Real estate and sharing
The Internet has made it easy for everyone to share. Which seems to be a problem when it comes to real estate. California and Texas rarely agree on anything, but from coast to coast brokerages are raising questions about how the industry should – or even if the industry should – share.
Is it about dual agency? Is it about greedy brokerages wanting to represent both the buyer and seller in a transaction to increase the dollars in their pocket, regardless of consumers wants and wishes?
Is it about having hard work recognized and credited to the creator? Are all of the debates going on right now about having a listing agent’s superior marketing (higher quality photographs, better copy-writing) appear on the websites of other agents in the business that might not be familiar with spellcheck?
Is it about branding and control? Are the discussions about being able to choose where on the Internet your listing shows up? For example, the ability to have a luxury listing appear only on high-end websites (whatever that might be) instead of Doug-n-Doug’s discount brokerage website that was last optimized for Internet Explorer 6?
Is it about business models? Is this about “traditional” brokerages protecting their turf by withholding listings from sites like Zillow or Trulia that rely upon syndicated data feeds?
The bigger picture is cooperation
While those are all interesting discussions, the bigger picture is about cooperation. There is an inherent tension in real estate: Realtors spend their days competing for listings and competing for buyer clients, only to turn around and cooperate with each other to turn those new listings into a new buyer’s home. We’re one big outwardly happy family of frenemies.
The Internet has highlighted and magnified a massive crack in that facade of smiling frenemies. While we used to be able to carefully stage-manage (arbitration and confidentiality, anyone?) our public image so that we always appeared to be smiling while slapping each other on the back in a show of good sportsmanship, the fact that the Internet is really and truly about sharing has exposed just how bad we actually are at it.
Rules developed for the print era
MLS rules and industry policies were created for the print era. An era when listing data could really only be shared by costing an agent a significant investment of either their time (a personal appointment in an office or viewing listings together) or their money (postcard, glossy newspaper ad, property flyer). And regardless of if an agent focused on investing their time touring with buyers or their money advertising a listing, the amount they could spend was finite. Needless to say, the Internet blows the doors off of all of those constraints. Which is why everyone seems to have suddenly lawyered up while screaming about how unfair the world is.
I wish I had an easy solution. I don’t. But I do have a few thoughts and suggestions. Let’s start by agreeing to keep consumer benefits at the forefront of every discussion. Instead of arguing about whether or not a rule or policy benefits us as industry professionals, let’s focus on shaping rules that benefit consumers, regardless of the business model or service level that they choose. If we can’t point to a specific and clear consumer benefit for a MLS rule or industry policy (I’m looking at you, Code of Ethics) in the age of the Internet, then let’s ask if we need that rule or how we can rewrite it.
The Internet is not our enemy
Let’s also stop letting fear rule our discussions and decisions. The Internet is not our enemy. New and innovate ways of doing business are not the enemy. Agents that can’t spellcheck might be terrifying, but their only enemy is the English language. Take a deep breath and breathe out. Regardless of how you choose to do your business, if you do it professionally and with your client’s best interests at heart, they will tell their friends (probably on the Internet) and there will continue to be plenty of consumers willing to pay for your professional services.
The actual reasons people choose to work at startups
(EDITORIAL) Startups have a lot going for them, environment, communication, visible growth. But why else would you work for one?
Startups are perpetually viewed as the quintessential millennial paradise with all of the accompanying perks: Flexible hours, in-house table tennis, and long holidays. With this reputation so massively ingrained in the popular perception of startups, is it foolish to think that their employees actually care about the work that startup companies accomplish?
Well, yes and no.
The average startup has a few benefits that traditional business models can’t touch. These benefits often include things like open communication, a relaxed social hierarchy, and proximity to the startup’s mission. That last one is especially important: While larger businesses keep several degrees of separation between their employees and their end goals, startups put the stakes out in the open, allowing employees to find personal motivation to succeed.
When employees find themselves personally fulfilled by their work, that work reaps many of the benefits in the employee’s dedication, which in turn helps the startup propagate. Many aspiring startup employees know this and are eager to “find themselves” through their work.
Nevertheless, the allure of your average startup doesn’t always come from the opportunity to work on “something that matters.”
Tiffany Philippou touches on this concept by pointing out that “People come to work for you because they need money to live… [s]tartups actually offer pretty decent salaries these days.”
It’s true that many employees in their early to late twenties will likely take any available job, so assuming that your startup’s 25-and-under employee base is as committed to finding new uses for plastic as you are may be a bit naïve—indeed, this is a notion that holds true for any business, regardless of size or persuasion.
However, startup experience can color a young employee’s perception of their own self-worth. This allows them to pursue more personally tailored employment opportunities down the road—and that’s not a bad legacy to have.
Additionally, startups often offer—and even encourage—a level of personal connection and interactivity that employees simply won’t find in larger, more established workplaces. That isn’t symptomatic of startups being too laid-back or operating under loosely defined parameters. Instead, it’s a clue that work environments that facilitate personalities rather than rote productivity may stand to get more out of their employees.
Finally, your average startup has a limited number of spots, each of which has a clearly defined role and a possibility for massive growth. An employee of a startup doesn’t typically have to question their purpose in the company—it’s laid out for them; who are we to question their dedication to fulfilling it?
How Peloton has developed a cult-following
(OPINION EDITORIALS) How has Peloton gotten so popular? Turns out there are some clear takeaways from the bike company’s wildly successful model.
Peloton is certainly not the first company to gain a cult-like following–in the past we’ve talked about other brands with similar levels of devotion, like Crossfit and Yeti. Now, full disclosure: I’m not an exercise buff, so while I’d vaguely heard of Peloton–a company that sells stationary bikes–I had no idea it was such a big deal.
I mean, it’s not really surprising that an at-home bike that offers the option for cycling classes has grown so much during the pandemic era (a sales growth of 172% to be exact). But Peloton has been highly popular within its fanbase for years now. So, what gives? A few factors, actually.
If your company really wants to guarantee the vision and quality you’re aiming for, one of the best ways to enact it is through vertical integration, where a company owns or controls more than one part of its supply chain. Take Netflix, for example, which not only distributes media, but creates original media. Vertical integration lets companies bypass areas that are otherwise left to chance with third-party suppliers.
Peloton uses vertical integration–everything from the bike to its Wi-Fi connected tablet to the classes taught are created by Peloton. Although this may have made the bike more expensive than other at-home exercise bikes, it has also allowed Peloton to create higher quality products. And it’s worked. Many people who start on a Peloton bike comment on how the machine itself is well-built.
Takeaway: Are there any parts of your business process that you can improve in-house, rather than outsourcing?
But with people also shelling out $40 a month for access to the training regimen Peloton provides, there’s more going on than simply high-quality craftsmanship.
Hey, plenty of cults have charismatic leaders, and Peloton is no exception. Okay, joking about the cult leader part, but really, people love their trainers. Just listen to this blogger chat about some of her favorites; people are connecting with this very human element of training. So much so that many people face blowback when suggesting they might like training without the trainers!
The trainers are only part of this puzzle though–attending live classes is a large draw. Well, as live as something can be when streamed into your house. Still, with classmate usernames and stats available while you ride, and teachers able to respond in real time to your “class,” this can simulate an in-person class without the struggle of a commute.
Takeaway: People want to see the human side of a business! Are there any ways your company could go live and provide that connection?
Pandemic aside, you can get a decent bike and workout class at an actual gym. But the folks at Peloton have one other major trick up their sleeve: Competition. Whether you’re attending a live session or catching up on a pre-recorded ride, you’re constantly competing against each other and your own records.
These leaderboards provide a constant stream of goals while you’re working out. Small accomplishments like these can help boost your dopamine, which can be the burst of good feeling you need while your legs are burning mid-workout. With this in mind, it’s no wonder why Peloton fans might be into it.
Takeaway: Is there a way to cater to your audience’s competitive side?
At the end of the day, of course, Peloton also has the advantage of taking a unique idea (live-streamed cycle classes built into your at-home bike) and doing it first. Plus, they just happened to be poised to succeed during a quarantine. But that doesn’t mean you can’t learn from what Peloton is doing right to build your own community of fanatics. There are plenty of people out there just waiting to get excited about a brand like yours!
How a simple period in your text message might be misinterpreted: Tips to improve your virtual communication
(OPINION/EDITORIAL) Text, email, and IM messages may be received differently depending on your communication style and who you’re communicating with. Here’s some ways to be more mindful.
Life is full of decisions, learning, hopefully some adventure, and “growth opportunities” through our careers and work. One that some of us may have never considered is how our text, email or IM communication comes across to the receiver – thus providing us a growth opportunity to take a look at our own personal communication styles.
It may have never occurred to us that others would take it a different way. After all, we know ourselves, we can hear our voices in our heads. We know when we are joking, being sarcastic, or simply making a statement. The way we communicate is built upon how we were raised, what our English teachers stressed, and even what we’ve been taught through our generational lens.
NPR put out an article recently, “Are Your Texts Passive-Aggressive? The Answer May Lie in Your Punctuation”. This article discussed what to consider in regards to your punctuation in text.
“But in text messaging — at least for younger adults — periods do more than just end a sentence: They also can set a tone.” Gretchen McCulloch, a linguist and author of the book Because Internet: Understanding the New Rules of Language, told NPR’s All Things Considered last year that when it comes to text messaging,”the period has lost its original purpose. Rather than needing a symbol to indicate the end of a sentence, you can simply hit send on your message.”
While it may seem silly that the receiver would think you are mad at them because you used a period, here are some things to consider in our virtual communication now that we are all much more digital:
- There are no facial expressions in a text except for emojis (which, even then, could be left up to misinterpretation)
- There’s no sound of voice or inflection to indicate tone
- We are emailing, texting, and sending instant messages at an alarming rate now that we are not having as many in-person interactions with our colleagues
Gen Z (b. 1995 – 2015), who are the most recent generation to enter the workplace, grew up with much quicker forms of communication with their earlier access to tech. They’ve had a different speed of stimulation via YouTube videos, games, and apps. They may have never experienced the internet speed via a dial-up modem so they are used to instantaneous results.
They also have quickly adapted and evolved through their use of Facebook, Instagram, Snapchat, and now TikTok. The last two platforms are designed for pretty brief attention spans, which indicates our adaptation to fast communication.
Generational shaming is out and uncomfortable but necessary conversations around diversity, equity, and inclusion are in (which includes ageism). You can’t just chalk it up as “those kids” don’t understand you, or that they need to learn and “pay their dues”.
So if you are of an older generation and even a manager, here are some considerations that you can take regarding your virtual communications:
1. Consider having yourself and your team take a DiSC assessment.
“The DiSC® model provides a common language that people can use to better understand themselves and to adapt their behaviors with others — within a work team, a sales relationship, a leadership position, or other relationships.
DiSC profiles help you and your team:
- Increase your self-knowledge: How you respond to conflict, what motivates you, what causes you stress, and how you solve problems
- Improve working relationships by recognizing the communication needs of team members
- Facilitate better teamwork and teach productive conflict
- Develop stronger sales skills by identifying and responding to customer styles
- Manage more effectively by understanding the dispositions and priorities of employees and team members
This quiz is designed to help you identify your main communication style. It helps you to be more conscious of how your style may come across to others. Does it builds relationships, or create silent conflicts? It doesn’t necessarily mean you have to change, but you can adapt your style to best fit your team.
2. Always ask your direct reports about their preferred method of communication (call, text, email, IM, meeting).
Retain this information and do your best to meet them where they are. It would also be helpful to share your preferred method with them and ask them to do their best to meet you where you are.
3. Consider putting composed emails in your drafts if you are fired up, frustrated, or down right angry with your team.
You may feel like you are being direct. But since tone will be lost virtually, your message may not come across the way you mean it, and it may be de-motivating to the receiver. Let it sit in drafts and come back to it a little bit later. Does your draft say all you need to say, or could it be edited to be a little less harsh? Would this be better as a meeting (whether video or phone) over a written communication? Now the receiver has a chance to see you and have a conversation rather than feeling put on blast.
And finally, be curious.
Check out Lindsey Pollak’s books or podcast on the best ways to work with a variety of generations in your organization. Lindsey is a Multigenerational Work Expert and she does a great job explaining her research to drive multigenerational workplace success. She gives ideas on what all employees, managers, and even corporations should consider as we experience so many generations and communication styles in the workplace at the same time.
You may laugh that your children or employees think you are mad at them when you use a period in a text. But there’s a lot more behind it to consider. It may take adaptation on all sides as communication styles and the “future of work” continue to evolve.
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