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Archive for job description

Managers: Do you provide a job description for success during the selection process? If you’re like most managers, the answer is ‘no’. And, if you’re not, you’re missing a great opportunity to

1. Find out if that agent intends to do the job of a successful agent

2. Get that agent on track to successful action priorities

3. MAKE more money from that agent (and that agent makes more money!)

Real vs. Ideal

In truth, whatever we do each day becomes our job description. Rather than leaving those actions to chance, help your new agent (or transferring agent) get her/his business on track from day one.

To Create your Agent’s Job Description

List all the activities agents do in a business week. Now, go back and prioritize them as ‘business producing’ (those that lead directly to a sale) or ‘business supporting’ (those that support those business producing activities).

Okay. Now, compare it with my lists.

Here’s my list of business producing activities:

Business Development (those activities that result in a sale)

  • Contacting prospects (a�?lead generationa�?)
  • Following up on a�?leadsa�? -A� only phone and in person count here
  • Qualifying buyers
  • Showing homes to qualified prospects
  • Writing and presenting offers to purchase
  • Giving listing presentations to qualified sellers
  • Listing marketable properties
  • Attending offer presentations on your listings
Here’s my list of Business Supporting Activities
  • Previewing properties
  • All paperwork
  • Mailings/marketing
  • Talking to loan officers, title companies
  • Attending meetings
  • Education/research
  • Creating processes and systems
  • Personal website work/email marketing/social media

How often do you expect agents to do business producing activities? How often do you do expect them to do business supporting activities?
Here’s my prioritized job description for a successful real estate agent.

A Prioritized  Job Description of a Successful Real Estate Agent

Create your version of a job description with prioritized activities. AND, provide it during the interview process.

 

What’s your manager’s job description? This month, I’m featuring blogs for new managers (but, these tips would apply to any manager anywhere, anytime….).A� In my coaching business, I often ask managers

“Did you get a job description when you were hired as a manager?”

They almost always answer “no”. And, my question is, “If you didn’t get a job description, how do you know what your owner expects of you? How do you know your priorities?” In fact,A�managers don’t. So, before I share my prioritized job description for managers, write down your job description as you see it–with the priorities of the job.

What do you think are the parts of your job that move your office ahead in production and profits?

What are the ‘support’ parts of your job that you need to do to keep the ship afloat?

Which of these categories do you do more consistently? Why?A�

My Job Description for a Real Estate Manager

Now, click here to gain my manager’s job description.A� Not only have I prioritized the activities managers do, I’ve quantified them with numbers of hoursA�managers should spend in each category. Compare my description to yours.

General Managers: Use this description to hire and terminate

Too often, when managers are hired for the job, they aren’t told the priorities or the amount of time they should spend on those priorities. Then, when they aren’t attaining their goals, and their ‘boss’ gets frustrated, the manager says, “Well, I’m doing what I thought you wanted me to do.”

Misleading Statements in the Interview Lead to Managers’ Failure

From working with managers for decades, I’ve heard some doozies in the interview. One manager told me his owners told him–during the interview–he didn’t have to recruit. After a couple of years of his office failing, his owners hired me to get the managers (3 of them) to recruit! What a setup…..

Another group of managers told me they were hired ‘to keep people happy’. Nothing about production. Nothing about profits…..these managers were really glorified baby-sitters!

So, be careful to provide your version of the manager’s job description during the interview, and create your interiew questions to reflect your values.

Managers: Get Your Obligations Straight In the Interview–Not After

If you’re just interviewing for a job now, or are a new manager, take my job description to your owner or general manager and find out exactly what your priorities are. Find out what you’ll be held accountable to. Find out what training and coaching you’ll receive to reach and exceed those goals. Now, we’re all on the same page!

Whata��s your job description? Did you get one prior to taking your present position with your company? Very few managers did. If you didn’t,A� how do you know what to do every day? How do you know the priorities expected by your a�?bossa��? (Or, if youa��re the boss, how do you know your priorities? How do you know how to hold your managers accountable?)

Your Present Job Description

Here’s how to figure out the present job description you’re ‘using’. Aalyze the number of hours youa��re spending in

Business producing activities (recruiting, selecting, training, coaching, team building)

Business supporting activities (everything else!)

That gives you a great idea about your actual, practical job description. Is it the one you want? Is it the job description you thought you were following?

A Prototype Job Description for You

I’ve created a prototype job description with hours allocated to various types of activities.

Click here to get it and compare it with your job description analysis. What do you think of my descriptions? What do you think of my hourly allocations?

After your analysis: What do you want to change to move your office forward? Do you need to move more into leadership, and away from a�?maintenance managementa��?A�

General managers or owners who hire managers: Create a job description from which to interview potential managers. Never hire without getting agreement from your candidate that he/she will execute THAT job description!

A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A� If you’re wondering whether you’re on track with your career, why not take advantage of our complimentary consultation in our Leadership Mastery coaching program? Click here for more information.