Increase Real Estate Agent Production and Get More Experienced Agents on Your Team

Increase Real Estate Agent Production and Get More Experienced Agents on Your Team


Josh is really in charge of all the sales
training, the accountability and the recruiting for this team and his team sells about 450
units per year. Hi, this is Brian Icenhower and I am here
today with Josh Wells. Josh, thanks for being here with us. Thanks for having me. Yeah. Josh is the, uh, sales and expansion director
for the ED Waters network. They’re a amazing real estate team and I’ve
had the pleasure of uh, coaching them and Josh for, uh, for multiple years, just about
four years now. And um, Josh is really in charge of all the
sales training, the accountability and the recruiting for this team. And his team sells about 450 units per year. They’re in multiple locations throughout the
Midwest and I think a big part of their success and their growth year over year, not just
an agent count, but in production. And then total sales volume sold. There’s a lot of what Josh has been doing,
uh, with the team and the success of the agents. I know a lot of agents will come to our coaching
company and to us because the, the agents on their team aren’t producing a lot. The lead agent of the team is still producing
the vast majority of the production of the team. And that is not at all the case with you as
a Josh. Right? How’s this a little bit different. All that your team leader um, really isn’t
in production now. Um, unless it’s a family friend or real post
client and yet doesn’t sound any more weight. It’s all on the agents now. Yeah and the agents do quite well. Um, yeah I had 450 units a year just for those
of you who can imagine that your, your administrative staff, how many of how many men mister, your
staff members jail or Rehab? Five full time staff members right now broken
down into transaction coordinators, listing director. We have an in house media production guy and
so yeah, we’ve got five guys right now. Five guys. Right. And you need them because you’ve always got
about 50 to 70 units pending at any given time, which is pretty impressive. Even the swamp monster in the winter, you
still got 50 pending. Typically. Let’s talk about your agent production. You’ve got 27 Activa agents, correct? Yeah. 27 active agents, um, and experiences boss. I mean, we have some guys that have been in
the business 15 plus years. We’ve got some brand new guys on average. Uh, I mean we’ve got some guys who sells 60,
65 homes a year, but on average we know our agents sell around 37 units a year. That is phenomenal. Yeah. 37 units per year. And that is a very, very good number out there. Um, what, what does, what does that in gross
commission income, what type of numbers? Right? It’s right around 236,000 GCI. So the average agent on your real estate team
generates 236,000 plus and, uh, gross commission income, which is just absolutely phenomenal. You also bring on newly licensed agents, right? And that’s been something that you could do
in a lot more of too. And I think a lot of the reasons that we create
such successful, experienced agents is you’re newly licensed agents and how quickly you
get them into production and up and run it. It’s absolutely amazing. So tell us those numbers. How can you tell us the averages for your
newly licensed agents in their first year? So new licensees now we’ve been doing it for
a company is and we’ve expanded into multiple locations. Uh, we know now a new licensees, you’re going
to sell right around 2122 transactions in that fellowship year with us. And that’s fresh out of school. Never, never sold a home before in their life. Yeah, that, I mean can you, okay. Gross Commission income on that [inaudible]
40 950,000 so yeah, I mean just imagine out there, if you’re a team leader and trying
to recruit to your team and you could meet with newly licensed agents and say, Hey, our
average agent is going to generate a $149,000 in gross commission income and there plus
the average age in their first year is going to generate 149,000 in Gci and sell 2122 houses,
uh, in their first year. And now you can see what that kind of start,
you know, it’s very easy to get up to that 37 unit per year average and that you have
with your big productions, they get their carvery, you know, they get there in a hurry. And I’ve noticed that with working with you,
like when we set our goals for next year, we set some recruiting goals in there too,
right? So, and a lot of that is, hey, we need to
get some more agents because we need their production, their increased production to
be able to grow, you know, to hit the team’s goals if the team’s goals, which they always
are quite a bit higher than the previous year in order to do that. Um, usually it’s like, you know, well we better
hurry up and get them now and maybe we’ll get some transaction out of them. But with you, when you bring them on, I mean
we can count on, you know, 20 plus transactions out of these new agents. So if you want to increase production, you
know, buy a hundred transactions a year, it’s, we know we need five more agents. Yeah, absolutely. And that’s kind of with the train and we’d
been doing with you and you’ll company, they, I mean, the recruits we bring in now, the
standard of recruits that we bring in now, I mean we just try to talk right that level
year after year and we’re very particular now on who we bring in and what the standards
are. And yeah, I mean, with Fred, we knew into
the expansion game basically. Um, finally been doing it two or three years,
but year over year it’s getting better. We can see the level is, it’s getting better
and better in the agents productions getting better and better and it’s not to what really
well for us. Great. Well let’s talk a little bit about that. Let’s talk about when a new agent joins your
team, a new licensee, you’ve got a pretty stringent onboarding schedule for them, right? Yes. Yeah. So we kind of customize it. So with the training calendar we have, if
it’s a brand new agent, we have it every single day over about a two week period. Um, if it’s a more experienced agent, we kind
of customize it a little bit because they may not need to sit down and learn how to
write a contract. But yeah, we have it set in place. They know who, you know, for at least four
or five hours a day they’re going to be doing x, Y, and Z for the first two weeks. Um, but on top of that, we also have the expectation
of making contacts, getting names and databases and cause training’s great, but they need
to make money. So we need to get them up and selling right
away. Yeah. What I like about the, the, uh, agent onboarding
a training calendar, you have, it’s not just a checklist. I mean, this is a little calendar, right? So when they come board, they know that they’re
supposed to be no, there are time block set. So there’s a wind behind when they need to
get things done. So they know from eight 30 in the morning,
let’s say 10 o’clock, they’re working on their sphere of influence, getting debt, getting
context together, reaching out and contacting them, getting all their updated, uh, contact
information together, getting it up into your CRM. Uh, and they know when they should be doing
that. They know when they should be doing lead followup. They know that. And you’ve, you’ve got a ball, uh, taking
comp courses, uh, in our online learning center in ICC. So everybody on your team has logins to that. Yeah. And to touch on that. I mean, every single agent will do the discourse
and the Soi calls. And as we grow, and as you can imagine in
the success we have, and we do get a lot of agents that reach out, uh, wanting to join
the team and coaches, one of the biggest things for us. So sometimes we’re not ready to hire right
away, but if we know we have someone that could be a good potential agent, we’ll have
them go and do that Sli and discourse before they even join our team. Because we want to add value, we want to help
their business. And you know, if they join our team later
on down the line, it’s a good time, great. But if not, we give them some value to them
as well. And that’s, that’s the main thing. That’s great. So that’s it. And I love how a lot of your stuff is self
managed to, right? So they’re logging in, they’re taking the,
the 17 modules in the sphere of influence course. So it’s not necessarily coming from you. They’re hearing it from us so that they start
to know, okay, this is what I need to be doing and here’s how I do it. Right. So they’re learning how to reach out to their
soi, how to contact or why they grow up because you make sure that the agents on your team
are also bringing business to the team too and growing their own business within your
team systems and, and uh, and tools and that. And yeah, that was one of our big pushes this
year, just with the way you market shifts is we’re trying to get more [inaudible] faced. Uh, we’re doing a lot more campaigns and client
events and things we’ll see like people, and we started to notice that now, I mean, in
January when we wrote 32 33 contracts, I think 19 of them, we’ll see a lie. We’re really trying to get that percentage
up because we can use more money instead of spending on leads pouring that into all coi
database, doing more events. And the agents love that. Yeah, they do. I mean, I think when anybody gets their real
estate license, they don’t envision themselves receiving leads from other people or, or being
telemarketers to try to get laid. It’s not that that’s bad, don’t get me wrong. But they all, you know, everybody needs that
to supplement their business. But I think they envisioned themselves growing
their own successful real estate business and receiving referrals from the people they
know. And if you help them do that by holding them
accountable to learning it, to doing it every single day and to making sure they get it
done and then they can use the team structure, support client events, CRM and asked them
in support. Uh, that’s the main thing is sustainable. So leads, they come, they go like this. Sometimes they’re good, sometimes they’re
bad clients, your post and see ally, they’re always going to be around. If you do a good job and you love them that
they’re going to be referring to a lot of business. So that’s our main focus right now. Yeah, that’s great. And you also in your trading counter, you
hold some mastermind sessions with them too, especially with the new agents. Yep. Yep. So we broke it down. Now because of all locations, we have three
months of mines in a week. It’s normally the same topic. Um, but the north guys go one day, the south
guys and then Kansas. Um, and you know, like last week, whether
in Missouri isn’t always great. So the snow hit. So we jumped on a Google hangout, we had eight,
nine agents on there, and we go over that topic. And that’s one of the expectations for the
agents and just where we’ve done it. Like I said a while now and the recruiting,
we know that we’re not, we don’t want them just to go to training for the sake of training
and we have to do in it because we know that and the contacts that we require from them
and things like that, we know that’s gonna get them the 2123 contracts in their first
year. So that’s why it’s in place because we can
now track it. Yeah. Well success does leave clues. So it’s Kinda hard, you know, that’s the neat
thing about what you got going. And I think that makes you the envy of a lot
of real estate teams out there is that you’ve got these walking, talking testimonials that
are on your team. I mean, you’ve got to be a virtual like superstars
on the team. You know, some of them selling 40, 50, 60
homes a year and, and, and they’ve done these things, you know, they put the work in. So it’s very easy for the newer agents to
see, hey, it definitely works. It’s kind of hard to fight that. And what are the other things you do is you
know, you, you, you hold them accountable to all their numbers, right? You have a scoreboard. Yeah. We’d be working with you guys on all school
board. And I would say the middle of last year is
when we change our school board completely. We went from what we used to be doing to the
new one and loves it. I mean it has a bit more accountability on
their agents are now passionate about it because I can see other agents, um, stuff though,
you know, some of our top sales people that sell in 15, 16 million in volume of year,
the new guys that come on at zero, they’re seeing that and they’re asking questions,
how can I get to that? They want in a shadow those guys because they
want to learn cause I know it’s possible. So it’s really, it’s really good to see. Yeah. And they also, they get to see like, you know,
how many, there’s expectations you guys have for how many people they should be adding
to their sphere of influence or their Coi there or center of influence every single
week. How many times they’re contacting members
of our soi to stay in front of them constantly, every single week. Uh, and the, and the, so those activities
that you’ve got that you require them to do, we’re holding them accountable on that scoreboard. And then the results start to show up on the
scoreboard as well too, which I, which I, which I think you talked about, which is so
neat. Well, Josh, let me tell you, I really appreciate
having you on there and taking the time with me today. Uh, cause I think you’re going get a lot of
people hope that you can get agents producing and bringing business to a real estate team
as well as converting business that the team provides them, are getting good training systems
up in place and ensuring their success. So thanks again. No problem. Thanks heavily.

One thought on “Increase Real Estate Agent Production and Get More Experienced Agents on Your Team

  1. How do you structure your agent onboarding?

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