company. In fact, your presentation should only address their needs and should also show them how they can dramatically increase their income by joining your company.

The 7-Step Interview Process

(Hint: It is just like working with a buyer)

Step 1: The Set-Up = The Direction

  • Set up the interview by sharing your goals and agenda.
  • You should know if the agent is an emotional decision maker or a logical decision maker within the first 5-10 minutes.
  • You need to mirror your candidate for optimal results. Maintain a business-like manner for logical agents and a friendly, warm manner for emotional agents.

Step 2The Investigation = The Discovery Process

  • Ask questions designed to discover the agent’s concerns and needs.
  • This is your foundation and you should determine which systems to present at this phase.
  • Remember to stay relaxed and friendly for the emotional agents.
  • Remain business-like for the logical agents.

Step 3The Presentation = a discussion designed to deliver what they need and want

  • The presentation should be customized for each recruit.
  • It should include the systems or opportunities that the recruit is looking for or needs.
  • When you present the systems, you should build value and keep the recruit involved in the presentation.
  • Only present what the recruit wants to hear, not what you think is important!
  • For the emotional decision makers, this is where the sale must take place.

Step 4:  The Recap or ROI = to determine the Position of the Journey

  • Ask the recruit, “Can you see yourself working with
    ?” If he/she says yes, proceed forward with the recap of what was discussed and determined. Get their initial commitment at this stage.

Step 5The Details

  • Explain the details (i.e., your various compensation programs, costs, etc.)
  • You should explain details simply, as quickly as possible and in an assumptive format for emotional agents.
  • For logical agents, this is where the sale takes place. Give the logical agents lots of detail and answer all questions accurately.

Step 6The Close = The decision or arrival of the destination

  • Ask a question that causes the recruit to take action.

Step 7Handle Stalls and Objections = can be diversions

  • Use the same process to overcome stalls and objections that you use with buyers and sellers. Remember to close 3 times.
  • Use a value close to rediscover the value and show income potential with your company. The recruit should be able to increase his/her income by making the move.

Learn the in-depth strategies for all seven of these in the audio training available with your Profitable Recruiter Membership! 

Want to learn how to master these skills and build an extraordinary team?  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 45% off with the promo code 45OFF any pro membership.  That’s 45% 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.

Best of 2019 Recruiting Strategies and Solutions

A Big Thank You to all who turned out for our annual wrap-up webinar where Coach Judy LaDeur and Julie Escobar share the top strategies from the year and look forward to the new year with predictions, ideas, and insights!

Watch on demand!

On our webinar, Judy references tips from many of this year’s past monthly webinars. Profitable Recruiter members – you’ll find more than 80 webinars on demand in your membership portal. Simply log in here and click on the webinars on demand tab!

Is recruiting a challenge for you?  We can help.  Join The Profitable Recruiter and you’ll get….

A powerful, results-producing, content-rich resource for brokers to both recruit the agents that will enhance their team, and help retain their current associates with a hands-on, high-touch, compelling combination of…

  • robust weekly email newsletters to send to your agents and recruits
  • a library of completely editable letters, emails, and agent touch-points
  • a cache of social media tips to make life a little easier
  • results-producing recruiting tips and tools that get results
  • solid action plan ideas to build momentum and keep it
  • professional coaching support from one of the top recruiting coaches in the business
  • empowering profitability keys for maximizing your business
  • monthly recruiting webinars with powerful coaching and implementation tools
  • quarterly guest speakers and trainers featuring top agents sharing their successful sales strategies
  • 7 HOURS of intensive recruiting training including scripts, dialogues, objection handlers and more
  • and so much more…

A premiere recruiting and retention product just for brokers and managers.

Join today and take advantage of our special 50% off with the promo code 50OFF any 6-month or annual membership.  

Business Planning for Brokers

Getting a Jump on the Competition

With Real Estate Coach Judy LaDeur

Are you ready to talk about putting the pieces in place before your competitors do so that you can have an amazing finish to this year and a head start on your best year ever next year?

Here are the questions you should be asking yourself:

On Business Planning:

  • Do I have a mission statement?
  • What is my platform?
  • What is it that our company does really well?
  • What are my company objectives for 2018?
  • How much do I know about your competition?
  • Is it time to create or add new tools?
  • Have I recently evaluated my compelling reasons to join? Are they still compelling? Are they still unique?

On Removing the Barriers:

  • Am I using social media in my recruiting? Is it effective?
  • Am I using text messaging effectively?
  • Do I have a Recruiting page on my website with testimonials and results?
  • What is the title on my business card? What does it say about me? What about my email signature?
  • What CRM am I using?
  • How is my time management and what can I delegate?

On the Value of Your Team

  • How much income do I receive per associate on the average?
  • What is my fixed annual overhead?
  • Divide annual fixed overhead by annual income per associates to determine how many agents to break even. (Include your salary in the overhead.)
  • Determine profit desired and add that amount in.
  • How many agents do I need to be profitable?

On Setting Your Goals

  • How many recruits for the year?
  • Divided by 12 for recruits hired monthly.
  • New verses experienced?
  • What will be the market share increase?
  • How many interviews for each one?
  • 2 experienced agents and 1 new per month is the goal.
  • How many interviews in each category do I need?
  • What action steps/ activities will I do to generate the number of interviews needed?

On Delegating What You Can’t Do or Don’t Want to Do:

  • Consider our Concierge Virtual Assistance Program which:
  • Set up and maintain email newsletter in Constant Contact with Profitable Recruiter Monday Morning
    Wake Up Call eNews, as well as additional email campaigns
  • Send Lumpy Letters and Season Letters to recruits on your behalf
  • Manage your social media marketing
  • Manage your company blog

If you want more information on the Virtual Assistance Program, contact Julie Escobar at juliabescobar@gmail.com.  If you’re ready to take your business to the next level with coaching, contact me at Judy@JudyLaDeur.com.

Click here to download a copy of my Covenant Coaching Broker Business Plan. 

Is recruiting a challenge for you?  We can help.  Join The Profitable Recruiter and gain access to 7+ hours of audio training via downloadable links, powerful recruiting letters and notes, emails, social media tips, over 30 webinars for recruiting and retention, and opportunities to network with the best of the best. Take advantage of our special offer and save 50% on YOUR New Membership with Promo Code: 50OFF.

Not sure if this is the right thing for your company?  Watch this video on demand to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  (Which is way better than dread – right?) 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.  

 

Recruit Agents With Video

A HUGE Thanks and shout out to Michael Krisa for sharing his video recruiting strategies with our members and guests! With powerful insights and how-to’s it was a jam-packed hour of information!  Watch it on demand below.

As Michael said, it’s time to get your recruiting ducks in a row! (Before January rolls around!)

If you’re interested in learning more about the kind of video strategies Michael teaches, you can reach him at michael@quickpageapp.com.

If you want to know more about his video email 14-Day free trial, visit: Quickpage.io/michael. 

Continue to learn how to be the master recruiting skills and be the broker to join in your market. If recruiting is a challenge for you, we can help. Join The Profitable Recruiter and gain access to 7+ hours of audio training via downloadable links, powerful recruiting letters and notes, emails, social media tips, over 30 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 pro membership.  

Not sure if this is the right thing for your company?  Watch this video on demand to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  (Which is way better than dread – right?) 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.  

 

Make Those Calls!

A Recruiting Pep Talk

By Real Estate Recruiting Coach Judy LaDeur

Now, more than ever, making your phone calls should be your priority if your goal is to continuously build a great team. I do know that everyone has the best of intentions, and stuff happens. It happens to me as well. However, now is the best time to get a great return on your investment of time spent on the phone and getting those appointments booked!

If you don’t make your phone calls, you could be missing out on some great recruits this fall.  Everyone is back from winter break, but many agents have not yet ramped up their business. It’s an easier time for agents to make a move, which is why we are seeing so many agents doing just that. I just talked to one of my clients who has a team of 12 managers that recruited 59 experienced agents in one month!  Their combined production is $189,000,000! What would a month like that do for your results? The only way to know is to get on those phones. Of course, marketing, promoting your results and networking also play an important role. Marketing, promotion, and networking should enhance your results when calling.   Would it be easier to make calls if you had just hired 59 top producing agents in the past 30 days? Of course, it would, but it all starts with the call.

This time of the year, if you are not going to make the calls to book appointments, then hire someone who will.  Someone recently told me that they thought that making calls was right up there with flying on airplanes, going to the dentist, or having a spider crawl up your leg as the greatest fears to the Broker owners of the nation.  What are you afraid of? I have literally made thousands of phone calls and I can count on one hand how many times someone has been rude to me.   If someone even thinks of taking a tone with me I’m quick to remind them, “I just wanted to remind you the fact that I’m calling you is a compliment to you today.”  Usually, I’ll get a change of heart “I’m sorry, I appreciate your call, I was just…” Whatever their reason, stay on task and stay positioned.

One of the best movies I have ever seen that helped me with sales calls is the movie Boiler Room.  Ben Affleck plays the role of a recruiter for new sales reps in a finance firm.  While training a group he tells them “Boys there is a sale made on every phone call, either you sell them to buy something, or they sell you why they can’t, but either way, a sale will be made.”  What a powerful reminder.  Keep Ben’s line in mind as you make your calls this month.  Set yourself up for success.  Plan your calls out ahead of time.  Know who you are calling before you get to work. Many of the top recruiters still use the “old school technique: which includes a notebook with the names and numbers of those they are going to call written out.  In the movie The Pursuit of Happyness, the true success story of Chris Gardner, this is the best example of discipline in phone prospecting I have ever seen.  Chris is limited in the time he can call prospects so he doesn’t drink water, which saves trips to the bathroom, and he never hangs up the phone, which saves him eight minutes a day.  I’m not suggesting anything that extreme; however, have a plan before you arrive at the office tomorrow of who you are going to call and have their numbers handy.  This organized plan will hold you accountable for your success.

Bottom line? Fire up those phone lines and make the calls.  In almost all of our webinars on demand, our spotlight brokers discuss their strategies for making the most of prospecting time.  There are powerful tips and techniques to be learned from them all.  In fact, there are more than 15 recruiting-specific webinars from which you can glean powerful ideas from some of the best recruiters in the business.  We are so grateful to our presenters who so generously share their success strategies with brokers all over the world.  There are also six specific audio-training downloads that revolve around phone scripts and strategies.  The tools are right there at your fingertips – let us know if you need help accessing them!

Continue to learn how to be the master recruiting skills and be the broker to join in your market. If recruiting is a challenge for you, we can help. Join The Profitable Recruiter and gain access to 7+ hours of audio training via downloadable links, powerful recruiting letters and notes, emails, social media tips, over 30 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 pro membership.  

Not sure if this is the right thing for your company?  Watch this video on demand to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  (Which is way better than dread – right?) 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.  

Are the Disruptions in the Market Impacting Retention?

Keeping Your Team Together

By Real Estate Recruiting Coach Judy LaDeur

Today’s best agents are being heavily recruited, and the options that are being presented are enticing: Checks, marketing packages, leads, specialized branding, shiny new tools and even retirement options.  For many Brokers that we are talking to, it’s definitely more stressful than it has been in the past.  New technology and changes in the way that business is being done require that Brokers stay sharp, at the top of their game and in tune with the tools agents need to compete in a world where consumers are more educated and also have more options.

Are Brokers losing their agents to the competition? That depends. Most of our clients are NOT losing agents, or at least no more than normal. It is recruiting season, which means that a certain percentage of agents will change firms, but the question is why are they leaving, and what are they looking for?

Here are some facts with regard to why agents leave firms

  • Weak agents will always look for an easier way to make a living.
  • If the company is not staying current, delivering the tools that agents need, the best agents will leave.
  • Some agents are not prepared for retirement, which might only be a few years away. They are looking for a solution. If your company does not have a solution, you might lose those agents.
  • Agents want to feel appreciated and will leave if they feel they aren’t.
  • For some agents, it’s all about money, so they will leave for a higher split, lower fee, or a check.
  • Some agents are not willing to do what it takes to succeed, so they quit.

If you are losing 10% of your agent base per year, or more, you definitely should take steps to increase retention.

But the question today is, “Will the new startup companies in the market, or the many changes taking place, make it more difficult to retain your agents?” That depends on YOU, the Broker.

Retention is about creating VALUE on two levels. You with the agent and the agent with the consumer. Both are your responsibility.

Ask yourself these questions:

  • Do your agents have what they need to compete in today’s real estate market?
  • Are you meeting the needs of the agents and the demands of the consumer?
  • Are your agents educated about their competition, and can they show enough value to overcome objections and secure the listing?
  • Are you engaged and connected to your agents? Do they enjoy working at your firm?
  • Is each of your agents selling at least 6 homes per year?
  • Do your agents have the technology to be fully mobile?

If the answers to those questions are yes, then you are doing great. If not, what can you do to fully support the agents, and meet the demands of the consumer?

A NAR 2018 survey shows that 85% of agents want to be fully mobile when it comes to their real estate career.  They want to manage their transactions from start to finish on their mobile device. They also want what they need to be delivered fast because speed matters today. The consumer expects speed and when the agents don’t, or can’t respond fast enough, it creates stress.

The good news is that it’s still about the relationship for most agents, as well as most consumers. Here are some ideas to maintain that relationship:

  • Create a superior “high touch” experience for the agent and consumer.
  • Use videos to stay in touch with agents and clients. It’s more personal.
  • Add a Consumer Care Specialist or Agent Services Specialist.
  • Use technology to automate processes and increase efficiency, allowing them to sell more with less stress.
  • The MAJORITY of Home Sellers and Buyers still want an agent to hold their hand during the transaction.

What’s Your Action Plan?

  • Your Agents Are Your #1 Asset and #1 Clients. How can you honor that relationship?
  • They love food, fun, and recognition!
  • Now is the also the time to teach your agents who want “out” to sell their business and transfer it to one of your agents.

Let today’s changes inspire and motivate you to create new ways of doing business and propel your business to a new level.

Profitable Recruiter Members, log in here and visit webinars on demand to watch our recent webinar all about the DISRUPTORS in our industry.

Continue to learn how to be the master recruiting skills and be the broker to join 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 6 month or annual 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.

 

 

 

 

Real Estate Recruiting Season Webinar

Thank you to everyone who turned out for our webinar discussing what’s working and what is NOT in the world of real estate recruiting right now. October is the time to take decisive and strategic action to recruit the agents you want for your team — and to help keep your current team members from getting recruited away!

Watch it on demand below…

Put systems in place.  Be persistent and consistent in your efforts. If you don’t have a system in place, we can help! Become a member of The Profitable Recruiter today, and put the power of done-for-you content and tools that make recruiting experienced and new agents easier, less time-consuming, and even fun.

Register today and use the promo code 50OFF to save 50% on any 6-month or annual membership. Got questions?  Email us!  We’d love to help!  

Recruiting Experienced Agents?

What You Need to Know

By Real Estate Recruiting Coach Judy LaDeur

First thing’s first.  Ask yourself – “Do I have what experienced agents are looking for?  How do I compare to my competition?”

Let’s take a look at some key deciding points for experienced agents:

Experienced Agent Hot Button List:

  • Technology and Tech Support
  • Advanced Training and Coaching
  • Comparative Commission Structure
  • Marketing Support
  • Quality Support Staff
  • Personal Assistants or Systems That Help Remove Detail Work From Agent Agendas
  • Agent Promotion
  • A Professional Image and Office Environment
  • Calls Off Their Own Signs

How many of these components do you have in place?  What about your competition?  If you don’t know what your competition has to offer – how do you know if you’re the best?

TIP:  With experienced agents, your odds soar if you properly target them.  So here is a PROVEN process for SUCCESS:

RECRUITING EXPERIENCED AGENT PROCESS:

  • Find your target:  Set up your target ‘hit list’ of 50-100 agents that you will stay in touch with each month using a drip marketing campaign.
  • Connect:  Send a letter designed to educate them about your company and to create desire and curiosity on their part to know more about you and your company.  Or you can send a note or letter that compliments them.
  • Follow up:  Give each targeted agent a follow up phone call just to touch base.  Your goal is to talk to at least three agents per day and schedule a minimum of three interviews with experienced agents per week.
  • Connect again:  The following month, send out another letter, note, or package to your list to promote your systems and your organization.  Everyone doesn’t have to get the same thing either!  Be creative!  Personalize them!
  • Follow up again:  Hit the phones again just as in step three and make it a habit to consistently send and call each and every month.
  • Promote:  After each hire, send out a “Just Hired” postcard to your entire hit list.
  • Promote again:  Send flyers out that promote your company, the success of your agents and your commitment to the community.  You’ll be planting those seeds for agents to WANT to learn more about you!
  • Set Your Goals and Do the Math!

A great goal to start is to conduct three experienced agent interviews per week. From that, you should average at least two hires per month.  This will give you 24 experienced agents.  If each is producing two million in gross closings that would give you an annual increase in market share of $48 million and a net gain of $98 million over your competitors!

We’re not saying it will be easy – but it will be worth it!  Take your time.  Put systems in place.  Be persistent and consistent in your efforts. If you don’t have a system in place, we can help! Become a member of The Profitable Recruiter today, and put the power of done-for-you content and tools that make recruiting experienced and new agents easier, less time-consuming, and even fun.

Register today and use the promo code 50OFF to save 50% on any 6-month or annual membership. Got questions?  Email us!  We’d love to help!  

How Not to Get Raided by Your Competition

And Stay on the Winning Side of the Agent Tug of WarBusinessman in tug of war concept

By Real Estate Recruiting Coach Judy LaDeur

I have had several requests to write an article about how to protect yourself against a raid from your competitors. Especially as we are in the heart of recruiting season. Interestingly enough, my research has shown that if you consistently show your agents that they are valued and appreciated on a regular basis, and they know that they, and their needs, are your priority — you probably don’t have much to worry about. Let’s examine why an office becomes vulnerable.

Change is the #1 reason for vulnerability. When you implement change, there are a certain number of agents who will be unhappy with the change, and therefore you could lose a few. In addition, if you lose a good agent, you can easily lose another one in the next 10 days. If you lose 2-3 agents in a few weeks, you could be in trouble.  Why? The grass always looks greener on the other side… (But most agents forget that it is just as tough to mow!) You are most vulnerable if you lose an emotional agent. They usually leave if they are hurt or angry. Unfortunately, they will want their friends to follow them. You must always take proactive steps when an emotional agent leaves. You should have a one-on-one meeting with the agent who is leaving. If you can not correct the problem, or convince them to stay, let them know that they are always welcome if they want to return. Keep it businesslike and professional. Do not get angry with them. You would not believe some of the stories that I hear, such as the managers who threw the agents stuff into the parking lot while demanding that they leave in front of their peers.

Next, have one-on-one meetings with their close friends, and get their feedback as to why the agent left. Ask how you can create a more favorable environment for the agents who are there. If the agent who left insists on calling your other agents, confront the agent who left. Let them know that you were supportive of their decision to leave but you are hurt that they would intentionally try to harm or disrupt your office. Emotional agents usually back off if confronted.

Also, you need to remember that about 70% of all agents are emotional in nature, so they make emotional decisions. For Example: If you do something that they feel hurts them emotionally or betrays their trust, you can lose them. You can also lose them by not giving them the recognition they feel they deserve. The bottom line is this: If they are hurt, they might leave. The good news is that they usually do not leave for money.  They will say it is for more money, but that is rarely the case. Most agents do not worry about the money. They know that if they are happy, the money will be there. Here are a few tips:

With regard to change: It would be impossible to implement a change and have everyone happy with that change. When implementing change, try to involve your agents whenever possible.

Location: If you are changing locations, ask a few of your agents to help you locate a new location, then go out with them to scout out the options.  Let your agents sell the group on the new location.  You could also set up a committee to determine the new colors for the office and ideas for office design.

Compensation: If you are changing compensation, or implementing a new fee, try to time that change with the implementation of a new service. Such as: We are implementing a transaction fee of (dollar amount) but you will no longer be charged for (service). You can also “grandfather” the existing agents when you are changing the compensation.  Or, you can grandfather all agents whose production is above a certain amount. You could say, “If you are generating GCC of $90,000.00, you will be grandfathered with regard to the new changes.” You can also grandfather agents who have been with the company a long time.  For example, you can say, “If you have been with our firm for 10 years, or your production is (dollar amount), you will not be subject to the new changes.” Keep in mind that emotional agents will leave, not because of the money, but because they are hurt that after so many years, or at their level of production, that you would take money out of their pocket.

Management:  A management change is also risky. Whenever you change managers, you should consider the personality of the manager that is being replaced. If the manager that is being replaced was very friendly, emotional and well liked by the agents, you could be vulnerable if you put a logical manager in that office. Better to use an interim manager, or yourself, while they go through their mourning period over the loss of a manager they liked.  If you can keep the personality the same, that’s the best option.

My research has shown that 70% of agents are emotional in nature. What that means is that they need to feel appreciated, they need to like you, and also believe that you like them.  The competition is always “courting” the good agents. They enjoy the attention, but they like you best. If you suddenly get angry at them for talking to the competitor, you could lose them. When I knew that my agents were going to lunch with the competition, I would always say, “If you are not getting at least one call, letter or invitation each week from my competitors, then you need to look at your production. The best agents are always being courted!” I would then ask them where they were going to lunch. If it was not an expensive place, I would say, “Are you kidding? You are one of my best agents! Call them back and tell them to meet you at (fine restaurant name).  Order something expensive! You’re worth it.”  I knew that if I worried about them going to lunch, or became defensive or angry, I was far more likely to lose them.

Bottom Line: I have discovered over the years that what it takes to get them is what it takes to keep them. They just want to be appreciated and know that you care about them, and their success.

Start today by sending three notes a week to your agents. Think of something nice to say about them and let them know who much you appreciate them.  If you always practice retention, the competition will have a tough time raiding your office.

Continue to learn how to be the master recruiting skills and be the broker to join 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.  

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