Employee turnover is a reality for every business, and real estate teams are no exception. Whether an agent or an operations team member is leaving for a new opportunity, a career change, or personal reasons, how you handle their departure can impact your business, your culture, and even your reputation.
It’s easy to take a “Don’t let the door hit you on the way out” attitude, especially when an employee’s or agent’s departure creates stress. But a more strategic approach is to see it as a learning opportunity.
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Conducting an exit interview allows you to:
- Gain valuable feedback for improvement
- Affirm what’s working well in your organization
- Maintain a professional, positive relationship with the departing agent or employee
- Align on messaging about their departure
Without feedback, growth is impossible. A well-executed exit interview provides insight into what’s working—and what needs to change—so you can continue to build a stronger, more effective team.
Pro Tip:
Your Independent Contractor Agreement should clearly outline how you “get out of business” together. If you wait until a departure happens to decide who keeps what leads, referral fees, or other business assets, it turns into a negotiation. This should all be handled upfront when entering into business together to ensure a smooth transition when someone leaves.
Turning Feedback into Action
Sometimes we fall short in hiring. Sometimes we struggle in leadership. Sometimes employees or agents underperform. And sometimes, life simply happens. But at the end of the day, failure is just feedback.
An Exit Interview offers insights into what’s working and what’s not. It presents an opportunity to refine processes, double down on what’s effective, and correct what needs improvement.
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Cheers to leveling up! THAT is bossy! 🚀