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Jan
05

Do You Have a Job Description for your Agents?

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A�Do you have a job description for your agents? Most agents tell me they did not receive a job description when they started in the business (or in the interview). If not, why not? In my last blog, I discussed the fallacy that agents should start out as ‘independent’ business people. Now, I don’t mean they shouldn’t take responsibility for their actions and success. I mean that we shouldn’t abdicate our responsibility to teach, train, and coach them so they become great salespeople (so they can become independnet).A� Besides not having skills they need to succeed, they usually don’t even know what the job is!

Poor Job Descriptions Abound

As I teach management courses nationally, and speak nationally, I see many examples of poorly thought-out job descriptions and activity plans. What do you think is a poor job description? Take a look here. A�( a preview is to the right).

Why do you think I regard it as a poor job description? It’s not:

Prioritized

Some of the activities don’t result in success

My conclusion: This job description was written by an academic who had never been successful in real estate!

Abdicating our Leadership Responsibilities

Part of that abdication of management responsibility, I believe, is not providing a prioritized job description to your agents. Notice I said ‘prioritized’.A� Which activities should the agent start with? Which are important to be successful? Which are less important?

Before I share my job description with you, please write the job description you believe is the one you expect agents to follow.

When do you share that job description? In the interview? I hope so.

My Prioritized Job Description

Now, take a look at the prioritized job description I developed as a foundation for the new agent’s start-up plan, A�Up and Running in 30 Days. How does yours differ? What does your job description say about what you think is important? Are you gaining as much success for your new agents as you should? What does your job description and start-up plan have to do with those results?

For a printable copy, click here.A�

Get that job description refined. Talk to some of your agents to assure it’s the job description that reflects how you hire, train, and retain. Start using it in your interviews. Now, you’re getting much more effective and efficient.

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If you’re a busy owner or manager, you’re probably wondering how you possibly implement the leadership you know it takes today to move your company forward. I’ve got the answer. Once a month, I’ll share a new leadership strategy–a strategy you can instantly implement in your company to motivate, energize, and help your agents be more productive (plus, these are great recruiting tools). Take a look at 365 Leadership.

For just $39.95 per month, you’ll get that strategy/action plan, an instructional webinar, a coaching tele-conference call, and all the ready-to-use documents you need to make that strategy a reality. Our new session starts in January, 2012. Don’t worry: You can join through March and get any sessions you may have missed. And, you will have access to all the completed sessions any time you want to view or review them. Check out 365 Leadership today. Let me share with you the specific, creative strategies I used to rebuild 2 real estate offices into exceptional profits.

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