How can you tell if a manager needs an assistant?
If too much of your time is spent on tasks not directly related to the growing of the branch, the company, and your production, then you are a candidate for considering an assistant. For example, if you have been meaning to keep in touch with previous customers and/or candidates for loan officer positions and cannot, this is a major indication of need. Try making a list of your highest priorities. How much time are you spending addressing these priorities as opposed to keeping your head above water?
The assistant may also help you within areas in which you are not proficient or just do not prefer to undertake. For example, a manager not proficient with a computer or CRM system may hire an assistant or a firm to handle the tasks associated with the automation of the recruitment plan.
Does a manager have to hire someone to have an assistant?
The answer is no. The manager may hire an individual or might subcontract with a company to accomplish certain tasks. For example, instead of maintaining a database, the manager might hire a company to accomplish this task. The important thing to determine is what tasks can be best accomplished by someone other than you and the most economical way to accomplish these activities from the standpoint of time and money.
What can a manager delegate to an assistant?
What you may delegate to an assistant will vary depending upon your needs. For example, what actions yield the greatest benefits in terms of the achievement of your long-term goals? In other words, what can the assistant undertake to free your time for more productive activities? In addition, what activities do you least like to undertake?
With regard to the recruiting plan, it would obviously not make sense for the assistant to be contacting recruits. However, the assistant might be making contact with your previous
customers to free up your time to contact recruits.
How do you determine your goals?
There should be a direct relationship between how much you pay an assistant and how much your stress levels decrease and/or your income levels increase. If you cannot make this determination, you are unlikely to determine the effectiveness of a plan to hire an assistant. From the broader goals of increasing production, hiring candidates and decreasing stress, you must now drill down to more specific goals, such as growing a database, setting up loans, etc.
How can I use synergy?
There are many ways of integrating synergy into your plans for an assistant. The company or person you hire has a sphere of influence. Can you exploit this resource to increase your own sphere? How can you set up the compensation schedule to reflect this goal? Perhaps your top real estate agent has a family member that needs a position and also wants to learn the industry. Opening your eyes wider in this manner will help you assess additional ways in which an assistant can contribute to your long-term success.
Taking on a novice assistant you can mentor
This is another potential strategy to accomplish your goals. The idea would be for this employee to become a junior loan officer. The next step would be to transition them to a full loan officer as they train their replacement. Now you are getting the help you need and growing the branch at the same time.
Dave Hershman is Senior VP of Sales of Weichert Financial and the top author in the mortgage industry. Dave has published seven books, as well as hundreds of articles and is the founder of the OriginationPro Marketing System and Mortgage School – the online choice for expert mortgage learning and marketing content. His site is www.OriginationPro.com and he can be reached at This email address is being protected from spambots. You need JavaScript enabled to view it..
