Agents becoming extinct?
The news cycle is at it again with threats of the real estate agent becoming extinct, often perpetuated by self deprecating agents themselves1. People fear change, whine about making less money, and that consumers are being fed too much information.
Our human story is always changing while continuing to be joined to common threads. For tens of thousand of years, humans have breathed air, eaten food, worked, lived and died. The ways in which this happens changes over time. We used to hunt food and pierce fish. Now we eat fois gras bedside in a fancy hotel and our perfectly round, genetically modified, red apples are what our kids think are normal.
So take the full time licensed agent and brokerage. They began as small neighborhood agencies then large corporate entities. No agency law, no MLS and hand written pocket listing cards to now virtual offices, electronic signatures, paperless transactions and transparent information on the Internet of every sale in many areas. But agents are still around, despite changes.
Tying the past to the present
What are the common threads? Payment structure, knowledge of homes before they enter the MLS, agents helping consumers, managing negotiations, and generally still more knowledge of home buying process than the consumer. A person buys a home maybe twice in their first ten years of home ownership. Then again maybe 10-15 years later. So, maybe three to four times in their lives.
I personally became licensed after my first home buying experience. I didn’t have an agent, I bought an owner financed home from my grandfather, and there was no home inspection, negotiations, cma, or even a title search. My grandfather was one of those who thought he could sell it himself, along with everything else in life. After just showing up at an attorney’s office one afternoon and signing some papers, I owned a home. Several years later, lots of money fixing the half self-installed roof, a five gallon bucket used as a basement sump pump pit and more, I took licensing classes. Lucky for me, my grandfather didn’t do any CMA’s and had he used an agent, perhaps he wouldn’t have been as surprised as he was when the house was “worth” two years later way more than what he felt was the value when he priced it himself.
Why industries change
Industries typically change when the consumer starts demanding more. They haven’t forgotten about their experiences in buying a home and have recently realized the need for change. When the real estate boom of the early 2000’s started, things started changing once again and real estate seemed to be on everyone’s minds.
In 2003, MRIS (our local multiple listing system) only allowed 6 photos. Around 2006, 20 more were added for an additional fee to the agent. In 2010, agents started paying photographers to take better photos. In 2012, maybe 35% of photos are being shot with professional equipment but there are still million dollar homes with agents taking the photos… and they are still bad.
Zillow, Trulia, Zip Realty, Redfin, and independent brokerages began popping up more and more. People were waiting for and talking about this new revolution wherein agents would become extinct for fear of the virtual agent or FSBOs banding together and *gasp* selling their own houses. Flat fee service companies have emerged and threatened to take business from the full service agent. Clients got burned, they didn’t feel like they got attention from limited services, and ultimately some of these systems weren’t in their best interest.
The Silicon Valley mentality
All of these companies started out with one mission, realized that their models needed to change and have done just that. Redfin tried salaried agents, ZipRealty tried rebates and both have realized while it may be a great idea theoretically, to change a way an industry works is just not sustainable. It’s about finding the balance of traditional services, cutting edge technology and client care. The majority of the country is not located or even has the mentality of Silicon Valley, so to oust all agents everywhere in revolt – that just isn’t going to happen overnight.
While all this is going on, most successful agents are still out there selling homes and working with consumers. They have kept up enough with technology to be able to text, know the main sites that consumers are searching, and have a facebook page, but their main priority isn’t the radical change happening around them, it’s their clients.
The consumer now knows about the big sites to search, and after that, they research how to buy homes, make their lists of what they think they want/need, go to some open houses and then call an agent who (hopefully) knows the areas, home styles, prices and all the rest of the intricacies of buying or selling a home. But once this experience is over, most consumers turn off the real estate radar and probably won’t be too concerned about real estate again for another several years and then, they will check to see what the newest search sites are.
But why are we agents still in existence in 2012? Hmmm.
Calm down, agents aren’t going anywhere
Perhaps the original intention was there to change everything, but from where I sit, today there are a lot of amazing people making huge advances to the real estate business but not making anyone extinct. The agent isn’t going anywhere. Calm down. There will always be consumers who can “do it themselves,” and why not let them? If they have the motivation, skills and knowledge, why not? It’s never going to be the norm because the average person doesn’t have the time, can’t keep up with trends or laws or just has no interest in taking on one more thing in their lives.
Laws change, marketing changes, contracts change, photo quality changes, technology changes, and consumer behavior changes. But for most people dealing with a home purchase a mere 4-5 times in an entire life, keeping up with these changes is not feasible. Broken pieces get fixed or enhanced and the real reasons for helping people find a home in which to live continues to remain. There always needs to be a common thread. There will be a future in real estate, and the agent will continue to be there. Perhaps in different roles, but still there.
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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