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Matthew Rathbun CRS Team Presentation
This document provides guidance on building a real estate team to grow your business. It discusses assessing readiness to hire staff, defining team roles and structure, recruiting and onboarding new members, and establishing processes and accountability. Key steps include evaluating business and financial plans, legal requirements for hiring, developing job descriptions, and creating a collaborative culture through regular communication and goal setting. The overall message is that building an effective team requires careful planning, strong leadership, and a cohesive vision to increase productivity and income.
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Matthew Rathbun CRS Team Presentation
- 1. BUILDING A TEAM TOGROW YOUR BUSINESS matthew rathbun theagenttrainer.com
- 2. 2 • Restrooms • Breaks •Expectations • Participation
- 3. Hi! I’m Matthew! TheAgentTrainer.com| @MattRathbun #Broker #Troublemaker #Storyteller #BrandFanatic #Geek
- 4. Now You! In under30 seconds, tell us: • Your Name • Your Firm • Years, Months, Minutes In the Business • What s your story?
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- 6. I m hereto help you build a kickass team… or to not. 6 …up to you
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- 9. 9 You re TheLeader - Let s Start With You • Will hiring help you achieve your goals? • What Is your broker s stance on teams? • Legal and procedural requirements for hiring • Personal readiness to lead • Business readiness to hire
- 10. 10 Advantages of BuildingA Team • Increase in Income • Broader reach in the market place • Reinvigorating your love of the business • Increased transactions • Ability to specialize • New avenues of clients
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- 13. 1. Supportive Leadership 2.Team Policies 3. Resources 4. Coaching / Mentoring 5. Technology 13 Team-Ready Brokerage
- 14. Legal Considerations 14 1. State Regulations 2.Advertising Rules 3. Brokerage Policies 4. Agency Considerations 5. Federal Considerations
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- 16. 16 State Of YourBusiness • Business Plan Review • Goals and Objectives • Do You Want To Grow? • 1year, 2 year and 5 year plans • Is Your Business Diverse? • What is going on now that you re considering a team
- 17. 1. Business Plan 2.Business Projections 3. CEO Mindset 4. Financial Readiness 17 Are You Are Running Your Business As A CEO?
- 18. 7 Things SuccessfulAgents Do Differently
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- 21. What s Your Hourly Rate? 21 Hourly RateFormula Total Income - $100,000 10 (hours/day) x 6 (days/week) x 51 (weeks/year) = 3060 hours $100,000 / 3060 = $32.68 value per hour
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- 25. THE NEED FOR ORGANIZATION 1. OrganizationalStructure 2. Job Descriptions 3. Written Agreements 4. Goals and Expectations 25
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- 27. DO YOU REALLY NEEDAN ASSISTANT OR JUST WANT AN ASSISTANT? 27
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- 32. • Cannot ShowProperty • Must Be Paid a Salary/Hourly • Cannot Give Opinion/Advice • Cannot Hold Open Houses • Measure Homes • Host Walk-Throughs • Can Act as Courier • Can Organize Documents • Can Schedule Appointments • Can Place Signs • Can Produce Marketing Under Supervision of Agent • Employment Is Subject To Approval of Broker Unlicensed Assistants
- 33. 1099 VS W2 1. IRS criteriafor 1099 or W2 2. If an individual is hired to do tasks that do not include traditional client representation, carefully consider how they are classified and compensated 3. Hourly or salary basis (if not IC) – regardless of license status 4. Tax withholding and other state and federal employer requirements 33
- 34. FEDERAL GUIDELINES 1. The degreeof control exercised by the alleged employer. 2. The extent of the relative investments of the (alleged) employee and employer. 3. The degree to which the employee’s opportunity for profit and loss is determined by the employer. 4. The skill and initiative required in performing the job. 5. The permanency of the relationship. 34
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- 38. SOME THINGS TO CONSIDER INYOUR AFFILIATION AGREEMENT 1. Start date of relationship 2. How commission is disbursed 3. Who pays what fees 1. (MLS, Assoc., etc…) 4. How is vacation and time-off handled? 5. Who handles team finances? 6. Job description for each team member 7. Who is primary for listings and leads? 8. How will disassociation from the team occur 9. How is departing member compensated 38
- 39. COUNTING THE COST ARE YOU READYTO PAY STAFF OR SPLIT YOUR COMMISSION?
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- 41. JOB TITLES AND DESCRIPTIONS • TeamLeader • Assistant • Marketing Coordinator • Listing Administrator • Client Coordinator • Buyer Agent • Listing Agent
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- 45. INTERVIEWING PROCESS 1. Pre-inteview candidatescreening 1. Google 2. Nudge.ai 3. Resume 4. Portfolio 2. First Interview 1. Video conference 3. Tasks to determine fit 4. Second interview 1. Bring a friend 5. Candidate Selection 1. Background check 45
- 46. CAREFUL WHAT YOUASK. YOU’RE AN EMPLOYER NOW.
- 48. COMPENSATION CONSIDERATIONS • Commission Splits •Business Origin Split Differential • Team Expenses vs Agent Expenses • Contribution to Team Expenses • Conflict Resolution
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- 59. TEAM MEETINGS 59 • Consistency • StandupMeetings • Monthly Meetings • Documentation • Company Meetings
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- 63. WRITTEN REVIEWS 1. 30, 60,90 and Annual Reviews 2. Should be in writing 3. Outline goals and expectations 4. Followup on corrected behavior 5. Be consistent with both IC and Staff 63
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- 65. 7 Things SuccessfulAgents Do Differently WHEN ITS TIME TO GROW Ideas Organization Assistant Team CEO
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- 67. THE IMPORTANCE OFCULTURE
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- 69. GOALS CREATING AN ACTION PLAN 1. Specific 2.Measurable/Meaningful to you 3. Attainable 4. Realistic 5. Timely 69
- 70. 70 Helen Keller "Alone, wecan do so little; together we can do so much."
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- 72. 72 IT’S EXAM TIME… BREATH.YOU’VE GOT THIS… Start here bit.ly/BuildTeamBiz Evaluation https://goo.gl/TghWH3 30% OF MEMBERSHIP CODE: RATHBUN2019
- 73. Thanks for yourtime! That’s Jett Facebook: /mattrathbun Twitter: @mattrathbun Matthew@TheAgentTrainer.com TheAgentTrainer.com