The Double-Edged Sword of the Monthly Top Performers Board
It’s a monthly ritual in the property industry: agencies proudly publishing their Top Performers board across Facebook, Instagram, and other social media.
You know the posts:
🏆 Top Group Performer
🏆 Top Sales – Subsale
🏆 Top Sales – Projects
Winners tag their team leaders, pose with trophies, and share heartfelt captions about gratitude and hard work. For a moment, the spotlight shines on them — and for many Real Estate Negotiators (RENs), that moment means everything.
Why It Matters So Much
Recognition is powerful. Some agents have never won anything in their lives. These awards — though symbolic — create genuine pride and validation.
They might not hold real-world credentials like a degree or license, but inside the agency, they serve a vital purpose:
- They motivate,
- They build morale,
- They signal progress.
For many, a small trophy or a Facebook post is more than vanity — it’s proof of belonging and achievement in a demanding profession.
The Intent Behind Leaderboards
The idea is simple and well-meaning: To encourage healthy competition and celebrate achievement. Public recognition helps:
- Inspire new negotiators to aim higher
- Create friendly rivalry
- Reinforce the agency’s performance culture
In a high-pressure sales environment, where burnout is common, these small moments of recognition can reignite motivation. The intent, at its core, is positive.
The Unintended Side Effect
But there’s an unintended side effect. Recognition brings visibility — and in a competitive talent market, visibility has consequences.
Malaysia’s property industry is crowded. Thousands of RENs move between agencies every year. For recruiters searching for top talent, identifying high performers isn’t easy — unless someone posts them online.
Each “Top Performer” announcement becomes a shortlist of proven agents — a public directory of who’s closing deals, who’s consistent, and who might be ready for a bigger role.
How Poaching Happens
This is how recruitment begins — quietly, subtly.
A competing agency spots a familiar name that appears month after month. They reach out discreetly:
“Congratulations on your recent award. Would you be open to a discussion?”
The offers vary — higher commission splits, leadership roles, exclusive projects. The agent isn’t actively job-hunting, but opportunity knocks. Curiosity leads to a conversation. A conversation leads to an offer. And before long, a top performer switches teams — not out of disloyalty, but because they were visible. Many agency leaders have seen it happen:
- Entire teams migrating overnight
- Branch leaders lured by better deals
- Star performers approached by recruiters who discovered them through recognition posts
A Strategic Trade-Off
The Monthly Top Performers Board is neither good nor bad — it’s a strategic choice.
✅ On one side, it motivates, rewards, and unites your team.
⚠️ On the other, it exposes your best talent to external eyes.
Every agency must decide what matters more:
- Internal momentum or external discretion
- Team pride or talent protection
There’s no universal answer — only awareness.
🏁 Final Thought
The intent is noble: to celebrate effort, build confidence, and create culture. But every recognition post also broadcasts your best people to the market.
It’s more than just celebration; it’s a public signal in a market that’s always listening.
Use the leaderboard with care. Motivation is powerful — but so is visibility.
