Your new agent's first week sets the tone for their entire career with your brokerage. A rushed, disorganized welcome can lead to early frustration and attrition. An enthusiastic, well-structured onboarding communicates professionalism and a commitment to their success.

1. Create a Structured and Intentional Start

2. Craft a Warm, Clear Welcome Email

A welcome email should be sent the moment the contract is signed. It needs to be warm, personal, and contain an immediate action item to get them started. Here’s a sample:

SUBJECT: Welcome to the Team, {{c.first_name}}! 

Hi {{c.first_name}},

It is fantastic to officially welcome you to the !Brokerage Name! family. We are thrilled you chose us to partner with you on this exciting journey.

The next few weeks are all about giving you the tools, confidence, and momentum you need to close your first deals quickly. We’re ready to invest in your success!

Your Next Step: Attached is your Quick-Start Onboarding Guide that walks you through our systems, training schedule, and upcoming events. I’ll be sending a calendar invite shortly for our one-on-one check-in this Friday to see how your first week is going and answer any questions.

You’re going to do amazing things here, and we can’t wait to see it happen.

Best,
{{u.first_name}}

3. The First Week: Connection, Immediate Action and Accountability

Once the paperwork is signed, the momentum must continue. Don't let them wait for training to start. Get them busy on day one.

At the end of the week, send a short message like this:

SUBJECT: Great first week, {{c.first_name}}

Hi {{c.first_name}},

You made it through your first week, and you’re already off to a great start. I know starting something new can feel overwhelming, but you’re doing exactly what you need to.

Keep asking questions and leaning on your team. We’re all here to help you succeed.

See you next week,
{{u.first_name}}

Simple, genuine communication builds trust faster than any handbook ever could. An intentional, enthusiastic start communicates that your brokerage not only has a plan but that you are truly excited to execute it with them.

Month One: The Momentum Accelerator

Around the start of the 20th century, 125 years ago, philosopher and educator, John Dewey coined the phrase, “We learn by doing.” It’s a principle that Aristotle used, and one that is just as true today when it comes to teaching a new agent to be a success.

The goal of the first month, therefore, is to transition the new agent from simply learning to doing. That’s done by prioritizing small, achievable "wins" that build their professional confidence and establish foundational habits.

1. The Strategy: Focus on Achievable "Firsts"

Instead of overwhelming them with sales targets, focus on completing critical professional steps. Every completed action is a milestone that reduces uncertainty and builds momentum. For example, they could shadow a listing appointment, co-host an open house, or reach out to a few contacts in their personal network. Each completed task builds momentum and reduces uncertainty.

2. The Execution: Structured Checkpoints

Accountability and encouragement must be built into the weekly routine.

3. The Feedback Loop: Celebrate and Elevate

Acknowledgment is a powerful currency, especially for new professionals. Never let a positive action go unnoticed.

Here’s a sample of the kind of email you might send the new agent:

SUBJECT: You're Off to a Strong Start, {{c.first_name}}! Keep up the Consistency!

Hi {{c.first_name}},

I wanted to send a quick note to say great job on [mention a specific recent action, e.g., co-hosting your first open house, finalizing your sphere list]. You handled it with confidence, and it’s clear you’re fully committing to our systems and culture.

The proactive attitude and the consistency you’re showing are what separate good agents from great ones. You’re building the right habits.

Keep attacking your weekly checklist, and I’ll see you at our check-in on Friday.

Proud of the progress you’re making,
{{u.first_name}}

Acknowledgment matters, especially early on. It keeps energy and morale high.

Month Two: Strength Through Strategic Mentorship

By the second month, the new agent has completed the foundational training and achieved a few small "firsts." Now, the focus shifts from general orientation to personalized acceleration. The most effective way to drive growth at this stage is through a structured mentorship program.

1. The Strategy: The Dedicated Accountability Partner

Your mentorship program should create a reliable source of support, encouragement, and accountability.

2. The Execution: Structured, Goal-Oriented Check-ins

Mentorship must be consistent and efficient to be effective for both parties. Encourage quick, weekly, focused conversations, where open-ended questions like these are asked:

These brief, regular check-ins create a powerful rhythm of accountability. The new agent always knows they have someone to rely on, which significantly reduces the stress and uncertainty that often lead to early burnout.

3. Elevating the Mentor's Role

Ensure your mentors are equipped to succeed and feel valued:

By embedding mentorship into your process, you stop training alone and start building a team-wide commitment to the success of your newest recruits.