The success of the real estate agency is greatly influenced by the its agents. Indeed, to make sure that they hire the best candidates, brokerages are always enhancing and improving their recruitment tactics. Companies promise the moon and stars to entice the top agents with premises of generous salary and an exciting work environment. After all, their rivals are looking for the same industry superstars as well.
However, the harder part of the process of success occurs after you have won over and accepted your agents. Keeping your new team members satisfied. In fact, after hiring the agents, brokerages should put just as much, if not more, effort into keeping them. The National Association of Realtors reports that the average tenure of Real Estate Agents in their current companies is barely four years. In other words, you only have a brief window of opportunity to persuade your agents to stay.
Here are some ideas you may use to get started if you don’t already have a strong retention plan or want to make changes to your programs:
Give them Tools:
The real estate sector has evolved digitally, just like any other. Although the industry is still centered on people, the tools that agents need to be successful are now mostly found online. Ensure that your real estate agents have these technologies, such as CRM systems, automated document management, and video marketing tools. CRM is crucial for assisting your agents in staying organized, attracting and connecting with clients, and building solid relationships.
Such tools and methods could appear unattractive or deceptive at first look. Therefore, you need to change how these technologies are seen within your organization. Emphasize their value in providing top-notch services and how they can make agents more competent and effective.
Education & Training:
Your brokerage probably already makes investments in the education of your agents. I want to know if your agents are aware that they can use it. If so, do they truly utilize these services to their maximum potential? Remind your employees that they have access to training support and other learning tools. These may be accomplished during sales meetings, or you can assign your team leaders or department heads to follow up.
Additionally, make sure your training and instruction methods and materials are varied and comprehensive. Discover the objectives of your real estate agents and create a training program to assist them in achieving these objectives. Training may be facilitated well through mentoring. More seasoned agents might impart to newer ones not just expertise but also justifications for sticking around.
Recognize your agents:
You won’t be able to use best practices to keep your agents if you don’t make an effort to understand them. Additionally, you need to grasp the culture of your brokerage. Pay attention to your agents. In order to address any urgent needs, they may have, ask them what they require and if they have any pain spots. Instead of merely hearing what they have to say, really examine how valuable it is. Take the time to speak with agents before they go. Ask them to be open and honest about the reasons they choose to use their skills elsewhere. By doing so, you’ll be able to avoid these problems and, ideally, keep more agents in the future.
Always Be Hiring:
Keeping an eye out for new talent is one of the best methods for brokerages to keep its Real estate agents. After your best prospects have joined your team, don’t appear confident. Continue to draw them in by offering them worthwhile possibilities for professional advancement, ensuring their work-life balance, and rewarding their hard work. There is no doubt that it is a two-way street and that both sides have responsibilities. You, the brokerage, must make sure that your agents have every incentive to stay.
Read More: Real Estate Agents