Retention Starts on Day One

Onboarding with Intention

When it comes to retention, the real work begins the moment an agent joins your brokerage. While recruitment gets a lot of attention, what happens next—the onboarding experience—is often the difference between a short-term contract and a long-term relationship.

A strong start builds trust. It sends a clear message: you belong here, and we're here to support you. In an industry built on relationships, that matters.

One Size Doesn’t Fit All

A common mistake in onboarding is treating every agent the same. But a seasoned REALTOR® joining from another brand won’t have the same needs as a newly licensed agent just entering the field.

Experienced agents are often looking for a seamless transition: quick access to tools, marketing support, and clarity on how your systems run. Rookie agents may require more hands-on training, mentorship, and encouragement in their early days.

Tailoring your onboarding approach shows agents that you’ve thought about their needs—and that you’re invested in helping them thrive, no matter what their experience levels are.

What Good Onboarding Actually Looks Like

Here’s what a thoughtful, retention-focused onboarding experience includes:

• Warm welcomes and personal touches: Whether it’s a coffee with the broker-owner, a welcome kit with all the basics broken down for them, or a note from the admin team, small gestures go a long way in making agents feel seen and appreciated.

• Tools and systems setup: Agents need to hit the ground running. Make sure they’re connected to your brokerage email, file systems, CRM, Slack (or preferred communication tools), and listing platforms. A simple, centralized form that can be leveraged through Google Workspace helps collect the necessary info and trigger internal workflows to get things moving quickly and efficiently for your team and agent.

• Marketing materials and signage: Get agents up and running with the essentials: name badges, business cards, feature sheet templates, social media assets, and yard signs. If you use a preferred printer or sign supplier, include those details early on to avoid delays. One brokerage we worked with has new agents complete a single Google Form that triggers coordination between the front desk team and the marketing department—ensuring the agent’s headshot, bio, contact info, and social media handles are in place across all platforms.

• Front desk as a hub: Your front desk or operations coordinator plays a key role in onboarding. They’re often the go-to person for signage, office access, printing, and marketing support. Formalizing their involvement ensures no detail is missed and the agent knows where to turn for help is critical to the onboarding process. The moment an agent is cleared with their provincial regulator, an organized administrative team are able to have their agents prepped and ready to go on day one.

• Regular check-ins: Schedule time during the first week, at the 30-day mark, and again at 60 days to see how things are going. It’s your chance to build trust, uncover challenges early, and reinforce your commitment to their success.

The First 30 Days Matter

When onboarding is done well, agents should feel empowered, connected, and confident. When it’s rushed—or missing altogether—they’re left scrambling to figure things out on their own. That disconnect can cost you more than time. It can cost you trust.

Brokerages that lead with intention in the first 30 days are far more likely to retain their agents (and staff!) And for independent brands or regional offices competing with big names, a standout onboarding experience can be a competitive edge.

Investing in onboarding isn’t just about process; It’s about people. It’s your chance to show agents, from day one, that they’ve made the right decision in choosing your brokerage.

Looking to refine your onboarding approach and improve agent retention? We’d be happy to help. Feel free to reach about for a complimentary discussion with Melissa.