View the full presentation on YouTube: http://zlw.re/nskd7ydg Vija entered the real estate industry in 2001 and successfully grew her business as an individual agent for over a decade. She formed the Vija Group in December 2013 and now focuses on empowering her team of 15 to find even greater success. Vija offers an inside look at her team structure and demonstrates how she motivates each member to grow and embrace leadership opportunities.

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STRUCTURING YOUR TEAM FOR SUCCESS
Vija Williams, The Vija Group

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Meet our presenter
VIJA WILLIAMS
Premier Agent

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A little background…
Shifted focus to the
high-end market2011
2001
Entered the real
estate industry
Made first hire,
formed Vija Group2013
10M
20M
30M
40M
50M
60M
70M
2012 2013 2014 2015 2016
My team of 15 is
pacing to do $70M2016
700%
GROWTH
SALES VOLUME
Projected

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Today, my primary job is to
empower my team to succeed.

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Let’s discuss…
Define your team structure
Establish a compensation plan
Create a process to scale
Determine your long-term goals

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Define your
team structure

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Vija Group team structure
ADMIN LEAD GEN SALES
Director
OSA (Outbound
Sales Agent)
ISA (Inbound
Sales Agent)
Director
Listing
Specialist
(10) Agents
Transaction
Coordinator
Listing
Coordinator
Director
Executive
Assistant

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Admin roles and responsibilities
Executive
Assistant
Manages transaction
paperwork, from mutual
acceptance to closing.
Handles all listing
marketing, scheduling
and paperwork.
Creates and manages
office systems, schedule
and operations.
Transaction
Coordinator
Listing
Coordinator
Takes lower-cost activities off your plate, allowing you (and your
agents) to spend more time doing income-producing activities.

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Lead generation roles and responsibilities
• Prospecting
• Cold calling
• Nurturing
• Responding
• Following up
• Converting
Generates new seller
business by:
Handles all incoming
leads by:
ISA OSA
Filling your team’s pipeline with qualified prospects,
allowing your agents to focus their time on current clients

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Sales roles and responsibilities
What’s the best approach?
There really is no right answer. It comes down to what
works best for you and your business model.
Handle all buyer leads,
and self-generated
seller leads
Sales Agents Listing Specialist
Handles all seller leads
generated through
advertising and the OSA

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Establish a
compensation plan

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Compensation for coordinator roles
 Common for smaller teams
 Eliminates fixed cost
 Only paying for closed deals
Pay per file Straight salaryVS.
 Common for larger teams
 Adds fixed cost but reduces
cost of sale
Comparing two common approaches…

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Paying your ISA/OSA on a “Base + Bonus” plan
Three approaches for a closed per file bonus…
Flat fee bonus
One-size-fits-all
approach that isn’t
altered by home price
1 2 3
% of commission
Incentivizes results
by giving them more
skin in the game
Tiered flat fee
Helps ensure quality
service across all
price points
Unit count
Prices
Unit count
Prices

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Compensation for agents
Four factors to consider when determining commission splits…
1 2 3 4
Lead costs Competition Value prop Cost of sale
Ensure team
members receive
20 - 40
monthly leads
Research what
other local teams
are paying and
stay competitive
Justify your splits
with the other
tools & resources
you can offer
Determine your
revenue goals
and set your
split limit

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Create a process to scale

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Implement a lead routing plan
Your ISA
Premier Agent
Concierge
Lead routing
rules
Distribute leads to your team members using…

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Determine your
long-term goals

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The big question
ACTIVE
PRODUCTION
FULL-TIME
LEADERSHIP
or

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