RIRO is about creating the best possible place to work.
Recruitment is not just about hiring and firing
Recruitment is a central part of your business. Part of your recruitment strategy is to make your office a desirable place to work – in every aspect.
Ask yourself:
Does every aspect of your office say: this is a great place to work? What does your foyer look like? What do your visuals look like? What is your process for outplacing staff? Does your business resonate with the population that you want to attract? What’s your induction program like? Do you develop your team and keep them challenged and interested? Do you have high expectations of yourself and your staff?
Kermit the Frog once sang that it was not easy being green. It is also not easy owning a real estate agency. Managing people and dealing with human resources is one of the hardest things principals of real estate agencies have to deal with. As Lee Woodward says, “Human Resources is not just about hiring and firing. Staff are the cornerstone of your business. Good staff lead to good profits. You and your HR staff are critical to fostering and developing fantastic staff.”
Human resources is one of the pillars of your business. As the owner of your business, you and your Human Resources staff have to:
1. Look after the people you have 2. Make sure your good staff stay 3. Train other staff 4. Motivate.
Luckily, Lee Woodward is here to help. After revolutionising training for sales people in Australia and developing The Complete Salespersons Course, Lee has now turned his attention to turning the owners of Australia’s real estate agencies into the industry’s greatest leaders and employers. After consulting with the nation’s and the globe’s leading organisational and motivational experts, Lee has put together the next revolution in real estate.
Through his extensive period of research, Lee has unlocked the keys to running a successful business and uncovered the secrets of outstanding organisational leadership. Lee says, “This new course will help principals make their business everything they want it to be. It will enable principals to have better and different thinking than their competition.”
The first part of the revolution is the Recruitment Induction Retention Outplacement (RIRO) program – a Human Resources approach that works and makes your business thrive.
Working with industry leader, Bradley Brown, CEO of Victorian group Fletchers, Lee has developed a program that:
1. Explains the elements of the RIRO program 2. Teaches you how to recruit staff, how to induct staff, how to retain and outplace staff 3. Shows you concrete strategies to implement the model in your workplace.
Bradley says, “If you put the effort into implementing the RIRO model then you can have an environment that you are proud of. You’ll be happy to go to work every day and you’ll have people there who feel the same.”
RIRO grew out of Bradley Brown’s experience. It is a four step program that covers:
Recruitment – a central part of managing your agency and something that should always be in your mind.
Bradley says, “We are constantly looking for people, constantly thinking about the next year, the year after, what’s going to be happening, where our people are going in their careers. It’s a constant part of our vocabulary.”
Induction - how you induct a person into your business is critical.
The objective of the induction process is to inculcate the new employee with how you do things. Bradley believes that “the purpose of induction is to make a new staff member feel important and to let them know what your expectations of them are going forward. If you are going to engage somebody and you’re going to go through all that expense of having them there, you should tell them what you expect from them.”
Retention - or how to keep good staff.
Retention is a massive issue because retaining good staff is the key to success. Literally everything you do in your organisation affects the people that you have. Retention is about two things. It’s about keeping people but keeping them on your terms. Retention is a multifaceted process. It’s about remuneration, helping them with their ongoing upskilling through training and development, helping staff with their branding and helping them build links with their communities.
Outplacement.
It’s really important to keep your team healthy. It is a very important part of the RIRO model and it is important that it is handled well. Dealing with outplacement in the fairest way possible is vital as it keeps your reputation in the marketplace healthy by people leaving on good terms; not bad-mouthing your organisation. It has to be worked on.
These four sections incorporate everything to do with Human Resources.
Bradley believes that if you adopt RIRO, it becomes an easy sell. “You can say to partners, managers and staff, this is what the HR team should be delivering for you; not just recruitment, or not just getting rid of people, but really this whole model of looking after the people you have.” He goes on to add, “Retention is the largest part in the RIRO model because when you recruit somebody, you might have them for 20 years or 30 years, so retention’s the real key to the whole model.”
Lee says, “RIRO is about creating the best possible place to work. If you implement RIRO, your workplace becomes the best place to be. You’ll retain outstanding people and draw outstanding people into your business. If you implement RIRO, when a prospective employee comes in for an interview, they see enthusiastic, professional, likeable people who are doing really well and who don’t want to move or go anywhere else despite how many times they’re tapped on the shoulder.”