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What's My Job and Do I Want It? Part 1

By
Industry Observer

 

Chopper Go

 

Role or job definition becomes very important when I have to make a decision on whether I want a job or not.  I'm speaking more in terms of a team but this applies to any job with any organization.  It also takes on a level of importance when I define my job a certain way and others who depend on me to accomplish my job see it completely differently.  This conflict usually results in reduced production levels for me and the team.  Because many of us work in the world of "Independent Contractors", the job referred to here is somewhat defined in general terms in the ICA or Team Agreement when we join a brokerage and/or team.   As an IC I still need to know what my specific role is (Recruiter, Buyer specialist, Listing Agent, etc.) and how I operate within the entire group.

 

If I take on a job, I need to know a few things about the job before I can make that first decision.  The first decision, of course, is do I want it based on how it's defined?   

 

First Things First - I'm joining a team so a few things need to happen.  First I need to find out from the team leader and/or team what the job is all about.  The information I would want is:

 

  • The main purpose of the job.
  • The tasks and/or duties required to accomplish the job detailed in some manner.
  • The expectations of the job sufficiently determined so that I and others that will depend on me can tell when the job is accomplished.
  • I would want to know whether the responsibilities, tasks or duties overlap in any way with anyone else in the group or team.  If so, I need to know what the expectation will be in that situation.
  • Who will the individual(s) be that will be affected by my job, how will they affect me and to what extent.  This means anyone and everyone internal or external to the team.
  • What kinds of decisions would I typically make and which decisions would I defer to another person or to the next level (team leader, lead listing agent, broker, etc.)
Teri Isner
Keller Williams Realty at the Lakes - Orlando, FL
GRI, CRS, CIPS
We provide a great office policy manual, and our team has a great contract which spells it all out.  It is important to know the details and like you said do you want to do this job.
Jan 04, 2007 10:31 AM
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

Teri:

THanks for your comments. The "do you want to do the job" part is extremely important.  Most people focus on one aspect of the job like commissions, benefits, etc. and not what commitment might be necessary for example.  Not looking at the entire job leaves the individual with many disappointment after the first few months.

Ken

Jan 04, 2007 11:45 AM
George Souto
George Souto NMLS #65149 - Middletown, CT
Your Connecticut Mortgage Expert

Ken, job descriptions, and having clear expectations is very important.

Jan 04, 2007 02:12 PM
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

George:

You are absolutely right.  Job descriptions are great for defining the tasks and duties that define the job but the important thing is that the individual responsible for carrying out the job needs to know what the words mean.  Expectations are just as important and need to be clearly understood by the job owner.

Thanks for commenting

Ken

Jan 04, 2007 02:37 PM
Jennifer Fivelsdal
JFIVE Home Realty LLC | 845-758-6842|162 Deer Run Rd Red Hook NY 12571 - Rhinebeck, NY
Mid Hudson Valley real estate connection
To be successful you do need to know what is expected of you and how you would be interacting with others.  The team should have manual to spell things out.
Jan 04, 2007 03:30 PM
Bill Leider
Real Estate Shows - Manhattan Beach, CA
Ken...Excellent information needed by everyone involved in the job offering and job acceptance. As George Souto commented, clear job descriptions and mutual expectations are very important.

I would add this thought. If you are hiring, tell the applicant(s) about your company's Values and your expectations about how you want a prospective member to act in relationship to those Values. And ask them how they feel about your Values. If you are a candidate, ask the interviewer "What are your Values?" And listen carefully to the answers. I have found that when that element is added to the interviewing and hiring process - it creates better results for all concerned.
Jan 05, 2007 12:29 AM
Tony and Suzanne Marriott, Associate Brokers
Serving the Greater Phoenix and Scottsdale Metropolitan Area - Scottsdale, AZ
Coldwell Banker Realty
Ken - Excellent post and congratulations on your first of many featured posts!  Thanks for volunteering to facilitate this segment of our agenda!
Jan 05, 2007 01:00 AM
Suzanne Marriott
Keller Williams Arizona Realty - Anthem, AZ
Associate Broker, CLHMS, e-PRO
Ken - Great series and I'm looking forward to our meeting where we will put this into practice.  Thanks for a great post!
Jan 05, 2007 01:11 AM
William Collins
ERA Queen City Realty - Scotch Plains, NJ
Property and Asset Management

ken,

Thanks for the post. Policy and procedure manuals are key to a smooth functional operation.

Jan 05, 2007 02:03 AM
Jeff Belonger
Social Media - Infinity Home Mortgage Company, Inc - Cherry Hill, NJ
The FHA Expert - FHA Loans - FHA mortgages - USDA loans - VA Loans
Ken... good post. I am not sure if you touched upon it....  chain of command per se.  You did mention, who would be in charge. But... if you go to your boss or group leader... and you don't get any where, who do you go to next?  I feel that this is important. Like an open door policy. Sure, slightly off topic, but important to know when interviewing per se.
Jan 05, 2007 09:20 AM
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

Jennifer:

You are correct.  A manaul absolutely details the desired outcome.  That coupled with verbal interaction with team members and the team lead further solidifies the important stuff associated with the job.

THanks for your input.

Ken

Jan 05, 2007 03:32 PM
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

Bill:

Astute observation and added suggestion.  Values are probably the most important part of determining whether a person is a fit for the position or not.  This goes for the hiring manager or team lead as well as the individual seeking to be hired.  If anything has a high probability of breaking down after the selectee gets placed in the job, it's the value fit.

Thanks for your input Bill.  Much appreciated.

Ken

Jan 05, 2007 03:35 PM
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

Tony:

Thanks.  Only happy to do so.  I love interacting with people, especially with fellow team members.  The outcome can only be of mutual benefit.

Ken 

 

Jan 05, 2007 03:37 PM
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

Thanks Suzanne:

Looking forward to getting together.  Done it a few times but every time brings more benefit to me.  Enjoy it a lot.

Ken 

 

Jan 05, 2007 03:38 PM
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

William (or Bill)

I like written documentation because it creates a record of the job definition.  The very best is continous discussion with the team members and the team lead.  Sort of a course correction if you will over time.

THanks for your inoput.

Jan 05, 2007 03:41 PM
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

Jeff:

Yes, the chain of command is important.  Bypassing the appropriate individual in a leadership role is not a good thing unless given the go ahead to do so.  THis creates longer term issues.  Someone who has a practice of demonstrating that behavior generally fails to be effective in a team setting.  At least that's been my perception.

Thanks Jeff,

Ken

Jan 05, 2007 03:44 PM
Nicole McGrath
Peoria, AZ
Your Real Estate Assistant
Excellent Posts Ken! Way to get a jumpstart on 2007! Both understanding {and enjoying} one's role is very important for all parties involved. I look forward to our team meeting tomorrow-and look forward to another great year! See you tomorrow!!
Jan 08, 2007 04:46 AM
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

Nicole:

You are too kind Nicole.  Appreciate you reading this post.  Remember to read all three parts in prep for tommorrow's meeting.  We will cover each individual's roles seperately and discuss them in very heavy detail  As a hint, I would start writing down your answers to the proposed steps: What is the purpose of my job?, what are my tasks and duties, etc.  You will be far ahead of the game.

See you tommorrow.  Looking forward to working with you in 2007.  It will be an exciting year.

Ken 

 

Jan 08, 2007 03:31 PM
Anonymous
Rich

Ken,

 Just wanted to say "right on" concerning your blog on What's My Job. Job descriptions are a start, but how often do the descriptions actually match the work that you do?

 

Rich

Jan 09, 2007 01:41 AM
#20
Ken Spencer
Buckeye, AZ
for Verrado, Buckeye, Sundance

Rich:

You are absolutely correct.  Jobs are not reflected by what may be in the wording.  You make a good point.

Ken 

 

Jan 09, 2007 07:23 AM