ing, how many leads you are working on, how
many appointments you’ve got, how many
contracts have been written or have the
possibility of being written, and how many
training classes you have attended.
The amount of the draw varies. I sit down
with agents to work out how much they
feel they need for both business and living
expenses. It’s usually between [U.S.] $2,400
and $3,200 per month. It covers their bare
necessities and o;ce expenses with very
little left over, especially if they have a family.
We conduct a formal review and payout every three months.
At the end of the first period, if their commissions haven’t
matched the draw but they’re doing the work, we’ll give it
another shot. Usually that’s when it starts to come together for
them, and they get ahead of the game.
If an agent is running behind after two three-month periods,
now we have to take a serious look. Is there a future for this
person to move ahead? Sometimes there is, and we’ll take that
A Cushion for Both Recruits and Veterans
I find that two types of people are the best candidates for the
program: The first is the person in a single-income family who
wants to change careers. It can be very hard because you need
a window of four to six months until you possibly start receiving
income. O;ering a draw can allow that person to get in.
The second type is the experienced agent who has been successful in the past but ran into a problem or life change of some
kind. The program gives that person a bit of financial support to
get back on track.
The millennials haven’t been as interested in the program as
you might think. They are pretty entrepreneurial. Most of them
have chosen to take a stab at the traditional commission structure first. We’ve had a couple use it, but not as many as agents
from other generations.
Over the years maybe 4 percent to 5 percent of our agents
have been on the program at any one time. That figure stays
fairly consistent. We didn’t get the market crash that the United
States got around 2008 and 2009, so nothing really changed
then. But about 15 years ago our province went through an economic slowdown. That was the main reason the company started
the program, to help struggling agents through that time.
Be Very Selective
We don’t use the program as a recruitment tool, and we don’t
promote it in our advertising. You get the wrong kind of people
that way. We want the ones who take the e;ort to come in and
look at real estate as a career first. Usually they have the drive
to go further, and that’s what we’re looking for. Then, if we see a
person has an issue and a need, we bring it up.
The downside is the risk. Agents who don’t succeed may
not have the ability to repay, or they leave the business. We will
arrange payment plans in the rare instance that happens. We
have always been able to collect. It took time and perseverance,
but we did not have to go to court. The program also creates
extra paperwork and extra hours for the manager, but that’s
part of his job.
Agents’ drive and desire must be qualified before you o;er the
draw. Go by their past history and how they have applied themselves. One of the key things is making sure to uphold all the
requirements, rules, and accountability that come along with
the program. You can’t bend in any way.
By Pamela Dittmer McKuen
“We want the ones who look at real estate as a career.
Usually they have the drive to go further,
and that’s what we’re looking for.”
Company Century 21 Dome Realty
Regina, Saskatchewan, Canada
Number of o;ces: 2, both in Regina
Number of associates: 100
2014 gross sales: $255 million on 2,250 transaction sides
2015 estimated gross sales:
$284 million on 2,500 transaction sides
(Sales figures are in U.S. dollars.)