5 Ways to Attract (and Keep) a Great Staff

The employees in your real estate office should be an asset to your bottom line. But that starts with good leadership from the broker or manager.

According to a 2015 Gallup poll, 50 percent of employees leave their job because of their bosses. However, employees can leave for a number of other reasons, such as opportunity, better pay, or more responsibility. Regardless, attracting and retaining a quality staff for your brokerage is not only good for the bottom line, it’s good for customer service. Here are five ways to best attract and retain great employees. 

  • Be a coach, not a dictator. We all know being a manager or owner is not an elected position. Maybe that’s why so many managers are prone to bark orders and rely on negative reinforcement. Instead, become a coach. Team coaches are still the boss, but understand that like athletes, staff need to be instructed, encouraged, praised, appreciated, and, when necessary, disciplined. The key is to prioritize your energy towards the positive tasks first.
  • Be flexible … to a point. Regardless of what some bosses think, employees do not live to work. They have lives outside of the company. A sick parent, a dentist appointment, or a child’s class field trip can all conflict with a preset work schedule. Setting policies that give freedom within established boundaries can reduce stress and allow staff to better focus on their jobs when at the office.
  • Understand the job. Managers often have a hard time understanding what employees go through on a daily basis, especially if it’s a job they’ve never held themselves. Communicating with customers, developing new marketing initiatives, and managing the transaction are all important roles staff members can play in a real estate company. Understanding employees’ daily tasks will result in more empathetic and thoughtful managers.
  • Be a problem solver. Managers need to understand that they and their staff are all on the same team. And anyone who feels part of a team naturally wants to contribute more. Helping staff solve work-related problems not only reduces down time but can also present opportunities for ineffective processes and procedures to be updated.
  • Empower others. Employees who are not sure what they are allowed to say will always say no. This can result in angry customers, lost sales, or missed opportunities. Staffers that are empowered to make decisions within a framework of guidelines will usually make the right ones. Empowerment will also lead to pride and ownership of their positions—two traits that employees will likely not want to give up.


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