A sales leader explains how to drive team performance through clear expectations, public leaderboards, and contests. She uses colored rocks to track annual goals, runs contests like "go for no" for referrals, and gives small rewards like Starbucks cards and paid trips to keep morale high.
Questions this video answers
Original goal: $12 million; current: 31 sides at $9.2 million (with ~4.5–5 months left).
John's goal: 65 homes; represented by taking 65 orange rocks for the "drop a rock" cylinder.
The group's target was 380 rocks.
$100.
A $10 Starbucks card.
I'm going to quickly go through setting team agent goals and tracking ongoing performance. And I've made this part pretty simple. So here's the expectations of our sales team. We do have minimum standards and requirements, and we do enforce them. And we're always looking to upgrade the analogy that the ones that's easy for me to understand and for my agents to understand is that, you know, all season long, you know, people in this, in football, if you're on your way to the super bowl, it doesn't mean you're not looking for talent for the next year. You know, that that super bowl game ends, you're the winner. You know, agents might be leaving. I mean, players might be leaving. You're definitely looking to upgrade positions. So we are recruiting. So either we're always upgrading either our skills or our roster. We sign position agreements every year and we have open discussion about concerns. So agents might want to talk about compensation, they might want to talk about our splits. And I'll have those open conversations with our agents, and I'll talk openly about where their business is coming from, what they've brought to the table, what the team gave them, those sorts of things. You know, we don't have any handouts and favorites. You know, those that bust their butt and they make things happen, get the bulk of the company opportunity. And we call that feed the hungry. For the most part, my team embraces accountability as the basis for opportunity. And we really do have a commitment to continuous improvement and excellence. Bottom line, like what my agents do on a daily basis, their activities lead to their results. The only thing that really matters at the end of the day is the leaderboard. You know, when we look at our leaderboard and we see our agents here, I mean, these are just awesome numbers, you know, and none of my agents are happy with their numbers. You know, they want to get to 40, they want to get to 50 sides on the buy side, they want to get to 60, 75 sides on the sell side. You know, Keith had a goal of 12 million this year, and he's already got 31 sides at 9.2 million. And he has basically four and a half, five months of selling left for this year. So he'll probably get the 15 million this year. He never thought he could do that. Sold, you know, 2 million of real estate in, in June here. So that's. That's what we call. That's when we call a leaderboard. That's what we're talking about. Now I've got one side slide here, kind of just thoughts I have here on kind of making real estate fun. You know, we do this thing where I got this one of the message boards on Facebook, but if you can see the screen here, we have a big cylinder. So at the beginning of the year we every, all of our agents took on their, their goals. So John, I think he had a goal of 65 homes. So he grabbed 65 orange rocks. And every week we have a, at our team meeting we call drop a rock. And if you've, if you closed homes in that, that, that week you're putting rocks into that big cylinder. The goal is I think we have 380, I think is what everyone took out. And so we're a little bit off our projections, but not too far. So that's one thing we do that's a little bit fun. I showed you the leaderboard for buyer and listing agents. We do the sales and referral contests, agent and team goals. So you can see we gave away a cleaning once. It went a whole house cleaning. So just different things that we kind of made up that were fun. We did a referral contest for the entire staff. I think we gave away. So this was go for no contest, 100 bucks for the staff member just for getting out of their comfort zone. So there's just like funny things that we did. We'll do every meeting. I start with name that tune and I give away a ten dollar Starbucks card. I don't know why I do it. I just think it's fun. You got to yell out the group and the name of the song. We do quarterly, every quarter, quarter. We do a happy hour. We do a Christmas party where I want to do like a paid cruise or something like that. I just haven't done it yet. But we'll do a hotel and food and drink, overnight stay all in the company. And then this time of year I do discretionary bonuses and gifts. I'm sending my top agent. Surprised him with a trip is like a, a trip that he'd been wanting to do with his family that he wasn't quite in a position to afford yet. And I paid for him. One of my agents I'm taking to Nicaragua with me on a mission trip and then we'll pay out cash bonuses as well. So just try to mix things up a little bit.
