Retaining top talent within an organization is essential. There are costs above and beyond financial costs when key individuals leave a company. Therefore, companies invested in success must include in their success formula a plan to continually “re-recruit” existing employees. While salary is often a factor when an employee decides to begin a new position - salary generally is NOT the reason that employees leave a job. A re-recruitment strategy includes looking at these reasons - and then, taking action on the findings. Create the kind of company where talented employees don’t want to leave -recruitment then becomes a non-issue. Salary isn’t everything!
For additional information and guidance on this topic we have posted an article on our website entitled “Ways to Retain & Empower Your Employees” for you to review.
Commitment for the Week:
Make A Commitment: I will create the kind of company that talented employees don’t want to leave. Recruitment then becomes a non-issue!
Deadline: _________
If you are ready to take control of your own success and learn more about this topic, be sure to pick up the phone and call your Coach…
Bob Corcoran
I just had to let everyone at Corcoran Consulting & Coaching know this fantastic information. I have experienced a 235% increase in my “Net Income” compared to previous YTD. I want to thank each and every one of you for your fabulous ongoing coaching and mentoring of my buyer agents and for the vision and direction you help me stay focused on. This has been impactful, with life changing results! I would recommend your services to ANYONE!
Lisa Burridge
Lisa Burridge and Associates
www.LisaBurridge.com
Addressing the problem will only work and help you in the short term if you do not look at the source of it! It is not about time management, but personal management.
For additional information and guidance on this topic we have posted an article on our website entitled “Benefits of Your Time Well Managed!” for you to review.
Commitment for the Week:
Show us your commitment by commenting with your thoughts, plan and deadline below!
Make A Commitment: I will Manage My Time!
Deadline: _________
Bob Corcoran
But, what is a leader, really? Here are five characteristics you need to develop before you can be a true leader:
1. A visionary. While managers handle the day-to-day chores of a business, leaders have 20/20 vision and a bird’s-eye view on industry indicators and market trends to see where their businesses are going in the next six months to one year.
2. A planner. Leaders are able to take what they see from that bird’s-eye view and translate it into a business plan that reflects market conditions and gets results. By December of this year, they have all of next year on paper and are ready to attack.
3. A collaborator. Leaders know they need help, and they cannot do everything alone. And really good leaders are able to identify, recruit and collaborate with people and other organizations that can add balance and effectiveness to their business.
4. An enabler. Great leaders enable their employees to reach and achieve more by getting them what they need to do their jobs. Leaders will stop at nothing to make sure their employees have everything they need to achieve personal as well as business success.
5. A motivator. Leaders instill a strong sense of ownership among employees. When your team members feel they own their job, they reach new heights of achievement and motivation. And leaders are able to get everyone to accept personal responsibility to get their jobs done, and done well.
Commitment for the Week:
Show us your commitment by commenting with your thoughts, plan and deadline below!
Make A Commitment: I will determine if I would be happier, wiser, and wealthier if I were a leader in real estate.
Deadline: _________
Bob Corcoran
Do you have the right people to get it done?
The thing that keeps CEO’s awake at night most often is figuring out how to cover the group’s responsibilities with the resources available. Some people are broadly skilled; some are more specialized. Some work really hard; some produce less. You have to figure how to fit all the pieces together to cover the total job.
To determine whether you have the right people on your team to get the job done, you have to determine the aptitudes, attitudes and skills of each individual and then evaluate the combined total.
Everyone is skilled at doing something. What skills do each of your people have that are related to the job? Who can manage the listings and buyers? Who knows how to write advertising copy that produces results? Who is great at using your contact manager?
How good is each individual at this task? Do they know it well enough to teach others? How much will it decrease your production if you have your best client care manager train someone else? Would it be better to have someone else who is less skilled do the training or would that reduce the quality of the output?
For additional information and guidance on this topic we have posted an article on our website entitled “Do I Have the Right Administrative Team?” for you to review.
Commitment for the Week:
Show us your commitment by commenting with your thoughts, plan and deadline below!
Make A Commitment: I will evaluate my workload.
Deadline: _________
Bob Corcoran
There’s no “I” in team but there is in communication. That means if you’re leading a team, you’re the one in charge of communicating. I’ve been asked many times what it takes to keep a team happy, motivated and working together. The answer is simply communication.
For additional information and guidance on this topic we have posted an article on our website entitled “An I in Communication” for you to review.
Commitment for the Week:
Show us your commitment by commenting with your thoughts, plan and deadline below!
Make A Commitment: I will schedule regular meetings with my team or my Broker to make sure that I am on target to hit my goals.
Deadline: _________
Bob Corcoran
Team Got You Befuddled? Form a Huddle
Managing Teams for Profit…and Winning in Real Estate
Football fan or not, you can learn a lot from something the boys do regularly on the gridiron - huddle. That’s where each player learns what his job is and because he knows it, he’s motivated to win.
Here is a key point about teams I want you to remember - the players, your team members, want a plan. They expect a plan and they want to help and contribute. The desire is there. When there is no plan to follow, goals don’t get met, players get frustrated and before you know it, the scoreboard shows a loss.
For additional information and guidance on this topic we have posted an article on our website entitled “Team Got You Befuddled” for you to review.
Commitment for the Week:
Show us your commitment by commenting with your thoughts, plan and deadline below!
Make A Commitment: I will make a list of the tasks that I should be delegating and give the tasks away to a trained administrative person or a VA.
Deadline: _________
Bob Corcoran
Few people can spend the time and effort it takes to create effective behavioral interview questions.
Impress candidates with well organized and professional interviews. Don’t lose a good candidate due to poor interviews.
Re-use interview guides to save yourself time.
Trust your gut feeling, but only after asking the right questions and gathering the right information.
Get consistent interview results by giving consistent interviews.
Put your hiring managers out of their misery by providing them with a simple and effective hiring process.
For additional information and guidance on this topic we have posted an article on our website entitled “How to Conduct Effective Interviews” for you to review.
Commitment for the Week:
Show us your commitment by commenting with your thoughts, plan and deadline below!
Make A Commitment: I will review and revise my interview tactics based on the information I have just read.
Deadline: ________
Bob Corcoran
There are numerous prospecting tools or lead generating avenues available to agents and the numbers are growing every day. The question asked the most is, “Which one gets the best results?” The answer is always the same, “All of them and none of them,” because it depends on what effort you put into contacting and following up with the leads. The saying, “you reap what you sow” holds true no matter who, what, where or when you prospect. So you must have a plan of action to contact and follow up with your leads.
For additional information and guidance on this topic we have posted an article on our website entitled “Using a Virtual Assistant for Prospecting” for you to review.
Commitment for the Week:
Show us your commitment by commenting with your thoughts, plan and deadline below!
Make A Commitment: I will decide which tasks I want my “prospector” to perform and which tasks I want to handle myself. I will keep in touch with him/her weekly for status reports.
Deadline: _________
Bob Corcoran
Professional Real Estate Virtual Assistants (REVAs) electronically support Real Estate Professionals (REPs) from a distance. REVAS use the latest technology available to support their clients without geographical boundaries.
For additional information and guidance on this topic we have posted an article on our website entitled “The Top 10 Ways to Use a Real Estate Virtual Assistant (REVA)” for you to review.
Commitment for the Week:
Show us your commitment by commenting with your thoughts, plan and deadline below!
Make A Commitment: I will review my business and determine whether a VA fits into my business model.
Deadline: _________
Bob Corcoran
When the Internet took off in the 1990s, many predicted it would end agents’ jobs. Ha! Not even close! In fact, the Internet has bolstered Agents in many ways. One way is through the arrival of virtual assistants (VAs) - those who work off-site. Many specialize in helping agents. There’s a good reason why VAs are flourishing: efficiency.
Productivity is vital in business, but productivity without efficiency is a sure path to a slow and painful death in real estate - or in any other business. VAs help you put a laser-like focus on what you do best - sell real estate.
I practice what I preach. My director of technology lives in British Columbia. He saves me a bundle every year. I don’t pay for his equipment, office space, insurance, vacation days, sick days, training or any other budget-draining items. I pay him only for what he does best - so I can do what I do best. Talk about synergy.
I like VAs because they go to the very heart of my business: developing and implementing systems that put real estate practices on autopilot so agents can enjoy more of their life.
For additional information and guidance on this topic we have posted an article on our website entitled “Virtual Assistants and the Power of E-Productivity” for you to review.
Commitment for the Week:
Show us your commitment by commenting with your thoughts, plan and deadline below!
Make A Commitment: I will assess my efficiency in my real estate practice and take action to be more efficient!
Deadline: _________
Bob Corcoran
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