An agency committed to excellence, with the best possible people

The prospect of regulation is a contentious topic. It may become reality at some point. This is because, sadly, there are agencies that treat a staff-training budget as though it is a necessary evil, assuming that there is even a commitment to learning and development in the first place.

It’s a little like waiting for an MOT test, to find out if your car is roadworthy once a year, with the aim of spending as little as possible to get it through. Apart from basic maintenance, that will be it until next year, unless regulations change.

So, let’s look at it from a more positive perspective.

How valuable would it be for your agency to secure five more lets every month? Even one more let per negotiator every month? How would it feel to have motivated and loyal staff, who are more productive because you are investing in their own and your agency’s future?

It’s not about exams or regulation. It’s about a strategy geared to sustainable growth: an agency committed to excellence, with the best possible people.

So, what should you consider when implementing learning and development?

Some agencies have the resources to undertake in-house training, but the majority of smaller firms do not. A DIY approach can prove beneficial. However, more often than not – certainly in these challenging times – senior management frequently fore-go people management in favour of task management, thus reducing overall effectiveness. It can also be impaired by ‘wood-for-the-trees’ syndrome: an objective perspective is invariably better provided by external sources.

Here are some other aspects to bear in mind:

• Out-of-the-book or off-the-shelf training is a cost-effective solution, right? Wrong. It’s a myth. Ask any agency that has tried these methods. Check that an outsourced provider offers a custom service, adapting their techniques and core competency knowledge to suit you and your personnel, because everyone learns differently.
   
• Embedded learning is proven to achieve optimal outcomes. Do they offer ongoing support?
   
• How long will it take for staff to gain an ARLA qualification? You need your negotiators out there, but they need time to study. Finding a balance is key and an experienced provider understands and can accommodate an ideal solution.
   
• Will the provider come to you? Might it be optimal for your staff to train at an off site/larger venue? Ask the provider if they can be flexible.

• You and your staff may already be qualified. Arranging periodic top-up crash-courses and refreshers as these will prove more valuable in the long run

If you want to start 2013 ahead of the pack and irrespective of the politics, fully trained and qualified staff is the best way to ensure optimal sales and happy clientele.

Evolve Property Training are based in Hertfordshire, serving the northern home counties and east of England.  Further destinations can be served by separate negotiation, contact the company directly for a quote.

“Alasdair’s interactive training method is very creative and engaging. I learned a lot from him and would recommend him to anyone. He is very patient, even with the most difficult of learners, and remains very professional at all times. I owe my NFOPP Technical award to his skilful tutoring.”

 Mr E.K., Negotiator & Property Manager

15% off standard £2,999 fees until 31st December 201, plus additional early-bird discount.

Press Release

Contact: Alasdair Melville, Managing Consultant, Evolve Property Training

07706 422 528 or info@evolveme.uk