Resetting and refreshing your company’s culture starts with understanding your current situation so you can make targeted and effective improvements, writes coach Var Workman.
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Every company, every team, and even every family has a culture, either by accident or by design.
If a culture expert came to your business and assessed your team’s culture, what would they find? Are you sure you have a set of core values and that your team understands and lives them? Do you have a productivity culture where everyone lifts each other up to higher production levels? Or does your culture lack energy, focus, or worse? Do you accept and encourage low productivity and engagement?
It’s up to you, the leader, to establish and maintain your culture. If you need a reset, there are some things you can do right now to get back on track.
Teams with well-defined and purposefully created cultures not only perform better, but also have lower turnover and are more attractive to hire.
One constant in the real estate industry is that maintaining a positive and productive team culture is critical to success. However, even the best real estate teams can experience plateaus and negative times. When this happens, it’s essential to hit the reset button and reinvigorate your team’s culture. Here are seven strategies to help you do just that.
1. Assess and define your culture
Start by assessing the current state of your team’s culture. Conduct surveys and hold one-on-one meetings to gather feedback and identify concerns. This process should be thorough and inclusive, ensuring all team members feel heard and valued.
Once you understand your current culture, define what you want it to look like instead. Consider values, behaviors, and attitudes that align with your real estate goals. Involve your team in this process to share your vision and foster buy-in and commitment.
This collaborative approach not only helps create a culture that resonates with everyone, but also allows team members to take ownership of the culture change.
Here are 10 questions you can ask to assess your team’s culture. Once you’ve done this, ask your team members to do the same. Then compare the results to see if they see the culture the same way you do.
Adjustment of basic values
How well do team members understand and align with the organization’s core values? Do team members regularly discuss and incorporate these core values into their daily work?
culture of productivity
Does your team meet daily to foster communication and productivity? Are daily success habits tracked and discussed among team members?
Team involvement
How often do team members participate in team-building activities and social events? Do team members feel valued and motivated to contribute to team goals?
leadership and development
Does the leader provide clear examples and guidance on how to perform tasks effectively? Are there continuing education and professional development opportunities within the team?
Performance measurement
Is there a system in place to track key performance indicators such as lead generation and deal success? How often does the team review and adjust strategy based on performance data?
trust and credibility
Is there a strong sense of trust and trust between team members? How effectively does the team communicate openly and honestly?
client experience
How focused is your team on providing a great experience for your customers? Do team members collaborate and support each other to achieve customer satisfaction?
innovation and improvement
Does your team encourage innovation and continuous improvement? Are team members receptive to feedback and willing to make necessary changes?
work life balance
How well does your team manage work-life balance while maintaining high performance? Do you have systems in place to support the health of your team members?
vision and purpose
Does the team have a clear vision and purpose that motivates them to achieve their goals? How well do team members understand and contribute to the organization’s overall mission?
Use these questions to assess your team’s culture and identify areas for improvement using the following 1-5 scores for each question:
understand scale
1 — Strongly Disagree/Poor Performance: This statement does not reflect the current state of the team or performance in this area is severely lacking. 2 — Disagree/Below Average Performance: This statement is true to some extent, but it has a notable flaw. 3 — Neutral/Average Performance: This statement is partially true, but there is room for improvement. 4 — Agree/Good Performance: This statement accurately reflects the current state of the team, but there are a few things that could be improved. 5 — Strongly Agree/Excellent Performance: This statement perfectly describes the culture of a team that performed well in this area.
Rate each question
Consider each question carefully and choose the number/score that best represents your perception of your team’s performance in that area.
provide honest feedback
Be honest and objective in your evaluation so you can accurately assess team culture.
Please submit your answer
Once all questions have been rated, submit your answers for analysis using the following high, medium, and low score ratings:
Next steps based on score
High score (4-5)
Celebrate successes: Recognize and celebrate areas where your team excels and reinforce positive behaviors. Share best practices: Identify what’s working well and share those practices with other areas of your team. Maintain momentum: Continue to support and encourage activities that contribute to high performance in these areas.
Moderate score (3)
Identify opportunities for improvement: Analyze the factors contributing to average performance and identify specific areas for improvement. Create an action plan: Create a targeted action plan to address gaps and improve performance. Monitor your progress: Set short-term goals and regularly review your progress to ensure improvements are being made.
Low score (1-2)
Perform root cause analysis: Investigate the root causes of poor performance and gather input from team members. Implement immediate changes: Develop and implement immediate corrective actions to address critical issues. Provide support and training: Provide additional support, resources, and training to help your team members improve in these areas. Reassess regularly: Reassess these areas frequently to track improvements and adjust your strategy as needed.
Pushing the cultural reset button on your real estate team requires a thoughtful and strategic approach. By assessing your current culture, defining your ideal culture, and implementing new norms and practices, you can revitalize your team’s culture and create a positive, productive environment.
Part 2: Resetting the Culture provides six steps to reset, from communicating your vision and leading by example to monitoring progress, celebrating successes, and adjusting as needed. You’ll find that culture change is an ongoing process that drives lasting change within your team.
Var Workman is the founder and CEO of Workman Success Systems. Connect with him on LinkedIn or Instagram.
