In a recent Insight, I encouraged you to see yourself as a professional talent manager.
This week, I’d like to explore that mindset more deeply.
For the professional talent manager, hiring doesn’t end when a new agent comes onboard.
It ends when that new hire has gained traction and begun making a valuable contribution to your team.
For new agents, initial sales may not materialize right away—but revenue-producing lead measures can still be tracked and evaluated.
If your new hire isn’t performing those lead measures with more focus, energy, and competency than your average agent, you may be facing a failed hire.
When poor performance is noted, then provide training, set clear expectations, and monitor closely for tangible improvements.
If they can’t meet reasonable expectations or fail to respond to your training and coaching, it’s time to release the agent.
There’s plenty of talent available—and it’s better to make a change early than try to push someone uphill.
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P.S. Did you download your copy of the Q2 2025 Update to the Agent Migration Report on Friday? If not, download it now. It’s the insight you need to build a better recruiting plan for the second half of the year.
