Hear about the seven themes that emerged from the research project conducted by Jet, what he learnt. Get the report with the link below and also get involved in the next study.
Topic – Wellness and Wellbeing Study
Mentor – Jet Xavier
- Onboarding guidelines
- Train in how to deal with the stuff that will happen
- Get the report here
- Take part in the next survey here
Kevin: Building Wellness and Wellbeing into our industry has been the focus of Jet Xavier, and drove him to do this study, the Inaugural Study into Wellness and Wellbeing in the Australian Real Estate Industry. Many … Confronting, I guess, findings coming out of this. We’re looking this week at the seven themes that emerged from the project. The last two that we’ll be dealing with today; educate and nurture.
Kevin: The need to educate, the need to change how we recruit people and look after them in the industry is the bottom line Jet, isn’t it?
Jet Xavier: Yeah, it’s really interesting and probably one of the most strongest things that came out of the round tables last year, the fact that the on-boarding process when people get into the industry is not as efficient and effective as it could be around wellness and wellbeing. We certainly on-board people around their skill set and what they need to do in that area, but basically that’s where we sort of leave it. What happens is people don’t understand what’s coming up, what they need to prepare for, what they need to be equipped for, what they need to be protected from, and how to build a sustainable career.
Jet Xavier: Somebody likened it to the AFL and how they onboarded new recruits into the AFL. They looked at how to be in relationships, how to communicate, what you need to do in public, how to look after your finances. So this holistic view about setting them up for success as opposed to just teaching them how to kick and throw a ball as the main focuses.
Jet Xavier: What the industry needs to look at around wellness and wellbeing is how do we onboard people around dealing with the things that are going to come up like stress and like pressure, and like dealing with challenges and dealing with setbacks and rejection and things unexpectedly happening. All that type of stuff. Getting people ready for what real estate really is, as opposed to just throwing them in the deep end and expecting them to swim.
Kevin: Yeah, Jet, I’m reading some of the comments here from some of the people on your round table. So many great, insightful comments from great leaders like John Cunningham, Kate Strickland from Marshall White who we quoted I think earlier in the week as well. Some really good insights into how we need to change this education process and how we need to change very much how we recruit people.
Jet Xavier: Mm-hmm (affirmative).
Kevin: Let’s have a look at the final part of this, the final theme in that which is nurture. Did you want to cover anything else on education?
Jet Xavier: I think we need to … This is probably one of the most important ones, like I said. We need to move away from just skilling up people in the onboarding process and understanding that they’re human being has a whole lot of other areas that they need to be aware of and need to perfect in a way so they’re successful in real estate. If we want to get the best out of people in real estate, rather than having a revolving door and high turnover and high burnout in the industry, at the front end we need to make sure that we get people that are coming in the industry and we look at how we can help their emotional intelligence and their mindset. We can look at how we can help them deal with stress and deal with different situations with coping. All that type of stuff is just as important as the upskilling stuff. I think that’s probably one of the biggest changes that needs to happen in the industry.
Kevin: Mm-hmm (affirmative). Let’s have a look at the final part of this jigsaw, I guess it’s all coming together now, and that is nurture. Wellness and wellbeing must be supported by culture at a team, organisational, and industry level. This is a very deep project, isn’t it?
Jet Xavier: Yeah. I mean, everyone talks about culture and this type of culture and that type of culture. But what we need are more cultures that embrace wellness and wellbeing for their people. That’s going to make some massive changes. The top-down thing of course, but the people … If the people in the culture are just trying to purely achieve financial metrics, if they’re just trying to compete with each other and win all the time, if it’s just a stressful environment that’s just based on pressure, well then that’s not a healthy environment, not a healthy culture. If we start realizing that we’ll get more out of our people if we have healthier cultures and cultures that are built on wellbeing and wellness, rather than on just competition and status. People are going to have better careers and they’re going to enjoy the process a lot more and we’ll have less people leaving the industry. That’s the upside of that as well.
Kevin: Yeah, I think Nathan Casserly who is the director of a company in South Australia, made the point that as leaders we need to lead by example, start showing some vulnerability. I think that’s a key point; if we acknowledge the fact that we are vulnerable ourselves and we have our failings as leaders, we’re able to express that to our team and then show it back to them which is the point that Nathan makes.
Jet Xavier: Yeah, and that’s good culture. That’s just being vulnerable and it’s being open. There’s nothing wrong with that. It actually enhances business. But it’s not people sitting down having a pity party and complaining all the time and talking about what happened to them when they were children. It’s nothing like that at all. It’s just having a healthy, vibrant culture where you have a sense of openness, people are supportive and encouraging, and not afraid to speak your mind or talk about how you feel. Everyone is there for each other to help them get through whatever it is they’re going through on a day-to-day basis. I think that’s what a thriving culture is all about.
Kevin: Okay, well we’ll round this out now, Jet, if we could. Where to from here? What are your ambitions for this going forward?
Jet Xavier: We’re just in the middle of our think tanks for this year. So in Queensland, Victoria, New South Wales, and just done South Australia. So that’s going to give us a whole lot of information about these themes. We’re discussing the themes and what can be done about the themes, trying to get some practical applications.
Jet Xavier: We’re going to do a national study, a national survey, which has started again. We got over 1,000 last year, we want over 5,000 people to be part of the research this year. So that’s something people can get involved in definitely. If you’re interested in doing that survey, if you don’t mind me sharing it-
Jet Xavier: Kevin, it’s done through Survey Monkey. Basically you can do that at any time. It takes probably a minute to do, but it’s going to help us. So you go to http://www.surveymonkey.com/r/revive18general
Kevin: That’s too much for people to remember. What we’ll do is we’ll put a link on our website today for that-
Jet Xavier: Great-
Kevin: That’s going to be in the commentary below this podcast today, so just check for it. It’s in there, that link that will take you straight to it. As will the link we put in there to take you to get a full download of this study by Jet.
Jet Xavier: Yeah. So do that. Then the Revive project is on July 29 and 30, it’s a two day summit with experts inside and outside the industry around wellness and wellbeing.
Kevin: We’ll be giving you some information on that as well, so watch out for us if you’re a subscriber to REUNCUT, you’ll certainly get all those links and all that information from Jet so you can take part in this well-worth-your-time study.
Kevin: Jet, thank you for spending time with us today. Congratulations on your work.
Jet Xavier: Thank you.
Kevin: We’re here to support you every way that we can, mate, thank you.
Jet Xavier: Appreciate it, mate. Cheers.