Keep up with news in the new home sales industry along with career and hiring advice.

Motivating your sales team, especially during the high-demand spring season, is critical for maintaining productivity and job satisfaction. Here are several strategies to keep your sales staff motivated and at their peak performance: 1. Set Clear Goals and Expectations: Clearly defined goals give your team a target to aim for and help measure their success, providing a sense of accomplishment as they meet these objectives.2. Offer Incentives and Rewards: Tailor incentives to match the personal and professional goals of your staff. Whether it’s financial bonuses, additional vacation days, or public recognition, incentives can drive a strong performance culture. 3. Provide Ongoing Training and Development: Continuous

In the competitive world of new home sales, certain traits set top performers apart from the rest. Understanding these characteristics can not only enhance hiring practices but also refine training programs to develop elite sales teams. Here are the essential traits that distinguish successful new home sales professionals: Excellent Communication Skills: Top sales professionals possess the ability to communicate clearly and persuasively, adapting their message to suit different audiences. They excel in both verbal and written communication, ensuring that clients are informed and comfortable throughout the sales process. Strong Interpersonal Skills: Building relationships is at the heart of successful home sales. These professionals can connect

The addition of temporary sales staff can significantly enhance the agility and breadth of your sales force. However, the key to harnessing their full potential lies in seamless integration with your permanent team members. As we navigate the complexities of the sales landscape in 2024, let’s explore effective strategies for creating a unified, efficient sales force that leverages the best of both worlds. 1. Establish a Welcoming Culture First and foremost, fostering a welcoming culture is crucial. Encourage your permanent team to view temporary staff not as outsiders, but as valuable contributors with fresh perspectives. Organizing team-building activities and informal meet-and-greets can facilitate personal connections,

Hiring temporary employees for the holidays is a strategic move that can help your business navigate the challenges and capitalize on the opportunities of the holiday season. By recognizing the importance of these temporary employees and understanding the steps to take to hire them, you can ensure your business is well-prepared to make the most of the holiday season. Why Hire Seasonal Staff? From accommodating increased demand and improving customer service to managing costs and enhancing operational efficiency, seasonal workers play a vital role in the success of many businesses during November, December, and January. Flexibility to Meet Holiday Demand Temporary employees provide the flexibility

Engaged and satisfied employees not only contribute positively to your company’s work environment, but also drive innovation and productivity. On the other hand, high turnover rates can lead to increased recruitment costs, knowledge loss, and decreased morale among staff. Implementing effective strategies to encourage retention and engagement should be a top priority for forward thinking companies. Engagement encompasses the emotional commitment and enthusiasm your staff has towards their work and the company. It is a key indicator for performance, and companies with high employee engagement outperform those with low levels by 202%, according to a Dale Carnegie study. Retention refers to your company’s ability to

The number of people moving to gig work from the conventional nine-to-five increases each year, and it is an important consideration for all employers. The flexibility, working on your own terms, project-based work, and the availability of digital connectivity, is an attractive option for many individuals. The growth is fast and steady, with about 57 million gig workers in 2017 growing to almost 73 million in 2023. By 2028, it is expected there will be an estimated 90 million gig workers. So, as an employer, how does this trend impact you? If you are already hiring gig employees, or are considering it, you might want