As I work with real estate companies, they tell me they have great selection, coaching, and training. But, what I find is their specific programs don’t get much ‘bang for the buck’, because they are not founded on an overall, agreed upon strategy. For example: Managers tell me they hire good people. But, their coaches tell me those ‘good people’ won’t go to work! What’s the matter? No consistent hiring, orientation, training, and coaching strategy.

Think of What You Do as your “New Agent Development System”

Companies must look past their training programs as recruiting tools, and examine the whole experience the new agent gets with the company, so everyone gets the pay-off they deserve. I call that whole experience your New Agent Development System.  It’s time to raise our sights past the ‘recruit ‘em’ and ‘churn and burn ‘em’. I know we don’t like to think of ourselves like that—but our statistics show that’s how we’re doing our business. If you’re ready to be more profitable, read on.

Examine Your Recruiting Strategy First

Ask yourself, “What is our overall recruiting/development strategy? Is it a ‘recruit them all’ strategy? Managers who hire like that communicate during the interview process that it’s an easy business. They assure the recruit that she will do extremely well just being with their company. They don’t go through any mutual expectations with the recruit. Do you have managers who believe they are expected to recruit anyone to keep those recruiting numbers up? What do you think those managers tell the agent during the interview process?

Don’t Blame your Training Program for Lack of Results

There are good training programs and ineffective training programs. But, none looks good if good people aren’t in the training program! You need to have a commitment letter that you use prior to hiring people, so you both know what you’re getting, and what the expectations are. Then, you’ve both started off on the right foot.

An Effective New Agent Development System

Your system should consist of a congruent, consistent overall strategy in your:

          Recruiting strategy and marketing plan

          Selection strategy and interview process

          Orientation process and culturalization procedure

          Business start-up plan and initial coaching

          High accountability training program

          Coaching and/or peer partner coaching program

          Performance reviews

Few companies today have all the parts of a system in place—or aligned. If that’s you, start by getting solid, foundational systems in place, so the new agent gets a comprehensive, systematized, congruent experience—the very best chance to succeed.

If you own a company, you are probably feeling the effects of a tightening market. Don’t wait the adjust your hiring and development practices until the market flushes out low producers. Start now, hiring good people, getting mutual expectations in place, creating and implementing a complete development system—and reaping the financial and emotional benefits.