Hiring and Firing...
I want to start by saying... everything I am about to share is easier said than done.
I want to acknowledge this right up front.
The hardest part to building a winning team is hiring the right people and then firing people who are not working out.
Real estate is not a team sport by nature. This is why the talent part of the team building equation is so challenging.
First you have to get your expectations in line. You are not hiring YOU. If you can find people who consistently sell 10 to 15+ homes per year with a great attitude... you want to hire them all day long.
Someone being a culture-fit is what is most important.
You cannot coach smarts...
You cannot coach desire...
You cannot coach attitude...
You cannot coach work ethic.
These are the qualities you recruit to. Everything else you can coach.
Make sure you re-read the section above on Coachability.
THIS IS A MUST!!
You need to establish a process for hiring.
It starts with developing a formalized team agreement which spells out every aspect of being on the team. This is not optional. You can consult with an HR person to get guidance.
Be clear about your ideal team member.
Always be recruiting.
It is never the wrong time to hire the "right person" and it is never the right time to hire the "wrong person".
Keep refining your recruiting ads.
Indeed, Linkedin, Wize-Hire... there is no perfect place to run your ads.
Always request a cover letter from anyone responding to your ad. Make them jump through at least one small hoop up front.
Get references and check references. It is mind blowing how this is rarely done.
Always pay attention to the post interview follow up on the part of a candidate.
When you are interviewing... you are not selling. You are finding out to the best of your ability... Is this person going to be a good team fit?
Again, be very clear what you are looking for going into the process.
The most you can hope for out of the interview process is... eliminating people you definitely don't want.
You won't know what you really have until you put someone to work.
Pay attention to how they show up to the interview process. Are they more interested in what they will be getting or what they can contribute?
Be clear about your splits. If they keep asking about how they can get more... say goodbye.
It typically doesn't take more than 30 to 60 days to identify who is a good fit and who isn't.
In addition to a hiring process...
You need an onboarding process...
You need a training and accountability process.
You have to keep new people on a short leash. They need guidance, structure and accountability.
You can't just throw someone into the pool and hope they can swim.
You must set people up for success.
Every new team member is going to take a lot more time than you expect. Be prepared.
One thing you need to stress and be able to provide is clear direction. You cannot expect people to do what you want when you leave them alone.
Things don't tend to get better over time.
Like hiring, onboarding, training...
You need a process when it is time to terminate someone.
Again, consult with a HR person to find out what you need to do to limit your liabilities when you fire someone.
Most agents have a difficult time letting go of people because they don't have a process including performance standards.
Culture misfits and non-productive people will impact your team in a very negative way.
Be very clear... any person you want to let go... will suddenly have a "big deal" that is about to pop!! Terminate anyway!!
You will need to take the time to think through all of this prior to bringing someone on your team.
You have to define each step of the hiring and firing process, document all of it and keep refining on a continuous basis.
You are going to make mistakes. It is part of the learning curve. Don't feel discouraged. Learn from every mistake.
People will fool you. Don't get down on yourself. Keep improving your process instead!!
If you are truly committed to being a successful team leader... email email@example.com and request Session #1 of the 6 Week Ultimate Team Playbook Coaching Program. Please put Session #1 in the subject line.