structuring your real estate team for success
Post on 23-Jan-2017
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STRUCTURING YOUR TEAM FOR SUCCESSVija Williams, The Vija Group
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Meet our presenter
VIJA WILLIAMSPremier Agent
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A little background…
Shifted focus to the high-end market2011
2001 Entered the real estate industry
Made first hire, formed Vija Group2013
10M
20M
30M
40M
50M
60M
70M
2012 2013 2014 2015 2016
My team of 15 is pacing to do $70M2016
700% GROWTHSALES VOLUME
Projected
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Today, my primary job is toempower my team to succeed.
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Let’s discuss…
Define your team structure
Establish a compensation plan
Create a process to scale
Determine your long-term goals
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Define your team structure
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Vija Group team structure
ADMIN LEAD GEN SALES
Director
OSA (Outbound Sales Agent)
ISA (Inbound Sales Agent)
Director
Listing Specialist
(10) Agents
Transaction Coordinator
Listing Coordinator
Director
Executive Assistant
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Admin roles and responsibilities
Executive Assistant
Manages transaction paperwork, from mutual
acceptance to closing.
Handles all listing marketing, scheduling
and paperwork.
Creates and manages office systems, schedule
and operations.
Transaction Coordinator
Listing Coordinator
Takes lower-cost activities off your plate, allowing you (and your agents) to spend more time doing income-producing activities.
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Lead generation roles and responsibilities
• Prospecting• Cold calling • Nurturing
• Responding• Following up• Converting
Generates new seller business by:
Handles all incoming leads by:
ISA OSA
Filling your team’s pipeline with qualified prospects, allowing your agents to focus their time on current clients
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Sales roles and responsibilities
What’s the best approach?There really is no right answer. It comes down to what
works best for you and your business model.
Handle all buyer leads, and self-generated
seller leads
Sales Agents Listing Specialist
Handles all seller leads generated through
advertising and the OSA
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Establish a compensation plan
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Compensation for coordinator roles
Common for smaller teams Eliminates fixed cost Only paying for closed deals
Pay per file Straight salaryVS. Common for larger teams Adds fixed cost but reduces
cost of sale
Comparing two common approaches…
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Paying your ISA/OSA on a “Base + Bonus” plan
Three approaches for a closed per file bonus…
Flat fee bonus
One-size-fits-all approach that isn’t
altered by home price
1 2 3
% of commission
Incentivizes results by giving them more
skin in the game
Tiered flat fee
Helps ensure quality service across all
price points
Unit count
Prices
Unit count
Prices
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Compensation for agents
Four factors to consider when determining commission splits…
1 2 3 4
Lead costs Competition Value prop Cost of sale
Ensure team members receive
20 - 40monthly leads
Research what other local teams
are paying and stay competitive
Justify your splits with the other
tools & resources you can offer
Determine your revenue goals and set your split limit
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Create a process to scale
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Implement a lead routing plan
Your ISA Premier Agent Concierge
Lead routing rules
Distribute leads to your team members using…
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Determine yourlong-term goals
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The big question
ACTIVE PRODUCTION
FULL-TIME LEADERSHIP
or
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