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We all start with the same percentage, producers cap quickly and it is free for the rest of the year.
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We have a structured program for new agents that includes splits becoming larger as they demonstrate competency in key areas...
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In my experience, splits are determined by productivity. And new agents tend to need more hand-holding and they usually aren't productive immediately. While new agents may start at a lower split, they can move up the ladder reasonably quickly as they start to get results.
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The others have given you good advice. I started in 1992 and got a 50-50 split.
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No less than a 50/50 split when starting or they will find someone else.
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I give a 50/50 to new agents and all agents until they reach the established plateau.
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It all depends - if someone is smart and wants to work hard, I'd still pay them higher split whereas someone has experience of 15 years but not much of motivation, I'd prefer a lower split.
One way you can handle this William Feela is by giving extra bonus on production or a tiered split.
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In my experience, new agents always start at lower splits. New follks require time and training...
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William Feela I'm glad you asked that, and it brings up a related question in my mind. Are mentoring fees common? The brokerage I've been with since the late 90's doesn't do such a thing, we all simply pull-together & it's yielded some wonderful agents. A brokerage I was briefly affiliated with in FL, had rather strict/aggressive mentoring fees - it seemed to me that some agents could take advantage of or be taken advantage by this.
Which approach is the norm?