The Mission, Vision & Values
of The Dustin Nulf Team
Our Mission: To build careers worth having, businesses worth owning, lives worth living, experiences worth giving, and legacies worth leaving.
Our Vision: To be the real estate team of choice for agents and their customers.
Our Values: Family through business. Faith & Family first, and then Business.
Dustin encourages all team members and employees to think in terms of Generational Wealth Creation. Let’s create an empire of wealth, security and HAPPINESS for our immediate family as well as our Great, Great, Great Grandkids!
Money is worthless without happiness.
Expectations of Employees, Agents & Leaders
of The Dustin Nulf Team
Ethical Standards The Dustin Nulf Team operates under 3 fundamental principles:
- The Golden Rule: Do unto others as you would have done unto you. If you would not like to be on the receiving end of your own advice or actions then you shouldn’t be performing that advice or action.
- Win-win: If the deal isn’t a win for all parties involved then don’t do it. If all parties leave a deal happy, you know that repeat business will come your way, your reputation will remain intact and business will continue to grow for you in the long run. Closing deals in a dishonest, shady or sly manner without acting with long-run reputation and success in mind will not be tolerated by the Team.
- Integrity: ALWAYS do the right thing. At some point you will be put in a position where you must make a decision of doing the right thing and losing out on immediate income or gain OR doing the “shady” thing and perhaps taking an immediate commission or gain out of the situation. In every case, doing the right thing will lead you down a road of future success while doing the “shady” thing will likely tarnish your reputation and create a ripple of distrust in the community that hovers around your name and reputation.
Simple: Keep it legal at all times. Ignorance is not an excuse for illegal or unethical behavior.
Act like an Owner: Always act like the pickiest owner! Whether you are on the administrative staff, an agent, or a leader of the company, if you are ever faced with a dilemma in the quality of work or how to solve a problem, ask yourself “if I owned this business, what would I want to see done here?” And “Is this decision good for the Team as a whole or just good for me (or this particular client)?”
- This is as simple as showing up to one of our listings and seeing trash in the yard. Would the owner want you to walk by the trash? Should you do your thing and leave the trash laying in the front yard? Does trash in the front yard make a property more or less marketable? What impression does it leave on our Team?
Knowing the paperwork inside and out is the basis of good professionalism. You should be able to explain any questions that come up on the “basic” paperwork such as the BAC or listing paperwork or agreement of sale. If you don’t know them, read them over and write up a list of questions. There are videos on the team resource page as well as classes dedicated to the documents.
The other side of being a professional is knowing it’s okay to tell people “no” when they ask for too much. You are an agent, not a property manager. There is no need to coordinate cleaning companies, contractors, or any other repair companies. That is the seller’s responsibility. You should use your contacts (or our vendor list) to recommend companies or people, but you should not be booking the appointment for the client.
Bonuses Based on Company Net Profit: If you’re a salaried employee and/or eligible for a bonus based on the Net Income of the company then no hourly overtime is to be paid. A bonus on the net is essentially a percentage of ownership stake in the company so long as your contract remains in good standing. As “part owner” we do expect you to EAT, BREATH AND LIVE the business just like a productive owner would. This means you may have to work extra hours and put in unpaid-overtime in order to ensure a profitable business and therefore a hefty bonus check at the end of the quarter.
Know your job and do it well - Our Team takes pride in the ability to provide pay, bonuses and benefits that are FAR SUPERIOR to our competition. In order for this to be a win-win for both the employee and the company the following must be met by the employee:
- If you screwed up something then fix it.
- Learn outside of “the work day.” Neither the Team nor it’s Clients should have to cover the cost of inexperience. If you feel that you could be doing something better on the job, then take the time off the job to learn it. (ie. Excel, Google, Gmail, Google Calendar, Dotloop and other similar systems are EXPECTED KNOWLEDGE of anyone working in ANY field. If you don’t know how to use the basics, don’t spend time learning how to use them on company time or to the disadvantage of our Team). YouTube is a great resource to learn how to do things you may not be 100% confident in. You can also learn great time-saving techniques that help you become more efficient at your job and therefore more valuable to the Team. We would like to see everyone on the Team become a master of their craft.
- If you don’t know how to complete a task properly, ask your supervisor to train you on that task before doing it. However, the supervisor’s response may be “Google it” or “YouTube it” and that IS an acceptable response. We will rely on you to learn how to use systems and tools that we may not already know how to use. (ex. Hootsuite is not a “basic” system that someone may be expected to know immediately. It is also a tool that Leadership may not know how to use and an employee may be expected to learn how to use it by doing internet research on the clock.)
Teach the newbies (be a leader) - There’s no “I” in “team”. We expect all of our agents, admins and supervisors to be leaders. Lead by example and lead through training. We never want to hear the phrase “That’s not my job.”
- As a Team member, you will be expected to be in a position of leadership at times NO MATTER HOW NEW YOU ARE. One of the first responsibilities of leadership is training.
- Training a new crew member correctly will be more cost effective, less stressful and more productive over the long haul than assigning a new member a task and assuming they know how to complete the task only to find out that they are not doing it up to par.
- Always train following these steps: Show & Tell, Watch/Supervise, Trust & Verify
- Show & Tell: SHOW the Team member how to do the task and TELL them what you are doing and WHY you are doing it. Explaining “why” provides a deeper understanding and will help the Team to “figure things out” on his/her own easier in the future.
- Watch/Supervise: Watch while the Team member demonstrates what you just showed him/her. Provide feedback for improvement. The Team member should be allowed to practice the task with supervision several time (3-5 times).
- Trust & Verify: Supervision should not just end with the 2nd step. It continues on so long as you are a member of the Team. You will begin with 15 minute supervision check-ins and provide constructive feedback to the employee during those check ins. Gradually the employee should display improvement and be trusted on longer stints without supervision. An employee will never improve or meet quality assurance standards without supervision and constructive feedback.