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4 Ways to Give Agents More Control


Leaders know the dangers of micromanaging, and most try to avoid it. But even if they’re not micromanaged, associates may still feel they don’t have a voice at the office. A recent survey of 9,000 workers found that 95% percent of respondents said their ideal future workplace wouldn’t be controlling. Handing over the reins and giving agents more control can make for happier, more engaged offices. Here are a few ways to do that:

1. Let agents choose what they want to be an expert in.

First time homebuyers, relocations, VA loans; let your agents decide their specialty with regard to where their passions are. Agents want more opportunities to develop their strengths and then use their skills in a meaningful way. 55 % of US employees surveyed rated opportunities to use their skills and abilities at work as a very important contributor of job satisfaction. Agents also perform better and are more engaged in their work when they and their managers focus on building their strengths, rather than improving their weaknesses.

2. Grant more to-do list autonomy.

While deadlines are inevitable, giving agents the choice to take on tasks they want to do can improve their satisfaction and performance. Providing this autonomy is motivating, so instead of telling associates what they have to work on and when, allow them to take on responsibilities that relate to their goals. When projects have the same priority, let agents choose which one to tackle first. These decisions may seem small, but they can make a big difference in happiness and motivation.

3. Allow for more flexibility.

Agents want not only more control of what they do, but also a say in when and where they work. They want a less formal work environment that allows them to work in whatever way is best for them. Focus less on when agents work and what they get done. Give them control of their schedule and environment to make work more productive and enjoyable. Part of the draw of a career in the real estate industry is flexible schedules, so let your agents take advantage of this and work when and where it works for them.

4. Give agents a voice.

Instead of the traditional manager-led, formal review, give agents some control back by making reviews a two-way conversation. Forget the yearly review and adopt an ongoing feedback process that both leaders and associates contribute to.

Think you’ve got what it takes to run an autonomous team of winning agents? Bring your entrepreneurial skills to EXIT Realty Massachusetts. Learn how to get started in just 30 minutes and watch your new career take flight.



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EXIT Realty Massachusetts is an Equal Opportunity Employer and supports the Fair Housing Act. Each office is independently owned and operated. Site is subject to change without notice. While the information on this site is deemed to be accurate, EXIT Realty Massachusetts does not guarantee its accuracy, and provides this information without warranties of any kind, either expressed or implied. This site is not intended and shall not be deemed to constitute any offer to sell a franchise. Franchise offerings shall only be made by a Franchise Disclosure Document. Please disregard if you are currently under a contract with another brand.

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