July 31, 2021

How to Build and Manage a Real Estate Team? Step by step

Do you know how blue city islamabad manage a real estate team?

It is clear that this is one of the most important processes and activities that you, as a manager or leader, need to put into practice. After all, the team is the engine of the company.

But this alone is not enough. For an engine to work, everything needs to be perfectly up to date. From the fuel to the most hidden screw.

Of course, this is just a metaphor for us to understand how important it is to manage a sales or administrative team well, within a larger core.

And in the case of a real estate agency, this is no different. After all, just selling real estate is not enough for the long term to be prosperous. It is necessary to prepare the basis so that everything works in the right way.

And if your goal is to transform your real estate company into a productive and motivated environment, be sure to follow our step-by-step instructions below.

Come on?

Managing a Real Estate Team – Where to Start?

To understand how to manage a real estate team, it is more than important to start with extremely basic items. In other words, productivity not only in motivation, in extra gain or a “gift” break. She is also in good planning and a good structure of goals and objectives.

Of course, the items we mentioned earlier are very important and we’ll talk about them later in the text. After all, the team is still human and, of course, has human needs.

But, so that you can extract the most and the best possible from each one of the collaborators, it’s no use wanting to be a boss who demands or demands incisively. This, in the long run, has no validity. All that’s going to happen is you losing your team.

That’s why we’ve separated a list of features and actions that you can put into practice today. So, get a pen and paper so we can begin our study. See below:

  • Start with a good business plan– Know where you want to go;
  • Set clear and objective goals so you know what to do;
  • Hire a team based on the needs created in the steps above;
  • Establish a culture of goals – Not schedules;
  • Your team needs to be satisfied and happy – And this goes far beyond work;
  • It is essential that there is purpose in the work;
  • Offer professional and useful tools – This can’t be a problem;
  • Communication needs to be very clear;
  • Respect the differences – Your team shouldn’t be robotic;
  • Lead your team – Don’t be boss;
  • Encourage the team’s professional growth – Courses, lectures, events;

We’ll talk about each of these items individually from now on.

Start with a good business plan – Know where you want to go

The first step for you to manage a real estate team is, without a doubt, to take a few steps back and start from more bureaucratic situations. In other words, make the foundation so that everything can grow in an organic, orderly and aligned way.

We are talking about the all-important business plan for real estate . This is a document that many people end up romanticizing in the wrong way and that can, of course, make or break your business.

As much as a PowerPoint slide or an Excel spreadsheet accepts any kind of information and plan, this does not mean that what you put there, in fact, will work or bring results.

Therefore, your real estate business plan needs to exist much more so that you have a north and know what to do, than to “predict” the future or do any kind of futurology.

The business plan is an extremely important document that will dictate the pace of actions in the medium and long term. Always think about it!

Set clear and objective goals to know what to do

The second step is to set good goals so that your team can actually achieve them.

See that managing a real estate team is much more a matter of clarity in operations, than any other kind of magic that pulls a rabbit out of a hat.

As much as dealing with humans is never a linear and simple task, know that the more you facilitate and make things clear, the better the results will be.

Setting goals doesn’t mean sinking a working collaborator so that he or she can fight against time and solve problems by magic. On the contrary!

Setting goals will help you to even hire more people. People, these, specialists in their functions and qualified professionals who will be able to act on specific goals.

Remember that quantity is not necessarily quality. You need to find a smart way to divide activities according to what your real estate company needs and according to the skills of the team.

Here are some tips to motivate your team , as complementary content.

Hire a team based on the needs created in the steps above

Another very important issue to manage a real estate team is the hiring factor.

Hiring people is not easy. And hiring the right people, even less. But, there is a way for you to be able to do this professionally and safely. This form is just what we mentioned earlier: business plan and goals!

It is only from these two scenarios that you will be able to bring into your real estate, who really fits the profile to achieve these goals.

After all, if you don’t know where you want to go and how to get there, how are you going to hire someone to make it happen? This creates imbalance and hiring can be wrong and exhausting for you and the employee.

You will have to charge the employee for something he doesn’t know how to do, and the employee at the same time won’t know how to do, because he doesn’t know where you want to go. It gets complicated, doesn’t it? This is the importance of even having human resources professionals to choose the right profiles and work with the alignment of strategies.

Establish a culture of goals – not schedules

To manage a real estate team intelligently, you must create a culture that does not need to have simple charges and that generate discomfort, such as schedules, for example.

Think that when you hire a professional to carry out an activity or fulfill a goal, you are hiring him for that. And not for him to be a robot from your real estate agency.

Of course, rules and limits need to be there. But, this will certainly not be a problem when the team is professional and motivated with a greater purpose than simply receiving the end-of-the-month salary.

Think that when you are hiring someone, you are not doing a “favor” and, in this way, the employee becomes a hostage of this “favor”. You are offering an exchange: the professional’s time, for solving and achieving a specific goal.

Once this is aligned, you certainly won’t have “annoying” problems to solve, like a delay, for example. After all, if the goal is being reached and the objectives fulfilled, the delay will not make any practical difference.

Don’t let the ego speak louder than what really matters. Think about it!

Your team needs to be satisfied and happy – And this goes far beyond work

We’ve already written here on the blog some tips to keep your real estate team motivated . But be aware that there are not just one or two ways to do this. On the contrary.

There are countless ways to build a motivated environment, for one simple reason: those who work in this environment are human. And humans, of course, have their particularities and differences that need to be respected.

And the secret of motivation lies precisely in this aspect: the more you can encourage the person through what makes them different, the more they will be motivated to work.

A practical example of this is an employee who is not able to perform very well in the morning, as he spends a sleepless night due to his newborn child.

Why not make this employee work only in the afternoon, so that he can take care of his life first, so that he can also pay off at work?

It is these small individual attitudes that can make a big difference in the motivation of the collective. What may be good for one may not be good for the other. Always think about it!

It is essential that there is purpose in the work.

Have you ever thought that in order to be motivated, you have to have a purpose?

The human being is very complex and full of ups and downs. And a situation that is very latent in anyone’s life is the question of purpose. It takes purpose so that goals and dreams can be realized.

And mind you: purpose is not just a goal. It can, yes, be goal-directed. But it is always necessary to have something more. What will that goal, when hit, reflect in the lives of those who hit it? What is the context of all this? What will improve? What will get worse?

All of these questions cannot be answered overnight, as there are many subtexts for us to understand. But, a practical example of this, are the human issues: fulfilling customers’ dreams, seeing them happy, helping them find the ideal product and participating in the construction of a life, it can certainly be taken as a purpose for the work to pay off in an energetic way. .

Managing a real estate team is, without a doubt, about seeking and finding purposes.

Offer professional and useful tools – This can’t be a problem

Another very important point to manage a real estate team in a professional way is to offer the best real estate tools and software . This step is already starting to get into much more practical issues, than mental and psychological ones. Although everything is interconnected. After all, a professional without tools will feel unmotivated and unguarded. Which generates less income, of course.

Therefore, do not hesitate to invest in what is best so that your employees can focus solely on one thing: work! They cannot be limited to performing an activity for lack of equipment or tools. This will generate a negative emotional charge and they may feel helpless.

So, offer a good computer, a good mouse, a good internet, a good system, a good organization, etc. Think about it!

Communication needs to be very clear

Communication is, without a doubt, one of the factors that most generate rework and problems within a real estate (or company in general). After all, speaking wrongly or speaking unclearly is often worse than not speaking at all. When you command some action, it will have consequences that can be very bad if not done right.

So, always try to write or speak everything in a clear and chewed way. Don’t let your ego get so loud that you feel the employee just needs to turn around and try to understand what you mean. The more information you provide, the better the team’s performance will be. And this will reflect on all the other fronts we’ve presented so far.

Respect the differences – Your team shouldn’t be robotic

Respecting differences is one of the most important criteria. This is where you’ll often “earn” your team’s long-term trust and collaboration. So, yes, see your team as a collective, but never stop looking at individualities. Humans are not the same, they never will be and they are not even forced to.

And the more you demonstrate to the employee that you care about them on an individual basis, the more they will feel “embraced” by the company and, of course, the more they will wear the shirt.

Lead Your Team – Don’t Be Boss

And finally, use the concept of leader to manage your team. And not a boss. This is a classic tip but it’s not always easy to put into practice. After all, we still live in a world where there are those who are in charge, and there are those who listen. It even works to generate hierarchy, which is important. But in practice and on a day-to-day basis, you can’t be the boring or boring boss. You need to be a leader.

And to be a leader, take the lead in situations, take the blame, listen to the pain, praise in front of everyone and cover individually, etc. Earn the collaborator’s trust so that he/she will help you to gain what you are looking for: goals and objectives, as discussed in the first topic of this text.