Relocating for Retirement? Which Realtor Can Help You?Written by Elaine VonCannon
Relocating for Retirement? Which REALTOR Can Help You?I am a native of Tidewater Virginia, which encompasses counties and towns in Chesapeake Bay area from Virginia Beach, to Hampton, Newport News, Williamsburg and New Kent County. Even before I entered real estate profession I watched real estate market change and evolve over many decades. The Tidewater area, which includes Greater Williamsburg, is a pleasant location for retirement mainly because of temperate climate and convenient location on Eastern seaboard. Many military retirees who have served much of their career in area simply opt to stay in Southeastern Virginia when they retire. Find a REALTOR Who Knows Local Market Because of its growing popularity for senior retirees, Southeastern Virginia is experiencing both a building boon and a shortage of inventory in resells. For this reason, seniors relocating to Southeastern Virginia are best served by choosing a realtor who is seasoned in local market and has experience buying and selling real estate for seniors. What Mature Buyer Needs in a REALTOR I have worked with many retirees and helped them to create a smooth transition for relocating in this prime market. Mature buyers and sellers of real estate want a REALTOR who will listen to their needs and execute a search that meets their criteria closely. Sometimes mature buyers have health related issues that affect their search criteria. They do not need to be reminded of health problems – yet I always keep these facts uppermost in my mind when I’m searching for their home. Some REALTORS choose to ignore a senior’s criteria and attempt to sell them products or services they do not need. This is a mistake that will only alienate senior buyer and seller of real estate. Instead, focused attention on their needs and service that reflects this are important.
| | How Managers Can Help Retain Their Best EmployeesWritten by Susan Cullen
A major problem for employers today is attracting best talent, and then retaining key employees. Research shows that key ingredient for retention lies within manager’s ability to understand what employees really want. The survey results below first came out in 1946 in Foreman Fact, from Labor Relations Institute of NY and was produced again by Lawrence Lindahl in Personnel magazine in 1949. This study has since been replicated with similar results by Ken Kovach (1980); Valerie Wilson, Achievers International (1988); Bob Nelson, Blanchard Training & Development (1991); and Sheryl & Don Grimme, GHR Training Solutions (1997-2001). Pay particular interest to top three things managers thought employees want from their jobs, and then look at what employees said they REALLY want: WHAT MANAGERS THINK EMPLOYEES WANT, starting with most important: 1.Good wages 2.Job Security 3.Promotion and growth opportunities 4.Good working conditions 5.Interesting work 6.Personal loyalty to workers 7.Tactful discipline 8.Full appreciation for work done 9.Sympathetic understanding of personal problems 10.Feeling “in” on things
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