When people ask me, "What do you look for when interviewing and hiring a Leasing Sales Professional", I always respond with, "Personality and ability to follow direction".
It is my belief that you absolutely cannot teach personality. This is something that is developed from childhood and becomes engrained over the years making it impossible to professionally teach or re-engineer. So, if you find someone with a great personality who easily relates to others during conversation, you are 50% there.
It is also my belief, that if you find someone who accepts and follows direction ... you can teach them ANYTHING! When employees stray, I typically find a supervisor that is not providing them with adequate direction or a supervisor that is not holding them accountable for implementing and maintaining that direction.
So, I pose this question to supervisors, "Have you provided your Leasing Sales Professionals with the 7 vital steps to increasing their sales"?
And I pose this question to the sales people, "Have you maintained and consistently implemented the 7 vital steps to increasing sales"?
And you all answer back, "No, but as soon as I read this article I certainly will"! Good-4-U!
STEP 1 - PROSPECT
We must first start with identifying our target and sub-target prospects that we want to attract. This identification process starts by reviewing our product. If our community is in a great school system and the bulk of our apartments are 2 & 3 bedroom floor plans, then most likely families will become our target prospect. Conversely, if we are in an urban area and the bulk of our apartments are studios and 1 bedrooms, then students or singles may be our target market. (As a Fair Housing side note, all we are identifying is who is most likely to take advantage of the floor plans we have to offer. I am not suggesting that if a married couple comes to our urban nest that we do not accept them since they are not single or a student). Now that we have identified our target market, we can more effectively execute our marketing plans.
The community with the 2 & 3 bedrooms might want to adjust their model to have one of the bedrooms display bunk beds reflecting a children's room. They may want to realign their outreach programs to include county fairs. They may want to redirect social contributions toward sponsoring elementary schools athletic teams. They may want to place print ads for the first time in the children's section of the newspaper coloring page (also reflected online) that will prominently be displayed on refrigerators by budding artists. And of course they will want to reorganize their amenity listings on .com sites to give priority to things such as playgrounds, monthly resident events, children's community activity programming, etc.
The community with the studio and 1 bedrooms might want to adjust their model to reflect more of the student or single lifestyle by replacing the traditional couch with an elaborate futon, by replacing the traditional dining room table with a pub table bar stool set or by replacing the traditional bed with a platform bed. They may want to realign their outreach programs to include college job fairs. They may want to redirect their social contributions to walks/runs/marathons for social awareness causes. They may want to place print ads in lifestyle or entertainment sections of newspapers (also reflected online). And of course they will want to reorganize their amenity listings on .com sites to give priority to such things as location, neighborhood social amenities, social programming, etc.
STEP 2 - APPROACH
Your approach during first communications are detrimental to your success. A unique sincere energetic approach will always earn you a home run on the sales field with prospective residents. Change your stereotypical greeting of, "Good morning thank you for calling", to something that is welcoming and unique, like "I'm glad you've called today". Divorce yourself from overused industry greeting rhetoric, such as "It's a great day". Same goes for your auto response email, replace the Dear Jane with, Jane, we are thrilled you contacted us today!
STEP 3 - INTERVIEW
This is where the true sales professional shines! It is our job to interview the prospective resident, without them knowing we are interviewing them. The trick is to do it in a very conversational manner, not necessarily by asking them direct questions, like "How many bedrooms do you need", but instead by asking them open ended discussion questions, like, "Describe to me your apartment home needs". Any question that begins with, describe to me, tell me about, share with me, talk about, let's discuss, etc. puts you and the client in a give and take conversation mode. Your goal is to find out their priorities as well as the potential objections they my voice regarding your product. Document these and be prepared during the tour to point out how you met their priorities, and be prepared to overcome the objections you predicted may arise.
STEP 4 - PROPOSAL
During the tour prior to arriving to the apartment home, be sure to propose lifestyle situations they might consider. For example, point out the unique pool cabana and ask them if they can picture themselves relaxing beneath it after a refreshing swim on a warm summer day. Point out the onsite car care center and ask them if they can picture themselves utilizing the car vacuum after accidentally spilling a potted plant during their move. Point up to the apartment balconies and ask them if they can picture themselves relaxing with a glass of wine after a long days work. This proposal process can ultimately be carried into the apartment home tour, but the give and take format needs to be established prior to seeing the apartment home itself.
STEP 5 - DEMONSTRATION
I believe our industry professionals as a whole are weak in this area. I believe that they depend on the product to impress the prospective resident, and therefore offer weak verbal descriptions and limit their effort toward pointing out worthy features. We say useless things like, "As you can see we have granite counter tops and stainless steal appliances". Unless you are touring Helen Keller, this is a complete waste of sales energy. Instead you should be saying, "Take notice of your 18 linear feet of counter top space, as well as your 16 cabinets and 4 utility drawers". This is also the key time to get them to mentally arrange their furniture. The old real estate saying of, "If you can get them to decorate, you can get them to buy", works exactly the same in our industry, just substitute buy with rent. I also love the "Interaction with Reward" concept. Ask them to open the refrigerator and have cans of soda as their reward. Then ask them to open the cabinet and have koozies with your logo and phone number printed on them as their reward.
STEP 6 - NEGOTIATE
Ok, some of you already have your "Fair Housing Bristles" standing up on the back of your neck after reading this step.
Negotiate does not solely refer to price, it refers to "Negotiate Customer Considerations". This means, get them to consider that you provided them 13 of the 14 things on their priority list, they need to consider this apartment home as a viable option. Get them to consider that though you were unable to provide them with reserved parking, your community is 18 miles closer to their work than the community that was able to provide reserved parking. Get them to consider that they will save close to 45 minutes a day to work as well as gas, which might be worth walking a few additional feet for.
This can also stand for "Landlord Considerations". This means, be sure to dig deep and find out what is preventing them from filling out the application and putting down a deposit. Sometimes it is something as simple as replacing towel bars or adding a ceiling fan ... and this might be worth considering pending on the occupancy of that specific floor plan. Others may be more costly like replacement of carpet, however, if it has sat vacant for 4 months, this may be a viable consideration in exchange for occupancy.
STEP 7 - SUPPORT
Customers want to know they are making the right decision. It is imperative that we resale to them once they have decided that we are their preferred new home. You need to support their decisions by reminding them of the 13 priorities we fulfilled. You need to remind them of the additional features that they expressed approval for and plans to utilize. This is also a great time to draw upon your market survey knowledge to support that they are making an outstanding investment decision and have selected the best value from within your market.
I am sure that many of these steps were not new to you. But the real questions is, do you consistently utilize these 7 sales steps collectively? Missing one step can compromise the success of the sales process. Sales is a psychology. It is a pattern that helps the buyer to feel confident in their decision, allowing them to walk away feeling comfortable with their investment. Most importantly, preventing them from having second thoughts that motivate them to continue shopping, later leading to a rental cancellation.
So, One Two a few more steps to do, Three Four show them some more, Five Six break out those final leasing tricks and Happy Seven, welcome to commission heaven.
Tuesday, March 27, 2012
Monday, March 26, 2012
A Legend In Their Own Mind
Have you ever had one of those employees who just seem to know everything?
The Maintenance Supervisor who knows more about leasing than you and your entire leasing team combined? The Leasing Consultant who is brand new to the industry, has gained three months of experience and is now applying for a Community Manager position?
I cannot tell you how frustrated I get with these individuals.
I did learn very early on, that there is a difference between confident arrogance and delusional arrogance. Over the years I have realized that if someone is confidently arrogant, typically they have earned the right to be through repetitive success. It does not necessarily make it easier to accept their inflated ego, but you can't help respect them for their consistent accomplishments. On the flip-side, the person displaying delusional arrogance typically has little to show regarding accomplishments. Interestingly enough, for some reason, they have come to believe that people not only want to hear them but actually put value in what they have to say! Yet, you and I know, we really just want them to "SHUT THE HELL UP"!
I once had a Leasing Consultant that thought she was a ROCK-STAR! She had her own blog, she told professionals how to market, how to collect rent, how to lease, etc. She was and probably still is today, "A Legend In Her Own Mind". I remember her bragging to me about how she was best friends with all of these keynote speakers in the Multi-Family Housing Industry, and how they all came to her for advice and recommendations. Knowing most of them, I was shocked, so couldn't help but contact them and ask them about their relationship with her. Most said they didn't know her personally but she might have been a Facebook friend, others said, "UGH, yes I know of her, I made the unfortunate mistake of letting her Facebook friend me and now she has an opinion about everything". With that in mind I started monitoring, and of course, "Little Ms. Know-It-All" was giving her ill advice during work hours, along with updating her blog. I had to address her unacceptable use of time during work hours. Later she informed me that she had received a request to have an article from her blog printed and it would recognize her name and place of employment, did she have permission to use the company's name. I requested to see the blog. OMG, it was full of spelling errors, grammar errors and punctuation errors. I did not know who to be more frustrated with, her for being so egotistically blind to her blatant elementary school errors, or the apartment association wanting to print the crap.
Another time I experienced a maintenance person who attended an apartment association event. At the event he apparently befriended one of the event leaders. Later the maintenance person unveiled to his boss, that he had been offered a job from this individual he met, he added that the offer was for higher pay and a much better position. Interestingly enough, the Regional Manager knew, the guy who supposedly offered him the position worked with me. She contacted me immediately to see if our company had truly offered him a position. Upon quizzing my colleague , he replied, "NO WAY, he was the most obnoxious and arrogant dude I have ever met."! Ah, another "Legend In Their Own Mind". My colleague went on to inform me that this guy had told him that the company he worked for was giving him a huge promotion and raise for having saved them thousands of dollars. Oh the tangled web they weave when they attempt to deceive.
So, what is the right way to deal with this type of employee personality? Can you mentor these individuals out of their state of self acknowledged awesomeness? Are they salvageable?
My gut reaction based upon numerous experiences is NO! And I can't help but ask, "Why would you want to put yourself through the hell of trying"? Unfortunately, as a dedicated manager, we can't help but try, even if the odds are against us. Therefore, the question becomes, "What is the best tactic for mentoring this type of employee"?
I believe the best mentoring tactic is the truth. Many of these individuals are so self-absorbed they truly do not know they are doing it, and they definitely do not recognize the perception people have of them. When you say out loud to them, "I know you think you are an employee Rock-Star, but in fact I have been unable to find one of your cheering fans, so I need for you to come down off of your stage and join the crowd as an equal team member", it gets their attention.
I still feel due to experience that few of them will change, mainly due to the fact that this type of behavior tends to be more of a personality trait or low self esteem compensation tactic. The good news is, you provided them with the truth. Then, have regular team meetings and after each meeting let them know how they interacted with the group. Did they talk too much, did they listen well, did they interrupt, did they accept others opinions as options, etc. By doing this, you know you have done your best to modify their behavior. If they can't change, they will rapidly self eliminate, because they want/have to be an "Employee Legend" even if it is in their own mind.
Remember, "The Truth Will Set You Free", meaning, either they will change or go play on another stage. Whichever the outcome, your team will applaud your ROCK-STAR management skills, and you will become a legend in their minds!!!
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