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Move’s ListHub launches Real Estate Network for listing syndication

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The shifting listing syndication ecosystem

At the NAR Annual Conference in November, the IDX Policy Presidential Advisory Group (PAG) recommended that Franchisors consider syndication as a means to source listings for display on their websites, in line with recommendations emerging from the PAG’s meeting in August to be crafted by a work group to be presented in May to the NAR MLS Policy Committee at the NAR Mid-Year conference.

Move, Inc., operator of ListHub, Realtor.com and TopProducer has been working with the Franchisors to implement the PAG recommendations, today announcing “The Real Estate Network” which will allow MLSs and Brokers (at their option) to syndicate listings to Franchisors and large broker networks (such as The Realty Alliance or Leading-RE).  According to Move, this will, for the first time, enable these industry participants to display listings on their own sites (rather than linking off to third-party sites).  This will also allow these Franchisors and Broker Networks to compete with non-industry sites like Zillow and Trulia.

Move has created a standard set of display rules that all participating Franchisors/Broker Networks have voluntarily agreed to abide by which Move says will ensure that brokers’ interests will be preserved and facilitate a level playing field among the participants. Century 21, Coldwell Banker, RE/MAX and Realty Executives are the charger members of the Real Estate Network and have agreed to a single set of 23 rules that will apply nationwide.

“ListHub’s Real Estate Network answers an industry need to promote listings on high-visibility franchisor and broker network websites in a way that maximizes and ensures broker control,” said Move CEO Steve Berkowitz. “As an organization committed to online property listing integrity and respect for the content owner’s rights, this is an industry-friendly initiative Move is uniquely positioned to lead. We are excited to expand the value we bring to our broker and franchise customers, as well as to our MLS partners.”

Full details

Advance press release from Move:
LISTHUB LAUNCHES REAL ESTATE NETWORK
Real Estate Brokers Extend Reach to Millions of Consumers Through Real Estate Franchisor and Broker Network Websites

Campbell, Calif., – (January 11, 2012) – ListHub, the largest syndicator of real estate listings, today announced the launch of the Real Estate Network (REN) to extend the syndication of property listings to highly trafficked websites operated by real estate franchisors and brokerage networks. ListHub’s Real Estate Network will be available at no charge and as a voluntary syndication option for brokers and Multiple Listing Services (MLSs). ListHub is operated by Move, Inc., (NASDAQ:MOVE), the leader in online real estate.

Century 21, Coldwell Banker, Realty Executives International, and RE/MAX are among the first publishers to join the network at launch. Together, these publisher websites attract 4,331,000 million unique visitors# each month. ListHub expects to add additional franchisor and broker network websites to the Real Estate Network in the near future.

“ListHub’s Real Estate Network answers an industry need to promote listings on high-visibility franchisor and broker network websites in a way that maximizes and ensures broker control,” said Move CEO Steve Berkowitz. “As an organization committed to online property listing integrity and respect for the content owner’s rights, this is an industry-friendly initiative Move is uniquely positioned to lead. We are excited to expand the value we bring to our broker and franchise customers, as well as to our MLS partners”

With the launch of REN, the 376 MLSs and 43,000 brokerage firms currently distributing listings through ListHub may now choose to send their listings to one or more sites within the network with one easy click. Participating brokers and MLSs retain full control over where their listings are and are not syndicated to within the network. One set of standardized, industry-friendly rules will govern the display of listings on publisher websites in the network, and can be found at: https://www.listhub.net/networkrules.html. Franchisors themselves will also participate in the network, displaying each other’s listing inventory on their websites.

Mike Pappas, president and chief executive officer of The Keyes Company, a real estate brokerage based in Miami, Florida said, “We have promoted our listings on competitors’ websites for years through IDX to maximize the marketing value we deliver to our sellers, and we view the Real Estate Network as an extension of that effort. As long as I can control where my listings go, and can rely on clear rules for how they are displayed, I welcome this additional distribution.”

“We are pleased to expand the distribution of our brokers’ listings through the Real Estate Network, and enhance our franchise brands’ online listing distribution strategy,” said Alex Perriello, president and chief executive officer of the Realogy Franchise Group. “We believe our brands’ participation in the Real Estate Network ultimately will result in a better online experience for their customers.”

“ListHub’s Real Estate Network will enable us to offer accurate and timely information for display with a single set of nationwide display rules so we can connect with more consumers and drive more value for our sales associates,” said Margaret Kelly, chief executive officer of RE/MAX. “The Real Estate Network is a welcome opportunity to compete on an equal footing with non-industry sites and provide broad exposure for listings represented by many different brokers.”

Tara Steele is the News Director at The American Genius, covering entrepreneur, real estate, technology news and everything in between. If you'd like to reach Tara with a question, comment, press release or hot news tip, simply click the link below.

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How to work with someone who’s a never-ending stress mess

(OPINION EDITORIAL) Working with, or around, people who seem to always be carrying stress can be detrimental to your health and theirs, here’s how to deal with them.

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stress overworked

My baseline level of anxiety is pretty high. I get stressed out if I forget to pack a fork in my lunch even though there are utensils at the office. If someone is mean to me, I get on edge. If I make a small mistake I’m probably going to carry it with me for a few hours.

Others may not exhibit stress unless they’re up against a tight deadline or coming from a difficult meeting, but it seems like they’re always inclined towards stress regardless of their schedules. While many people exhibit stress in understandable, fleeting situations, for some stress is a default setting. It can be difficult to work with someone who’s always stressed out.

When someone is perpetually stressed, it takes a toll on everyone else too. That energy can be toxic and leave you wondering if you should be helping or if your colleague is intentionally being a Debbie Downer.

For starters, don’t make a judgement call about your coworker. Everyone handles stress at different levels, and for some people that means not really handling stress at all.

You may be able to breeze through your day with minor frustrations while others are thrown off by the smallest thing.

Holly Weeks, author of Failure to Communicate, notes “Don’t think what can I do to change this person?” Instead, she suggests considering how to neutralizes the situation and move forward.

If you want to offer the most basic form of help, acknowledge what’s going on and offer a compliment. Even if it doesn’t seem like much is going on, simply letting your stressed colleague feel heard and appreciated can make an impact.

Author of How to Have a Good Day, Caroline Webb, explains stressed people are “feeling out of control, incompetent, and disrespected. A compliment is your easy way to help them get back to their better self.” Make sure you’re not enabling them by dragging out the situation, though.

Acknowledge, offer some praise, and try to move with the conversation.

Although it’s not necessarily in your job description to fix your coworkers problems, you can still offer support. You may not actually be able to do anything, but offering assistance gives the other person a chance to think through solutions.

Webb also suggests brainstorming way to “reduce their cognitive load,” to ease what’s making your coworker feel overwhelmed.

Some simple solutions include splitting requests into smaller steps, shortening emails, or dividing work into parts.

Ultimately the job needs to get done, but you can provide your coworker with more manageable means of accomplishing tasks by breaking things into chunks.

You can also check in on your coworker to find out if you should be concerned, or if their stress limited to the work environment. If their stress is beyond what you can reasonably handle with these de-escalation tips, don’t hesitate to reach out to someone about further steps to take.

Check out our mental health series for some more insight if you’re concerned your coworker’s problem may be more than regular stress.

Just like some people are easily stressed, some easily pick up on the negative feelings of others. Be aware of how your coworker’s stress is affecting you. If someone is truly draining you, try to get some distance.

While that may be difficult in a small office, Weeks recommends keeping in mind that out of all the “office characters…the stress case’s temperament [is] less of a problem” than others.

Ultimately, it’s not your responsibility to destress your coworker, but you can certainly make your work life a little easier if you take these steps to make for healthier, happier collaboration.

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Company offers extra vacation days to nonsmoker employees

(BUSINESS NEWS) A Japanese marketing company offers extra vacation days for nonsmoker employees who don’t utilize smoke breaks – sound good to you?

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nonsmoker vacation days

Anyone who knows me will tell you that I’m a huge fan of “The Office” (I mean, who isn’t?) I spend a lot of time reflecting on the awesomeness of that show and the situations that characters go through at Dunder Mifflin.

One thing that always stuck with me was a scene where Kelly is talking about how she will take up smoking in order to get the 15 minute breaks throughout the day. This statement made me think about how odd it was that smokers got breaks throughout the day while nonsmokers stay inside, maybe taking a water cooler break.

Being from Chicago, I always thought the concept of smoke breaks was crazy, anyway. I remember visiting my dad at work as a kid and seeing people standing in the freezing cold, smoking outside of his building. I don’t know if you’ve ever been to Chicago in the middle of January, but having to spend 15 extra minutes in that weather would be enough to make me stop smoking, cold turkey (pun intended).

All of these memories about the weirdness of smoke breaks came back today when I learned about Piala Inc., a Japanese marketing firm, and their new plan to give non-smokers six extra vacation days a year.

The policy was introduced in 2016 after employees complained about colleagues receiving multiple smoke breaks throughout the day. Since its implementation, 30 employees have taken advantage of the extra vacation days.

“One of our non-smoking staff put a message in the company suggestion box earlier in the year saying that smoking breaks were causing problems,” company spokesman, Hirotaka Matsushima, told The Telegraph. “Our CEO saw the comment and agreed, so we are giving non-smokers some extra time off to compensate.”

This is a great incentive for companies to offer employees. Not only in terms of equality, but would also be beneficial for a company’s health and wellness program.

While I’ve never fallen under the spell of nicotine, I would like to think that I’d prefer six extra days off compared to the habit of smoking. Apparently others are starting to feel this way as the company has reported that it has helped at least four people to stop smoking.

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Top tips for keeping remote workers engaged, connected

(BUSINESS NEWS) Do you manage remote employees or an entirely mixed team? These tips will keep you on the right track to avoid communication breakdown.

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remote workers

Not every workplace has all its employees in the same place. Different office locations, business trips, and freelancers mean your workforce may be geographically scattered. So how do you effectively communicate from home base if your team is remote and widespread?

First things first – invest in the best virtual meeting platform technology you can work into your budget. If you can’t all be in one place, the next best thing is regularly scheduled virtual meetings. Everyone should have a camera so employees get a chance to know who they’re talking to and put names to faces.

Sure, you may not want to see yourself on camera, but your coworkers will appreciate seeing who they’ve been collaborating with and emailing.

If video conferences aren’t relevant to your business, make sure employees at least have some way to get in touch with each other, like Slack, Skype, or even a private Facebook group. Have at least one platform where employees can engage, communicate, and share information with each other.

Foster connection among employees, allowing them to engage and build work relationships. Provide opportunities for non-work related connections to show your employees you know they’re people, not just workers.

If possible, organize small group outings for those in the same city. Even if that’s not feasible, you can still be the connector that brings people together remotely.

Create “water cooler” moments by calling out important events, like birthdays, marriages, or someone completing an important goal. Get to know your employees, and engage in small talk whenever possible to get to know them. This shows your employees you value them and care about their lives.

Sending care packages can go a long way to show your employees you want them to feel included. Is your next meeting being catered at the main office? Order something for your remote employees too. Everyone deserves bagels.

Make sure you also set clear communication expectations about when you can and can’t be reached. Virtual employees need to know when they can expect a response from you and their colleagues since informal interactions are hard to come by remotely.

When managing remote employees, strive for inclusiveness. Be a connector who promotes engagement by knowing your employees, giving them an avenue to communicate with you and each other.

Take time to get to know your employees on at least a semi- personal level, and ensure everyone feels welcomed even if they’re working remotely. This will lead to better coworker relationships, employee retention, and performance.

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