It’s time to grow your senior living occupancy in 2013! Let’s motivate the sales team on how to achieve your senior housing community’s goal. I assume you already have a budget of how many projected move-ins are required and the projected amount of move outs for your retirement community (The number of move outs seem to get higher every year – doesn’t it?)?
For those of you in smaller communities you may be having a sales meeting with yourself or one other person. The rest of you probably have a team of 2 to 4 sales people to motivate. Some sales people get very overwhelmed with the yearly goal. When they hear that 50 CCRC entrance fee move-ins or 120 assisted living move-ins are budgeted, you can look for the squirming in the seat and eye rolling. This means they don’t believe.
Well, it’s your job to believe the occupancy goal and encourage your people to believe.
Here are some tips to turn them into believers. Break down the yearly occupancy goal into monthly goals.
- How many sales are needed per month?
- What is each person’s monthly sales goal?
For a Continuing Care Retirement Community (CCRC) with three sales people and a goal of 50 move-ins – that’s 4 sales a month and about 1.3 sales per person per month. Calculate how many tours are needed per person and how many calls on average will draw in the tours per month.
For the same CCRC example it ends up being:
- 60 tours a month and 1,200 team phone calls per month or
- 20 tours and 300 calls per month for each sales person or
- 5 tours a week and 75 calls in a week for each team player
How easy is it for one person to do 1 tour and 15 calls in a day? This is how the 50 move-in yearly goal breaks down. It’s very easy to hit the yearly goal with a great team, a good organization, planned advertising to draw in new faces, excellent quality of programming, superb food and a first-class reputation of caring for the residents. It can be so simple to hit the goal for 2013. Just break it down for your team, BELIEVE and then your team will BELIEVE too!
Diane Twohy Masson is the author of “Senior Housing Marketing – How to Increase Your Occupancy and Stay Full,” available for sale at Amazon.com. Masson’s book will be required reading at George Mason University in the Fall as part of the marketing curriculum. She is currently consulting with Seniors For Living and two debt-free Continuing Care Retirement Communities in Southern California – Freedom Village in Lake Forest and The Village in Hemet, California. Connection and partnership opportunities: Email email@example.com Twitter: @market2seniors Web: www.marketing2seniors.net Blog: http://marketing2seniors.net/blog/
What is your recipe for hiring a successful senior living sales person at your retirement community? There are so many qualified candidates, what are your must have personality traits? When I interview, here are the qualities that I look for in no particular order:
1) Phone Experience and Voice – The applicant needs a great phone voice to even qualify for a live interview with me! What is their history of making calls? Have they made 50 calls in at least one day of their career? How many calls did they need to make in order to have one live customer? Phone calling can be one third of the job to fill the building. It is crucial to have ongoing phone contact with our leads to make cool leads – warm, warm leads – hot and hot leads turning into move-ins.
2) Real Sales Experience – They need to be able to give examples of how to warm people up, find communality, do discovery and educate the customer on a wonderful service. I need to be able to visualize them describing our Continuing Care Retirement Community or Assisted Living. I don’t require a background in senior living sales.
3) Closing Experience – What is their closing ratio? How many live customers do they need in order to achieve one sale? Did they close me?
4) Listener – If they practice good listening skills with me, then they can do the same for the customer. This is vital…
5) Teachable – Are they willing to learn and grow? Some people want to live in a rut. I want someone who can morph themselves and strategize the sales presentation and closing techniques based on the current economy. I want someone who is willing to be a student of this business.
6) Genuine – Are they believable? Will the customer embrace their passion?
7) Sincere love and compassion for seniors – Have they ever cared for a senior or helped find skilled nursing care for a relative or neighbor? Do they have a history in working with seniors?
8) Team Player – Is it all about them or do they enjoy and contribute to a team approach? Operations definitely has a team approach in caring for the residents. Marketing works best with a team approach as well! I like to hear examples…
9) Motivated by helping others improve their lives? – Does this rock their boat or is it all money, money, money?
10) Education – If they had the dedication to complete their schooling, then they can have the dedication to fill the building.
11) Professional Appearance – Great smile, well groomed and speaks well – These are all a must!
12) Computer Literate? – Can they type at a decent speed, navigate through Word and Excel and learn a new database quickly?
Please share your top 12 favorite traits in hiring a senior housing sales person or feel free to add onto mine…
Diane Twohy Masson is the author of “Senior Housing Marketing – How to Increase Your Occupancy and Stay Full,” available for sale at Amazon.com. If your curiosity is piqued to inquire on Diane’s availability to speak at a senior housing conference (CCRC, independent living, assisted living, skilled nursing or memory care) – please call: 206-853-6655 or email firstname.lastname@example.org. Diane is currently consulting in Southern California for Freedom Management Company, the proud debt-free owners of Freedom Village in Lake Forest and The Village in Hemet, California. For more information: Twitter: @market2seniors Web: www.marketing2seniors.net Blog: http://marketing2seniors.net/blog/