Posted by & filed under Advice, Blog.

Burnout is a serious issue that can affect an employee’s mental, physical, and emotional well-being. It can lead to decreased productivity, decreased quality of work, and even physical symptoms such as fatigue and headaches. As an employer, it is important to be aware of the signs of burnout in order to provide support to your employees and prevent it from becoming a more serious issue. 

Here are 5 signs to indicate that your employee may be experiencing burnout and what you can do to help: 

  1. Decreased productivity and decreased quality of work. If you notice that your employee’s work is not meeting their usual standards, this could be a sign of burnout. You can help by offering additional resources and support to help them manage their workload more effectively. 
  1. Increased absenteeism and tardiness. If your employee is missing more days off work or coming in late, it could be a sign of burnout. You can help by having a conversation with them to see if there are any underlying issues that are causing this and offer support to help resolve them. 
  1. Decreased motivation and lack of engagement. If your employee seems uninterested in their work and lacks motivation, this could be a sign of burnout. You can help by recognising their accomplishments and offering positive reinforcement to help boost their confidence and motivation. 
  1. Increased negative emotions such as irritability and frustration. If your employee is more irritable and frustrated than usual, this could be a sign of burnout. You can help by providing a supportive and understanding environment and encouraging them to take time for self-care. 
  1. Physical symptoms such as fatigue, headaches, and insomnia. If your employee is experiencing physical symptoms such as fatigue, headaches, and insomnia, this could be a sign of burnout. You can help by encouraging them to prioritise their physical and mental health and offering resources such as flexible schedules and time off for self-care. 

In conclusion, recognising the signs of burnout and providing support to employees can go a long way in preventing it from becoming a more serious issue. By offering resources and a supportive environment, you can help your employees feel better and continue to perform at their best. 

Posted by & filed under Advice, Blog, Starting a new Job.

The sector provides individuals with a range of exciting opportunities that can help to build a successful and rewarding career. One of the most popular and in-demand roles within the sector is that of a Lettings and Sales negotiator.

For graduates who are looking to start their career in real estate, becoming a Lettings and Sales negotiator is an excellent idea. Not only does it provide a stable and lucrative income, but it also offers a range of life skills that can be beneficial both in the workplace and in daily life.

First and foremost, a career as a Lettings and Sales negotiator can offer graduates the opportunity to build strong interpersonal and communication skills. As a negotiator, your primary role will be to liaise with clients, building relationships, and providing them with professional and friendly advice throughout the sales and lettings process. Through this role, graduates will learn how to communicate effectively with a diverse range of individuals, develop their listening skills and learn how to build rapport with others.

Another key benefit of working as a Lettings and Sales negotiator is the opportunity to develop your sales and marketing skills. Through this role, graduates will learn how to identify potential clients, build and maintain a client base, and ultimately close sales. The ability to sell effectively is a highly sought-after skill in the modern workplace, and by honing these skills through a career in real estate, graduates will be well placed to succeed in a range of industries.

Working as a Lettings and Sales negotiator can also help individuals to develop their problem-solving and decision-making skills. As with any sales-related role, there are often challenges to overcome and decisions to be made. Through working as a negotiator, graduates will learn how to identify and overcome obstacles, make effective decisions under pressure, and work towards a successful outcome.

A career as a Lettings and Sales negotiator also provides graduates with an opportunity to work in a dynamic and fast-paced environment. The real estate sector is constantly evolving, and as such, no two days are the same. This can be particularly appealing to graduates who are looking for a role that offers variety and the opportunity to work on different projects and tasks.

In conclusion, becoming a Lettings and Sales negotiator is an excellent idea for graduates who are looking to build a successful career in the real estate sector. Through this role, they will learn a range of life skills, including communication, sales, problem-solving, and decision-making, that can be beneficial both in the workplace and in daily life. Additionally, a career in real estate provides a stable and lucrative income and the opportunity to work in a dynamic and fast-paced environment. So, if you’re a graduate looking to start your career in real estate, consider becoming a Lettings and Sales negotiator.

Posted by & filed under Advice, Blog, Interview Tips.

Preparing for a job interview can be a daunting task, especially if you are interviewing for a position in the highly competitive real estate industry. However, with the right preparation and mindset, you can ace your interview and land the job of your dreams. In this blog post, we will provide you with some tips on how to prepare for a real estate job interview.

  1. Research the company and the role: Before your interview, it is important to research the company and the role you are applying for. Go through their website and social media pages to learn about their mission, values, and culture. This will help you understand what the company is looking for in a candidate and tailor your responses to align with their goals.
  2. Review the job description: Make sure to read the job description thoroughly and identify the key skills and qualifications required for the role. This will help you anticipate the questions you may be asked during the interview and prepare your responses accordingly.
  3. Practice your responses: It is essential to practice your responses to common interview questions, such as “Tell me about yourself” and “What are your strengths and weaknesses?” You can also research common real estate interview questions and practice your responses with a friend or family member.
  4. Prepare examples: To showcase your skills and experience, it is important to have specific examples ready to share during the interview. Think of times when you demonstrated your skills, such as closing a difficult deal, working with a difficult client, or managing a challenging project.
  5. Dress appropriately: Dressing appropriately is important for making a good impression on your interviewer. It is recommended to dress in business attire, such as a suit or a dress with closed-toe shoes.
  6. Bring a copy of your resume: It is always a good idea to bring a copy of your resume to the interview, even if you have already submitted it online. This will help your interviewer reference your qualifications and experience during the interview.
  7. Be on time: Punctuality is important for making a good impression on your interviewer. Make sure to arrive at least 10-15 minutes early for your interview to allow for unexpected delays.
  8. Be confident and positive: During the interview, it is important to be confident, positive, and enthusiastic about the role and the company. Smile, maintain eye contact, and listen attentively to your interviewer’s questions.
  9. Follow up: After the interview, it is important to follow up with a thank-you email or note. This will show your interviewer that you appreciate their time and are still interested in the position.

In conclusion, preparing for a real estate job interview takes time and effort, but it is worth it in the end. By researching the company and role, practicing your responses, preparing examples, dressing appropriately, being punctual, and following up, you can increase your chances of landing the job of your dreams.

Posted by & filed under Advice, Blog.

How involved are your employees in recruiting talent? Often the best people know the best people, and a vouch from a current employee often makes the employee and their referral accountable. This kind of system — called grassroots acquisitions — is integral to getting the best performers in a field.

But, often, HR departments won’t use referrals as their first choice, which can be detrimental to obtaining top performers and a recruiting budget.

A referral is free, whereas advertising and headhunting can cost tens of thousands.

You want the former to drive your talent acquisition during these economically challenging times. But implementation is critical.

Here’s how you can implement a winning grassroots talent acquisition program.

Develop a Strategy With the HR Team

The process begins by creating a framework for hiring. Identify the gaps in your current structure and then determine when you want to add these roles to your company — preferably segmenting the hiring calendar into quarters, especially for management-level positions.

The strategy session should also include a structure for sudden hires if employees resign with short notice.

Create Incentives for Successful Referrals

While strategizing, determine which incentives you can offer, given the budget.

Suppose your budget is limited; offer more time off, especially during quiet periods. If you have some budget, consider offering cash bonuses, the equivalent of a percentage of the annual salary provided for the role.

Consider implementing prize givings, like weekend getaways, tickets to sporting events, spa treatments, and so on, to honour frequent referrers.

Note: Team leaders and managers should naturally be exempt from programs relating to their teams.

Inform Your Employees of the Goals and Rewards

The key to a grassroots hiring strategy is informing employees of the ideal candidate you’re looking to acquire, more than the experience and expertise; describe the individual’s characteristics and ethos.

This gives your workforce accountability about who they recommend, as they’re likely to stress that their recommendations meet these characteristics.

Next, inform them of what they obtain if their recommendation is hired. The reward is likely to make them more invested in finding an ideal candidate than a friend or relative looking for a job.

Sending reminders about closing dates and rewards and sharing the final selection will keep the grassroots program alive.

Grassroots hires encourage loyalty and retention and can often be the most effective way to acquire high performers.

When implementing this program, remember the old idiom: birds of a feather flock together.

Posted by & filed under Blog, Uncategorised.

As we celebrate International Women’s Day, it’s important to acknowledge the challenges that women still face in the business world. Despite progress towards gender equality, only one in three entrepreneurs in the UK are female. Additionally, research shows that female-led businesses are, on average, around 25% smaller than those led by men.

However, it’s also important to recognise the potential for positive change. Research conducted by McKinsey & Co has found that companies with greater diversity in their executive teams are more likely to outperform their peers on profitability and create superior value. This highlights the importance of ensuring that women have equal opportunities and representation in leadership positions.

As a female business owner and entrepreneur, I know first-hand the dedication and challenging work required to sustain a business. I’m sharing some of the biggest lessons I’ve learnt (sometimes I’ve had to learn the hard way) that have really helped me. I hope they help any female business owners, entrepreneurs or those aspiring to be too.

• Believe in yourself: Work on your mindset and your confidence in your abilities and believe that you can achieve your dreams. Don’t let self-doubt hold you back.

• Seek out mentors: Find mentors who can offer guidance and support as you navigate the business world. Look for women who have experience in your industry and can offer advice and help you make connections.

• Build a strong network: Attend events, join groups and organisations, and connect with other women in your industry.

• Embrace failure: Failure is part of the journey to success. Don’t be afraid to take risks and learn from your mistakes.

• Prioritise self-care: Running a business can be stressful and demanding. It’s important to prioritise self-care to avoid burnout and maintain your physical and mental health.

• Advocate for yourself: Don’t be afraid to speak up for yourself and ask for what you deserve. Whether it’s negotiating a contract or asking for funding, advocating for yourself is essential to achieving your dreams and goals.

On this International Women’s Day, let us celebrate the achievements of women, but also continue to work towards a more equitable and inclusive future for all.

Lema Redjep | Founder / Head of Wellbeing / Internal Coach


Posted by & filed under Advice, Blog.

We can all agree that times are tough. The last few years have had a massive knock on effect on the economy and businesses. The word ‘recession’ is terrifying and creates a lot of doubt for companies.
What will the future hold for the business?

Should we be hiring new staff when we don’t know what is around the corner?

During these times, many businesses choose to gain control of their budgets by putting recruitment on hold. Yet doing this delays growth, causes undue strain to the current employees and resources and could limit the ability to be flexible, which is essential to surviving a recession.
The better choice, is to implement a recession-proof hiring strategy, that keeps the long-term vision front and centre.

Define your hiring needs
Before you start looking for candidates, you should define the specific roles and skills that you need for your business. This will help you to avoid wasting time and resources on irrelevant applications.

Use multiple recruitment channels
Don’t limit your search to just one recruitment channel. Consider using job boards, social media, employee referrals, and recruitment agencies to find the best candidates.

Focus on candidates with transferable skills
In a recession, many people may be looking to change industries or job roles. Look for candidates who have transferable skills that can be applied to your business.

Look for potential, not just experience
In a recession, many talented candidates may be out of work due to circumstances beyond their control. Consider hiring candidates based on their potential, not just their experience.

Consider offering temporary or part-time work
In a recession, some candidates may be more open to temporary or part-time work. This can be a great way to get to know a candidate before making a permanent hiring decision.

Be transparent about your company’s situation
Let candidates know that your company is operating in a difficult economic environment. Be transparent about your financial situation and your plans for the future. This will help you to build trust with candidates and ensure that they are committed to your business.

Prioritise diversity and inclusion
Don’t let a recession lead to a lack of diversity in your workforce. Prioritise diversity and inclusion in your hiring process to ensure that you are building a team that represents a wide range of backgrounds and experiences.

Overall, hiring in a recession requires a flexible and open-minded approach. By focusing on the needs of your business and being open to new candidates, you can find talented employees who can help your business grow and succeed.