Pulse is a recurring column where we ask for readers’ takes on varying topics in a weekly survey and report back with our findings.
We’ve all been in group projects with that one kid who can’t get it together, keeps everyone stirred up or just never turns in their work on time. What do you do when that kid becomes a member of your team? Even when you do your due diligence on new agents, it’s all-too-easy for one bad apple to slip through the cracks in your process.
We reached out to team leaders, brokerage owners, committee chairs or trainers to ask: How do you handle a problematic team member? Is your style direct and confrontational, or do you take a softer approach? Do you cut your losses early or work on a remediation plan? Do you take the temperature of the other team members or keep your own counsel? Here are your strategies:
- Straightforward contact
- Honestly, the problem starts at the top. Brokers need to be more selective when accepting an agent into their office. This would stop 99 percent of the issues.
- Slow to hire; quick to fire.
- I was taught a system call Performance Prep which has served me well over the years (44). It is essentially a system whereby, after the unnacceptable behavior, you call the person in and discuss how the actions have affected the team, what changes we will need to see, and what will happen if the behavior is repeated. It is not a personal attack; it is about the actions. Over the years I have never used the system where the behavior changed, however the nice part is they have essentially fired themselves. Memorably, one time it was my own daughter. P.S.: She still loves me.
- Counsel, develop a plan, coach. If they don’t turn it around, show them the door.
What did we miss? Please share your thoughts in the comments section below.