Now more than ever your Property Management Department is your most important asset in the Real Estate industry. In the last 2 years the Business Development Manager position has become a hot topic and when performed well, is very powerful in a PM Department.  Most Principals know a BDM is extremely important component for growth in the PM department but are unsure on what they should be doing day to day and what type of person would suit the position.

After being in the industry for 10 years and going from Reception to Property Manager and then becoming a full time BDM, I have to say the BDM position best suited my strengths and was the role I performed exceptionally well. So what makes a powerful BDM and what should you as the employer look for when filling the position?

-          They must be a confident networker, build strong relationships and love meeting new people.

-          They must be passionate about the department’s vision and believe in the product they are selling to the client.

-          They must understand the position is not a 9 to 5 role and be prepared to do deals after hours or on weekends.

-          They must have a competitive nature and be goal orientated.

-          They must have the ability to build and manage a large database.

-          They must be a team player and good communicator.

-          They must understand no doesn’t mean no, it means not right now.

-          They must be prepared to always think ahead of ways they can go the extra mile for themselves, the business and the client.

These traits were successful for me and I know I’m not the only one out there. Once you have secured your BDM make sure as the Principal you have a plan in place to ensure the success of your BDM. A good starting point is setting targets and making sure you have regular meetings to discuss any concerns or positive feedback you may have.

All about Tara After completing High School, Tara Milzewski commenced work as a Trainee Property Manager and within 6 years became the Business Development Manager at Wide Bay Prestige Properties. Tara has very strong passion for Business Development and understands how important growth is for a Property Management Department. Tara’s significant accomplishments include successfully securing 268 listings in one financial year and signing 30 new rental listings in one month. To contact Tara for any further information feel free to email Tara at  tara@stbinvestments.com.au

Starting a new job is nerve racking.  You’ve been chosen because your boss believes you are the best person for the challenge ahead.  There’s lots to think about when starting a new job, a new office, a new manager, a new team to work with and perhaps even a team to manage.  Whoever said that first impressions count was absolutely right, you only have a short space of time to fit in, impress and to get people to like you, particularly the people who are going to have to work for you.

Here are some things you should avoid doing at all costs during your first few weeks into the job and reasons why:

Things to avoid

Don’t be negative about your predecessor

It is tempting isn’t it?  Particularly if you are going into an area that has been poorly managed, where performance is low and the only way is up.  Don’t do it though.  You can guarantee that even if you have gone into the worst are where morale is at an all time low, there will be at least somebody who valued, admired and retains extreme loyalty to the person who was there before you.

It’s also incredibly easy to criticize the person who was there before, comforting almost.  You can easily disregard all of the problems as somebody else’s doing because they were either incompetent or neglectful, but be careful.  Not only do you have old loyalties to contend with which has the potential to turn people against you, there is an expectation that you will now fix the problem and if the problem is bigger than you, you might look a bit stupid if you turn out to be no more effective than the last incumbent.

Don’t pretend you know everything

If you are going into a new area of expertise, be honest about it.  Don’t try to impress everyone with your outstanding knowledge of the issues if you are in fact bluffing.  This is a dangerous game to play.  Before you know it, you will have promised the earth and delivered nothing.  Until you understand the size of the challenge and the real opportunities, don’t say that you can change anything.  This will protect you, your reputation and will make you appear humble.  People will relate better to you if they think they are needed and that their views are valued.

Don’t hail yourself as the savior

This relates to the last two points.  Nobody likes someone who claims to be God’s gift.  One of the things that instantly turns me off to new people at work is when they say ‘well I’m here now so things are bound to get much better’.  All I want to do is smack them in the face or wish some horrible disaster upon them and to make things worse.  I’ll tell all of my colleagues what an idiot I think they are.  Word of mouth is powerful!

At the end of the day most people are competent, they would have tried some of the things that you are hailing to be unique and transformational.  You can get people to think you’re great but in far more subtle ways.

Don’t  disregard previous team initiatives or ideas

When you’re managing a new team, they will want to impress you.  Just in the same way that you want to impress your new boss.  Your team are most likely to know more than you do in your first few weeks so be gentle with them.  You might think their ideas are non starters but give them a try, for two reasons.

Firstly, you need your team to work for you and you need to earn their respect.  Be seen to value their input, you can always shape and guide their initiatives but never dismiss them out of hand.  They will draw away from you, be de-motivated and sometimes obstructive to the end goal you are trying to achieve.

Secondly, you need to give people time to adjust to change before implementing new rules and ideas.  They know more about the organization than you.  Their thoughts will be value and if you listen to them, they can help you get to where you want to go much more quickly.

Don’t constantly compare where you are to places you used to work

This is one of my pet hates.  It’s human nature to look at the past with rose tinted glasses.  I’m sure the place you worked last had some great attributes but don’t bore everyone to death about them.  Just because things are done differently in your new place of work it doesn’t necessarily mean they are worse or wrong.  If you really did love the previous place  so much why don’t you go back there…please!

Like it or not, Skype video interviews are becoming a regular part of the job application process. Many more recruiters are now turning to video interviews to recruit. REJS are using  Skype Interviews as just part of the process for several first stage interviews.

Many people still simply prepare as they would for a regular interview.

A Skype interview is a whole different ball game, though—it’s like being on TV except you’re filming, directing, and acting in this role. Follow these tips and you’ll be set to score an Emmy (er, job) from your performance.

Wardrobe and Makeup

The cardinal rule of any interview: Dress to impress. On the internet, “dressing up” includes your username and profile picture. Your Skype info will be your employer’s or recruiter’s  first impression of you. If you’ve been using the same user name since middle school, PartyAngel99 and sexychick85  it’s time for a change. Your profile picture is so important. Choosing both a professional picture and user name will prevent your employer/ recruiter from misjudging you or having to start off the interview by asking awkward questions.

You should also dress like you would for any other interviews – no matter what your local time is, where you’re calling from, or how much of your outfit you think the interviewer can actually see. A recent experience for me was a lady on skype interview in a dressing gown, it was 8pm at night.  It wasn’t just awkward—it was disrespectful. The last thing you want to do is seem like you couldn’t care less.

Lights… Camera…

Skype is rife with technical landmines, and we’ve all had that those annoying “can you hear me now?” moments. While most employers/recruiters  are forgiving, they’re also pressed for time. Your safest bet is to Skype with a friend or family member before your interview and check all of the following:

• The Set: Find an appropriate place to make the call, and make sure to clean up the background. A keen employer will be inferring everything about your surroundings, so make sure to pick a representative location to have the Skype call.
• Internet Connection: If your connection is dodgy , find somewhere more stable. Dropped calls are understandable, but they distract from the interview and reflect poorly on your ability to plan ahead.
• Lighting: Do you look washed out? Is your face shrouded in shadows? I have interviewed candidates with all curtains closed in a dark room, so check the lighting first.
• Sound: Don’t rely on the built-in microphone unless you want to sound like you’re in a bat cave. Get a dedicated microphone and test it out. Also, make sure you’re not in an area with a lot of background noise , the kids running in and out of the room and wanting to sit and talk on your knee is not ideal..
• Script: Have your attachments – resume, cover letter, portfolio, supporting documents—loaded up before the call, so you can reference them easily without having to conspicuously click around during the interview.

Action!

In a traditional, in-person interview, your interviewer is a captive audience. Over Skype, you’re the size of the interviewer’s Skype window and it’s much easier for her to pull out her iphone and check her email, or scan the headlines on her favourite news site.

You’re competing with the entire internet for your interviewer’s attention, so don’t just be a talking head on a screen! From a purely visual perspective, you will look much more interesting if you move around, use hand gestures, and stay animated. Interviewers are your audience, and you’re the star of that 600×480 pixel screen.

The flip side of this is that you, too, have more opportunity to get distracted. To minimize this, close all windows except your supporting documents and make yourself unavailable or invisible on Skype to avoid interruptions. Put your mini-Skype-window below the webcam on your computer screen, too. That way, when you’re checking how you look, you still appear to be making eye contact  with the employer/recruiter.

The Rest

From here on out, the rules of the interview are pretty much the same: Do your research about the company, know what questions to expect (and how to answer them), and be your glowing self. And don’t forget the follow-up— a great idea is to still send a  send a thank-you exactly the same way you would for an in-person interview. That means, don’t follow up on Skype chat.

Nail the virtual interview, and hopefully you’ll soon be walking through the real-life office doors.

Often when I am talking to real estate talent,  I would always suggest a candidate seeking work in the Real Estate market should brush up on their  self -promotion skills and invest in up-skilling to safeguard against the effect of a tight and competitive job market.

In today’s Real Estate job market, particularly here in Australia there are always  excellent career opportunities up for grabs and history shows us that this will continue to be the case, regardless of the current economic climate.

Do you see this Real Estate job market as highly competitive?

If your answer is yes, then we are on the same page and I would love to help you find your way in this maze of opportunities.

Firstly, don’t ever underestimate the potential, of you really selling your abilities and achievements to a potential employer.  This skill will play a huge role in initially securing and then ultimately ensuring, your newfound job security.  Not to mention the added bonus of your ideal job description, salary and benefits that you really want.

It is rare that our Real Estate Job Search talented candidates that we put forward are not invited to an interview. In fact on most occasions, a position is offered, because of our rigorous review of candidate/job suitability. The REJS team are also out there very day looking for talent.

Overall, our strategy is to attract the right people with experience, positive attitude and motivation and to provide them with opportunities and business tools to achieve their goals.

So, if you are curious and would like some advice about the maze of Real Estate job opportunities, please contact us at:

 Nikki Taylor / Director

 Real Estate Jobs Search

 B: 1300 219 522

 M: 0414 624 521

E:nikki@rejs.com.au 

Most people are familiar with the importance of a well-constructed resume, and put a fair amount of time into creating one. But just as important is the cover letter that accompanies and introduces your resume.

In an extremely competitive job market, neglecting your cover letter is a big mistake. Why? A cover letter is your first opportunity to tell a prospective employer about yourself, and to do so in your own words. Like a written interview, a cover letter gives you the opportunity to point out applicable experience and qualities that make you right for the job. And just like any other important job searching tool, there are definite dos and don’ts to follow to make sure your cover letter is an asset, not a hindrance.

Do personalize your letter.
Nobody likes to receive impersonal mail. Cover letters that begin with phrases like “To Whom it May Concern,” sound like random junk or bulk mail, rather than an important correspondence. You expect the company to take the time to read through your material, so you too need to take some time to research the correct addressee. Call the company, look on its Web site or talk to others to find the correct contact.

Don’t send a generic cover letter to many different companies.
Hiring managers can spot a mass mailing a mile away. What gets their attention are letters that address the company — and its needs — specifically. Research the company prior to writing the letter. Check out recent news and read through the company’s Web site, and then incorporate what you learned into your letter. Doing so will demonstrate to employers that you are informed, motivated and willing to go the extra mile.

Do address the specific position advertised.
Companies that post openings are making your life easier by telling you the qualities they are seeking. Show the company that you paid attention. If a company advertises that it is looking for sales experience, make sure you address your sales experience. One way to do this is by making a table for yourself before writing your letter. List the company’s stated needs in one column, and your corresponding experience and qualifications in another column. You can then use that information to write a letter that tells them exactly what they want to know.

Don’t make the reader work too hard to see that you are right for the position.
Include specific examples about your past successes and experience. If you are looking for a marketing position, give the reader detailed information about a marketing campaign you successfully executed. Don’t just tell the reader that you are motivated. Give an example that shows your motivation. You need to lay all of your pertinent information out in a way that lets the person making the hiring decision easily see how your experience and qualities fit the company’s needs.

Do get to the point.
Hiring managers receive letters and resumes from dozens and even hundreds of applicants, and often just don’t have the time to read lengthy, wordy letters. Be direct. In the first paragraph, include the title of the position you are interested in and then move on to your specific qualifications immediately.

Don’t end your letter passively.
Nobody gets a job by sitting at home waiting for the phone to ring. Similarly, not many people get a call once a resume or cover letter is sent. Since you are the one looking for work, you need to take the initiative and follow up. Instead of ending the letter with “I look forward to hearing from you,” close with “I will call you next week to discuss a time for us to meet.” Once you’ve included this call to action, however, make sure you follow your own promise.

Do write and edit your letter with great care.
Nothing says “I don’t really want this job” like a cover letter with typos, incorrect information, or spelling errors. Make sure the company’s name is spelled correctly. Check to see if the contact is a male or female. And, while it sounds almost too obvious to mention, be sure to sign your letter. Careless — and easily correctable — mistakes tell the company that you did not take this simple task seriously.

Best of Luck 

Nikki

Interview questions may vary but in essence they are all trying to establish the following:

• Your skills and experience to do the job • Your enthusiasm and interest for the job • Whether you will fit in

If you can answer these questions, using real-life examples to illustrate your points, then you should be able to answer most of the questions that arise including the following frequently asked questions.

1. Tell me about yourself?

This question or something similar usually starts every interview.  Your answer should be well-rehearsed, confidently delivered and last between 3-5 minutes.  It should also:

• Focus on the areas of most relevance to the job in question • Include some impressive achievements e.g. improvements made • Convey your enthusiasm for the job • Avoid personal or irrelevant information e.g. your children, un-related jobs

2. What are your key skills/strengths?

Focus on what you know they are looking for, even if it has been a smaller part of what you have been doing to date.  The job advert or person specification form will give you the information you need about their requirements.

3.  What are your weaknesses?

Choose a weakness that:

• Doesn’t matter for the job e.g. languages for a UK firm.

• Is a positive e.g. “I like to make things happen and get frustrated if too long is spent sitting around discussing it without action”

• Used to be a weakness but which you have improved upon e.g. presentations

4.  Why did you leave your last job?

Your answer should be positive and upbeat even if the circumstances were difficult.  If you were made redundant, depersonalise it by talking about company restructuring rather than your individual circumstance.  Never criticise a previous employer no matter how tempting.

5. Why do you want this job?

Your answer should reinforce why you are such a good fit for the job and then convey your enthusiasm for the role e.g.

• good match between your skills and their requirements • interested in the product/market/sector • company’s excellent reputation, exciting challenge etc.

Do not say (even if it’s true) that you just need a job, or you want it because it’s local.

6.  Tell me about a difficult scenario at work and how you dealt with it They are testing how you cope under pressure as well as your problem-solving and communication skills.  Good examples are where you:

• helped resolve or improve a difficult situation • were resilient in adverse conditions • showed emotional intelligence and cool-headedness Avoid any examples which still feel sensitive, because in a high-pressure interview situation, old emotions can easily resurface and throw you off balance.

7.  Tell me about an achievement of which you are proud?

Choose work-related examples that shows a tangible benefit to the business.   Personal achievements should only be included if they are very impressive or prestigous.

8.  What are your career goals?

They are checking if you are likely to stay and if so, for how long.  Reassure the employer that the role you are applying for fits your career plan and your longer term commitment to the company.

9.  What are your salary expectations?

Salary negotiations are best handled at the job offer stage so try to avoid this at interview if you can.  If forced to name a price, give a realistic but wide salary range and say that you feel that salary won’t be an issue if you decide to work together.

10. What do you know about our organisation?

You need to know the following:

• Company structure, , products and services, key staff • Customers and competitors • Market trends and challenges

Summary

Preparing your answers to the above questions will give you a headstart in any interview situation.

Congratulations, you’ve just accepted an offer for the job you’ve been chasing for months. You are excited and relieved, but you’re wondering how your boss is going to react when you resign. Will the reaction be understanding, angry, shocked or dismissive. How do you react when one of your best performers resigns to you?

Some of the more common thoughts that the boss may have are:

• He’s one of my best performers. How am I supposed to replace him, keep the team together, and achieve budget?
• What inconvenient timing – I was about to go on annual leave for 3 weeks
• Where is he going?
• Can I get her to stay until I find a replacement and have an effective hand over?
• How can I get her to stay?

If you are a valuable resource, then your boss and your company won’t want to see you walk out the door, especially to the competition. They will make every attempt to convince you to stay, either by:

• Making you a counter offer
• Making you feel incredibly guilty and disloyal
• ‘Loving’ you liked they’ve never ‘loved’ you before – be suspicious of this

Being made an attractive counter offer is instantly good for your ego, but you must take a number of things into consideration before saying “thanks” or “no thanks”:

• You have only received a counter offer because you resigned. It is a purely reactive tactic from your employer and should make you wonder whether you need to resign every time you want to improve your situation. If your employer thought you were truly worthy, why didn’t they improve your situation anyway?
• Do your reasons for wanting to leave still exist? You may have a number of reasons – salary too low, no promotion in sight, don’t like your boss. You may be offered more money to stay, which can be tempting, but if you still have other issues outstanding, you’ll probably end up leaving anyway.
• Despite what your employer is saying to you, they will probably now consider you a risk and may make contingency plans without your knowledge. You may not be seen as a true member of the team
• The counter offer could simply be an interim tactic from your employer to bridge a gap whilst they look to replace you.

Much research and many surveys have been completed over the years to measure what happens to employees who accept counter offers. Only 6 out of 100 employees are still with their company after 12 months, and 2 important points become apparent:

• Salary was hardly ever the prime motivator for resigning – more money didn’t ultimately change the true state of play
• Things didn’t take long to return to the way they were before the resignation

Before accepting a counter offer, ask yourself why your employer has made the offer. There is a strong possibility that the cons will outweigh the pros and you will realize that your decision to resign was right after all.

Know when it’s time to change your job situation

If you’re thinking about changing jobs, it’s important to understand your reasons why. First ask yourself, why do you want to make the change, think about it honestly and write them down. Pros and Cons to changing.

If you are leaving because you don’t get along well with your co workers or your boss. This is the time to be truthful with yourself. Are your problems with those people because of them or you.   If it really is your co workers or boss, then I suggest if they won’t  change,  so start looking for another job.

Here are some more issues to consider:

Your pay – Do your research. What is the pay scale for your role in your  geographical area and of course the  industry.?

Your commute — If you are the kind of person who seriously doesn’t enjoy the time spent in the car, like me, then a long commute could be a major issue. You should seriously factor this in when deciding how much you like your current job. Too many people these days take up a role, then realise a month later it’s just too far.  Do your homework, work it out.  Give some serious thought to the distance you are travelling and work out really is it worth the travel.

How do you feel when you wake in the morning on a  workday? –  NO really ..how do you feel? Do you wake up with dread? Do you find that you’re having more minor health issues–stomach upset, headaches–than you normally would? Your body can tell you when something is wrong with your lifestyle way before your mind will.

Start your job search while you’re still employed. Knowing that you have a few irons in the fire can help you put up with an unhappy situation.

Talk to someone !   There are people out there you can talk to.  Find out what is out there in your area.  Be specific to what you want.  It may just change your situation and we do like to hear how much people like to get up every day to go to work.  Those jobs really are out there.  Trust me!

Nikki Taylor

Real Estate Jobs Search

There’s no two ways about it. Workplace bullying is fast becoming one of the biggest health and safety issues facing Australian businesses. It can have severe psychological consequences for victims, and – as many recent cases have shown – it can also carry massive fines for employers, organisations and even individual employees.

Just take the below case as an example: In 2010.

WorkSafe Victoria prosecuted the owner and some of the employees of a Melbourne café after a young waitress committed suicide as a result of being bullied relentlessly by three of her colleagues. The three bullying employees were fined $45,000, $30,000 and $10,000 each, while the café’s owner and the café were fined $250,000 combined for failing to maintain a safe workplace. Even though the owner of the café was not found to have engaged in any bullying behaviour himself, the court found that his failure to put reasonable systems in place to prevent the bullying or take any action to prevent it was a breach of his duties under the Occupational Health and Safety Act 2004 (VIC).

And the worst thing is that unlike many other OHS risks, it can be very hard to tell when bullying is occurring… While physical bullying may be easy to detect, other types of bullying, such as social and psychological bullying, are hard to put your finger on. For example, pinpointing exactly who has been spreading rumours about someone, or who is working to exclude someone behind the scenes can be tricky. In fact, someone in your workplace may be breaking the law right now – without you even knowing it! But making the effort to prevent bullying in your workplace is more than just good business practice – it’s the law.

Try taking these steps to preventing bullying, discrimination and harassment in your workplace:

1. Make sure you encourage respectful and courteous workplace behaviour.

2. Put in place a workplace policy that includes a process for reporting and investigating complaints. Educate everyone in the workplace about bullying and harassment – let them know what is acceptable behaviour and what is not.

3. Respond as promptly as possible to any evidence of inappropriate behaviour.

4. Treat all complaints seriously, and deal with them quickly and confidentially.

5. Train supervisors and managers about your company policy regarding bullying and harassment, and encourage them to address problems.

Many thanks for Article found in http://ohshandbook.net.au/about/

Property Managers are a passionate bunch. The nature of their business means they are generally out-going, highly driven individuals, and for the most part they love their industry. But are they happy and fulfilled working for you?

You’ve invested time, energy and money recruiting, hiring and training your staff, but you could be wasting all those resources by not paying attention to staff contentment and satisfaction levels. It’s not rocket science and it doesn’t have to break the bank – it really boils down to being considerate and thoughtful, and proactive enough to recognise problems before they arise and take steps to avoid feelings of discontent developing.

Lack of Recognition –

The Property Management game requires its players to work long, often random hours, and frequently exposes them to stressful situations. Now, we can all remember a time in our lives when we worked our fingers to the bone and received little or no recognition for our efforts! So why would you ask your Property Managers to work early mornings and late nights, weekends and even public holidays, and overlook the simple act of giving them credit where credits due?

Everyone likes to feel appreciated, and it’s an incredibly easy emotion to impart. A pat on the back here, a 5 minute meeting to commend them on their recent efforts there, and you’ll quickly find the loyalty of your staff increasing. Consider an ‘Employee of the Month’ scheme, where each month you recognise the efforts of one valued staff member. A dinner voucher, bottle of wine or bunch of flowers as a reward is a small price to pay for employees that are prepared to go the extra mile for their boss!

Dissatisfaction with remuneration –

In any job there will always be debate about levels of pay, and of course as an employer you will be conscious of budgets and creating a level playing field for all your workers. But make sure you endeavour to get the financial balance right! – If you expect your staff to work long, hard hours, you need to compensate them accordingly. If you want your staff to stay loyal to you and your company, you need to ensure that your rates of pay are in accordance with the rest of the industry, and your competitors who could entice your workers away from you.

You need a long term approach when it comes to considering wages and salaries. Sure, things might be tight financially, and the short term fix might be to scrimp on wages. But long term, if you compensate your staff well you’ll get loyal, enthusiastic employees who are on hand when you need something special from them, and will in turn generate greater earnings and add to the positive reputation of your firm.

Inefficient training, systems and procedures –

Nobody wants their job to be harder than it needs to be. If you are able to invest in systems which will streamline your procedures then you should. Likewise, if you are able to provide training opportunities for you staff which will make them more efficient the rewards will be a working environment which is better organised, more professional, and more dollar-productive.

Transport and Fuel –

The Property Management industry almost invariably involves a significant amount of travel, and with fuel prices as high as they are these days this is a cost you need to factor in when you consider how you compensate your staff. It’s easy to neglect incidental costs like fuel, car maintenance etc, but these are little things that grate on your employees, and slowly eat away at their enthusiasm for their job. Whether it’s a company car, a petrol card, or simply a willingness to compensate them somehow for the miles they travel, your staff will appreciate the consideration, and the extra few dollars it gives them in their back pocket at the end of the week!

Principals who lack practical knowledge –

In any situation where you are required to lead or manage people, the ability to be empathetic is a major asset. Without an in-depth, practical understanding of the actual work you are asking your staff to perform this will be incredibly difficult. Nobody appreciates being given advice and told what to do by someone whose opinions they don’t respect, so it’s vital that as a manager you show your staff that you have a comprehensive understanding of every facet of the industry, and hands-on experience with all the tasks you expect them to perform. Don’t be afraid to get your hands dirty now and then – rolling you sleeves up and getting stuck in to some of the basic tasks will give you an insight in to the dynamics of your workplace that you could never get sitting behind your desk in a closed office.

Explain yourself –

If you can explain why you are getting staff to perform certain tasks, and what value the outcome holds for the company, they will be able to approach that task with a far clearer overview of what they need to achieve, and will appreciate the fact that you provided them with background information. Simply ordering a staff member to perform a task, particularly one where the end outcome and value is not obviously apparent, will only create frustration and a sense of confusion. It can never be a bad thing to have a team environment where people are encouraged to be ‘up with the play’ and on the same page when it comes to the future direction of the company and the reason behind the companies plans and goals.

Chase Feedback –

It’s no good burying your head in the sand; you need to know what is happening within your team. Encourage staff members to come to you with comments and feedback. Consider holding sessions where people are invited, in a positive and constructive manner, to comment on the way things run and to suggest ideas and possible improvements to the way things are done.

No business remains successful for any significant period of time without being open to change and being willing to adapt, so it is critical that your staff, who are the people in the best position to provide feedback, know that your door is always open and that you welcome their thoughts and opinions – even if they may differ from you own views!!

In short, there are almost limitless benefits that your business can experience when you have a team of employees who are motivated, driven, educated, loyal and excited about coming to work. Spending a little bit of time and money on creating harmony in the office will reap huge rewards in the future, so get out there and create the best work environment you possibly can!!

Best of Luck

Richard

(Article published in Principal – Real Estate Matters issue 10)