the value of a team is NOT to train newly licensed agents.... an office training dept. would/should handle that....

under-performing agents do not belong on a well rounded productive team...that's dead weight... that agent needs to learn to market and become productive....

those are my thoughts.... most probably won't agree.... teams are NOT a safe haven nor is it a "give me business" option within an office....

A correctly performing Team should be able to give a newbie a lot more one on one Mentorship (than a Sales Manager responsible for 50-125 licensees) . They should be trained as a Buyer Agent and provided with leads. Additionally , newbies lose or blow lead opportunities because they lack knowledge. On a Team, another member can go on appointments with them ( and they can shadow the experienced agent also)

Hmm.  It's not what the team can do for a new or under-performing agent but can ANY member do to enhance the team to create a better achieving team?  How will the real estate process be improved?  How is the client experience improved?  Just my opinion.  

In most cases i would see a team getting upset that the under performmg agent was not pulling their weight. A team has to have equal parts and efforts. 

I am with Michael J. Perry 

if the fundamentals and core concepts of "team" were in play there would not be an issue but a team result. Consider the team concepts of coming together: 1. Forming 2. storming. 3.norming 4. performing 5. disband. If these were engaged correctly they have to perform and feedback. Seek "storming" stage for your answers.....

Michael J. Perry what a great answer. 

to a new agent it would be invaluable. It would depend if people would think that a team would give them support/comfort. I hated to use that word but that's would it would be. 

My answer from the other day stands. Not a fan of the service typically provided by teams.

I think the systems help them more than anything - most agents flounder because they fly by the seat of their pants. 

I used to take on new team members, help them grow and then 'set them free.' I found that putting systems into place as well as helping them recognize how important prospecting is on a daily basis, helped them build their businesses. 

I still run across those agents now and it makes my heart smile to see how successful they have become. 

IF they are willing to learn and accept help, a team could give valuable training and experience to a new agent, albeit probably limited to one aspect.

An underperforming agent is another story.  Why are they underperforming?  Do they spend their day posting 100s of blogs on AR or are they lazy or do they need to work on scripts and objection handling? Or do they ?????   Only once you know the root cause, can you see if the team can help.

Training. Mentoring. Teaching. Accountability. Financial. 

Systems and Processes.  

The person has to be motivated and see all they are given as a gift. 

Demonstrate a proven record of providing good leads and advice.

Bob,

From my point of view, it depends on who's who in the team.  I am a firm believer in getting the right people on the team in the right seats with the right lieader.  And I also think that Barbara Todaro makes an excellent point.  A

On a team everyone can bring their best skills to the table to help grow the team. I'd want team members assigned tasks that use their strongest skills. Weaker member's can be delegated tasks based on their skill set & listers can list, buyer's agents can take on property inquiries, completely green agents can handle some admin work & host the open houses. Eventually everyone will learn everyone elses jobs but I'd rather people work in their happy zone. 

Surrounding them with a productive environment and people, systems that are in place and working and perhaps the most important part - accountability.

A mentor, team or sales manager should provide training for newbies on how to market but people and teams come and go.  Ultimately an agent's success will require them to duplicate and multiply on their own what they learned from others.  With or without a team, the bottom line over time is agent's ability to market proactively and effectively.

It is difficult to disengage that member. Most requires no contract signature.

If I were on a team that was considering an under achiever I'd leave that team Bob Crane and conversely if I were an underachiever I'd do my darnedest to get on a team so it would carry me. Just saying (underachievers rarely do get motivated).

#1. Recognize if the agent knows or feels they are underperforming.

#2. Confirm if that is the status the agents wishes to remain.  Be aware this is not a question that can be asked directly. EVERYONE has created for themselves private reason to walk a path the DEFIES the facts. For example one can ask another, 'Don't you want to lose weight?"  The easy response is, "I've tried but it won't stay off." The private reason is, "If I were not fat I'd get not attention at all!"  Clearly the road to successful weight loss must focus on other area of this persons reality.

#3. What gives the team authority to speak?  This is the situation where you can lead people to wisdom but you can't make them think. IF a team can not clearly articulate their value....they have none except what they attempt the puff up for selfish purposes. REAL value, such as the 'mulitplier' speaks for itself. The subject agent either chooses to walk in the light of wisdom or continue defying the facts or relax in their sedated state.

My adivse is to lead the under-preformer to a success and they will want more. Nothing else is needed except the willingness to invest. And that where the rub is, no one, team lead or broker wishes to invest in their agents.

If they are being mentored properly then they can develop discipline and direction.

Sales always gives value to an agent.

Our Team has taken on new agents with the aim to teach them to be productive within our Team.

If a new agent or under performing agent is willing to follow our directions, the will benefit and so will we.

It will take work and dedication. 

I don't. Many new agents or those who do little business want to jump onboard with successful agents because they assume success will come easier. Not true. Gotta learn it to earn it!

gaining experience

Repositioning the property. Rehab the property to increase rents and income.

By having a seasoned member with strengths in the areas of the new member's weaknesses to mentor that new person.

It is all about strengths and weaknesses. An agent weak in prospecting May be strong working with buyers and vice versa. Weak performer individually and strong as a team member