There are six other ways to motivate agents that have longer lasting results than money. The challenge is determining what motivates your real estate agents.<\/p>\n\n\n\n
When Mary started with the brokerage firm, she was enthusiastic, energetic, and consistently the top sales person on the team. She got along well other agents in the office and was known for her superior customer service skills.<\/p>\n\n\n\n
Over time something changed. The brief interactions with her co-workers usually turned into complaint sessions. She ignored phone calls and didn\u2019t respond to emails. Home buyers and sellers were frustrated. Mary seemed unconcerned about her drop in customer service and real estate sales.<\/p>\n\n\n\n
John, Mary\u2019s manager, was at his wits end. He wanted Mary to get back to the level of sales he knew she was capable of. He tried multiple things to get Mary motivated from inspirational talks to help business planning. All resulted in short-term improvements but they didn\u2019t last.<\/p>\n\n\n\n
If so, don\u2019t give up too soon. There are six other ways to motivate real estate agents. The challenge is determining what motivates them.<\/p>\n\n\n\n
Asking a salesperson outright what motivates them usually doesn\u2019t work. Most people haven\u2019t given it much thought. Instead, act like an investigator and look for the clues so you can identify the motivational factors of each individual.<\/p>\n\n\n\n
Here are six common motivational factors and the clues to look for:<\/p>\n\n\n\n
You might notice them coming up with creative ideas for celebrations or suggesting get-togethers. \u201cWhen\u2019s the last time we went out for Happy Hour?\u201d, they might say. Listen for what they do outside of work. Do they spend a lot of their free time with friends and family? Do they participate in group events like book clubs or sports teams?<\/p>\n\n\n\n
Keep this person motivated by asking them for ideas; designating them as the celebration coordinator; and including them in projects.<\/p>\n\n\n\n
You can identify them by their willingness to speak for the group. They are the \u2018go-to\u2019 person when others need answers or reassurance. They are the person the team looks to for direction and advice.<\/p>\n\n\n\n
Keep this agent motivated by asking them for their opinion on matters that affect the group. \u201cHow do you think the team is going to react to this change?\u201d is a simple, yet very effective way to let this person know that their position within the group is clear.<\/p>\n\n\n\n
Salespeople who are motivated by appreciation talk a lot about their accomplishments. They might come to their one-on-one with a list of what they\u2019ve done. Managers who don\u2019t understand what clues to look for may mistakenly assume the person is full of themselves or is just bragging. That usually isn\u2019t the case. They’re looking for some appreciation.<\/p>\n\n\n\n
Keep these agents motivated by giving sincere, specific, and timely appreciation for their efforts. Catch them in the act of doing something right and comment on it immediately.<\/p>\n\n\n\n
They are usually self-starters who take an interest in their productivity. They tend to set goals both professionally and personally. They love the feeling of accomplishment when they can check off a goal and then are on to the next one.<\/p>\n\n\n\n
Keep them motivated by communicating key performance measures, encouraging them to set bigger goals, and sharing their progress with them on a regular basis.<\/p>\n\n\n\n
They might obsessively worry about their performance. They ask a lot of questions. They are excessively concerned about change. Some managers assume the person is needy. In a way they are. They need security, reassurance, and confidence in their abilities.<\/p>\n\n\n\n
A manager can help this salesperson by taking the time to answer questions; communicating changes early and often; and boosting their confidence by giving them opportunities to prove they are capable.<\/p>\n\n\n\n
One of the most obvious clues is that they ask about career advancement when they interview for a position at your brokerage firm. They\u2019re willing to take on extra responsibility in order to prepare themselves for their next step.<\/p>\n\n\n\n
Keep them happy and motivated by talking to them about what they are interested in doing next and creating a career path for them that clearly outlines a plan for advancement. Delegating projects is a way to provide growth opportunities if a promotion isn\u2019t an option.<\/p>\n\n\n\n
Back to John and Mary. Once John took the time to look for the clues, he realized that what Mary really wanted was appreciation. John wasn\u2019t known for giving out verbal praise, but he was willing to give it a try. Instead of waiting until Mary told him about her accomplishments, he looked for opportunities to praise her. Before long, John saw improvements in Mary\u2019s attitude, and she began to have the same energy and enthusiasm she had when she started.<\/p>\n\n\n\n
It wasn\u2019t easy for John to get out of his comfort zone, but it was a lot less expensive and stressful than what he had been doing.<\/p>\n\n\n\n
Before you give up on an unmotivated employee, challenge yourself to search for clues about how to motivate them. You might be surprised at what a big change can come from a small adjustment to handling motivation issues.<\/p>\n\n\n\n
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