Real Estate Success Principles: Episode 18 – Mark Appleby

Youtube: Real Estate Success Principles – Episode 18

🎙️ Navigating Career Moves in Real Estate: Insights from a Candid Conversation

I had another opportunity to sit down with Mark Appleby from Buckmaster Hawkey, one of Melbourne’s most respected Real Estate recruitment firms. But this wasn’t your standard chat about job ads or salary bands.

Our discussion took a more honest and insightful turn—we unpacked why people are really leaving their roles, what Recruiters are hearing behind closed doors, and how both sides of the employment equation can navigate change with a bit more emotional intelligence and professionalism.

💼 “I’m Not Happy, But What Are My Options?”

More and more often, Real Estate professionals are quietly thinking, “I’m just not happy in my role.”

It could be a Property Manager drowning in workload, a Sales Agent navigating a tough patch, or a Receptionist who feels invisible. These aren’t rare stories—they’re everyday realities.

As Mark shared, most people don’t come to him saying “I want out.” Instead, they’re saying:

“Something doesn’t feel right. I want to explore my options.”

So one of the first things Mark asks is:

“Why do you want to leave—and is it fixable?”

That pause often catches people off guard. They realise they’ve never actually had that conversation with their boss—or even themselves.

🤫 Most Resignations Are Like Relationship Break-Ups

Let’s be honest—when someone resigns, what they say and what they mean are often very different.

You might hear:

“It’s just time for a change.” “I need more flexibility.” “I’ve been offered growth elsewhere.”

But what they really mean is:

“I feel micromanaged.” “There’s no leadership here.” “I’m burning out.”

But they won’t say that out loud—because they’re worried. Worried their boss will take it personally. That they’ll get pushed out early. That their notice period will suddenly become redundant.

So instead, they call a Recruiter.

That’s where the real story comes out. The Recruiter becomes a confidant, a sounding board, and sometimes a mirror.

💡 A Good Recruiter Does More Than Fill Jobs

One thing I really admire about Mark is that he’s not just out to fill vacancies. His goal is to find alignment—not just for the employer, but for the candidate too.

He shared how he often encourages candidates to stay—not leave—if the real issue can be addressed internally.

“Sometimes, it’s not the company—it’s the role, or the reporting line, or just a communication breakdown.”

That kind of honesty builds trust, and it’s one of the reasons Buckmaster Hawkey has such a strong reputation across Melbourne.

👤 Culture Fit Trumps the Paycheque

Here’s a powerful insight: most people leave because of people—not money.

Even in a commission-driven industry, it’s rarely the base salary or split that drives someone away. It’s how they feel day-to-day.

Lack of support. Toxic culture. Leaders who don’t listen.

I shared my own learning curve as a business owner. There were times I was so focused on growth and performance that I didn’t tune in to what my team really needed.

And I paid the price for it—literally and emotionally.

Now, I do things differently. I lead with empathy. I check in often. And if someone resigns, I treat it as a chance to learn, not lash out.

But unfortunately, not every leader takes that approach.

🛑 The Exit Strategy Matters

Here’s a common play Recruiters see:

1. An employee feels stuck.
2. They speak to a Recruiter, not their boss.
3. They land a new gig.
4. They resign—and the fireworks begin.

In a perfect world, you’d be able to say: “I’m giving you 6 weeks’ notice so we can both plan a smooth transition.” But that only works if the Employer responds with maturity, not emotion.

Too often, resignations are met with hostility. The person is frozen out, ignored, or guilt-tripped. That response says more about your workplace than any “values” page on your website ever will.

How you treat someone on the way out is the truest reflection of your company culture.

👣 What to Expect When You Call a Recruiter

Mark gave a great overview of how they work with candidates:

1. Initial phone chat – to understand your frustrations, and whether they’re solvable internally.
2. Formal registration – including ID check, references, and understanding your experience.
3. In-person interview – only then are you introduced to suitable roles.

And yes, everything is completely confidential. No one calls your Employer. Your details don’t go anywhere without your consent.

It’s a considered, respectful process—which is exactly what a career transition should be.

🧠 Final Takeaways – For Both Sides of the Desk

For Professionals:

• If you’re unhappy, dig into why before jumping ship.
• Speak up. You might be surprised by what can be changed.
• Leave well. How you exit says everything about your professionalism.

For Business Owners and Leaders:

• Don’t assume silence means satisfaction.
• Create a culture where people feel safe to speak honestly.
• If someone resigns, handle it with respect—not retribution.

🔮 The Flexibility Factor

The landscape has shifted. Hybrid work is no longer a nice-to-have—it’s expected.

Mark confirmed what we’re all seeing: 3 days in the office, 2 days from home is becoming the norm for progressive agencies.

If you’re still insisting on 5 days in-office? Don’t be surprised if top talent goes elsewhere.

👋 Leave a Legacy, Not Just a Vacancy

When someone leaves your team, your goal should be to say:

“They made us better while they were here.”

That’s the legacy of a great Employee. And it’s also the goal of great leadership—creating a workplace where people want to stay, but feel supported when they’re ready to go.

— Michael Furlong, Rent Roll Maximiser

Rent Roll Growth Consultant | Property Management Trainer & Coach | Conference Speaker | Podcast Host | Easy to follow Trello Online Systems & Procedures Manuals | Real Estate Agency “Systems” Specialist

At Rent Roll Maximiser, we provide tailored consulting services to help Real Estate Agencies grow and optimise their rent rolls. Whether you are looking to expand your rent roll, streamline operations, or enhance team culture, our expertise can guide you toward long-term success.

A 15-minute conversation today could significantly impact your Agency’s future profitability. Contact Us to discuss how we can support your business growth:

📧 michael@rentrollmaximiser.com.au

📞 (0425-713-571)