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Real estate listing syndication debate continues, reasons begin to vary

Three months into pulling listings from syndication, ARG broker, Jim Abbott offers an update and allegations of wrongdoing by one real estate search company, while an Austin brokerage pulls their listings due to ads for competitive agents appearing next to their listings.

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ARG’s public statements regarding listing syndication

Third party real estate media sites Realtor.com, Trulia and Zillow have come under fire recently, with small brokers in the spotlight making public declarations as to which listing sites they will not syndicate to and why. In January, we reported that San Diego-based Abbot Realty Group (ARG) President and Managing Broker, Jim Abbott released a video on YouTube explaining why their brokerage will no longer permit third party syndication sites like Trulia, Realtor.com and Zillow to syndicate their listings, but will continue to syndicate company listings to their local MLS, Sandicor.

Last fall, AGBeat broke the story that 75 big brokers were rumored to be considering refusal of syndication of their listings, suspecting that others would also follow. ARG’s plea for industry professionals to consider their own syndication and for buyers and sellers to do their homework is a more tangible, public-facing and viral proclamation than other brokers have delivered to date.

Abbott now offers an update of how his business has been impacted in the last three months, making allegations that Zillow directly contacted the brokerage’s customers to inform them of ARG’s choice to cut their syndication feed, calling ARG’s competence into question. Abbott says they have not lost one seller and homes are selling faster, noting, “Let me assure you, there is life after listing syndication and it’s a better life. No more sad messages from disappointed buyers calling on properties that sold months ago. No more frustrated buyers forced to comb through thousands of unavailable homes. No more wildly incorrect value estimates and improbably mortgage offers.”

Boutique brokerage pulls listings from Trulia

Most companies that have pulled listings from syndication sites have primarily cited inaccuracy of data, but The Goodlife Team, a boutique brokerage in Austin has publicly declared they will not syndicate to Trulia, noting that ads for competing agents are routing calls on the properties they list away from their brokerage, thus breaking their brand promise to sellers, as their policy is to respond within a certain time frame to all inquiries on listings.

Goodlife’s CTO, Jack Miller said that Trulia ads underperform for them and until the company makes changes to their policies to allow their brokerage to offer consistent customer service, they will not syndicate listings on the site.

Other voices weigh in

When ARG originally de-syndicated, AGBeat reached out to Zillow and Realtor.com who chose not to comment on brokers pulling listings from syndication, but Trulia’s company spokesperson, Ken Shuman said, “The accessibility of open and accurate listing information benefits everyone in the home buying and selling process–consumers, agents and brokers. We know that Trulia has a transaction-ready consumer audience and we are confident that brokers and agents who syndicate their listings to Trulia have a greater opportunity to meet new clients and close more transactions.”

Alex Zoghlin, CEO of VHT Inc. told AGBeat, “I’m not surprised there’s an escalating firestorm over third-party listing aggregators. They’re using brokers’ most valuable assets to make money, build their businesses and divert customers away. Contrary to what many brokers believe, their competition isn’t the brokerage down the street – it’s the fast-growing, third party ecosystem of listing aggregators, online publishers, virtual tour providers, advertising networks and media companies that are dominating search engine results in order to capture online leads.”

Zoghlin explains, “Popular search engines such as Google strive to balance user experience with revenue opportunities. They aggregate information and provide users with relevant and unbiased search results and links to authoritative sources of data. They separate organic results from sponsored ads, knowing that too many ads on top erodes consumer confidence in their brands.”

“But real estate aggregator sites don’t hold themselves to the same standards,” Zoghlin adds. “They make it difficult for consumers and search engines to determine who owns the property listings displayed on their sites and make it harder to for brokers to use their own websites as a lead generation tool. They “cook” their search results by giving preferential treatment to agents/brokers who pay for featured listings. They provide incorrect property details and out-of-date information that frustrates consumers and reflects poorly on brokers.”

What many believe kicked off the entire listing syndication debate was Milwaukee brokerage Shorewest’s pulling of their real estate listings from syndication last fall. WAV Group Partner, Victor Lund told AGBeat in early 2012, “Shorewest is the #1 website in their market, and they do not syndicate – proving that brokers and agents do not need to syndicate to drive traffic and leads on their listings. In fact, this may argue that the opposite is true – if you do not syndicate, you provide consumers with an incentive to visit your broker or agent website to find the cheeze. In this case, the cheeze is listing accuracy, comprehensive listing inventory, and most of all, the service of a real estate professional.”

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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56 Comments

56 Comments

  1. Jay Groccia

    May 4, 2012 at 8:32 am

    Jim,
    When a real estate agent hires our firm to produce images of their listing, they are only extended a usage license for the photographs. They are never given the copyright – that, by law is retained by the photographer and therefore cannot transfer ownership of said copyright to companies like Zillo, Tulia, or even facebook for that matter. These companies may put in all the ‘fine print’ they want in their user agreements, but should push ever come to shove, and they get sued by a copyright holder for infringement, a judge is going to ask for one thing: written transfer of copyright SIGNED by the copyright holder.

    • Paula Henry

      May 4, 2012 at 11:19 am

      Jay – A question – who would be liable for the distribution of the copyrighted material? Would it be the agent/MLS that dispersed it or the recipient of the material? Of course, this may be a legal question you can’t answer, but if anyone knows, I think it may have an impact on the transfer of Intellectual Property.

  2. Greg Cook

    May 4, 2012 at 6:37 pm

    Tara, the one thing that Abbott and Goodlife have in common is they both felt that the syndicated sites don’t generate enough leads for the money.
    It’s one thing to have three million visitors a month but if it doesn’t translate in to quantifiable leads, what’s the point?

  3. Roberta Murphy

    May 4, 2012 at 11:23 pm

    It may be a trickle now, but the integrity of the data shown by aggregators could start to unravel very quickly if this movement gains legs. It will be something watched closely by Realtors as well as Wall Street.

  4. Cynthia Nowak

    May 6, 2012 at 11:35 pm

    Cynthia from Zillow here. Everyone is entitled to their opinion and that’s especially true in our industry. However, when facts are asserted that are patently untrue, we need to defend ourselves and correct the record. Mr. Abbott states several untruths in his video; for example, we did not call ARG’s sellers in the San Diego market regarding the brokerage’s decision, and our employees did not pose online as consumers. It is our policy as a company to always identify ourselves in social media truthfully and as representatives of Zillow.

    Sellers hire a brokerage to market and sell their homes, a big part of which is marketing the homes to the broadest audience possible. If a brokerage isn’t marketing their listings to Zillow’s more than 32 million unique users each month on mobile and the Web, the real losers are home sellers, and the agents who represent them. Their listings aren’t seen across the largest real estate network in the country, or across the most popular platform of mobile real estate apps. According to comScore, the Yahoo!-Zillow Real Estate Network is the largest real estate advertising network on the Web. In the San Diego market specifically, the Yahoo!-Zillow network is the largest local entity, with more than 300,000 visitors in March.

    If you have any specific questions or concerns, please feel free to drop me a note at cynthian (at) zillow.com.

    • jamesleetn

      May 13, 2012 at 11:16 pm

      “However, when facts are asserted that are patently untrue, we need to defend ourselves and correct the record.”
       
      You know what, I agree wholeheartedly. I don’t care how many million unique users Zillow has each month. I sold houses before Zillow was ever conceived (and you too probably) and I’ll be doing so when our listings are gone from your site.
       
      Neither my sellers nor I are losing anything because we’re not being seen on Z.

  5. stevebeam

    May 29, 2012 at 10:12 pm

    Cynthia you said “It is our policy as a company to always identify ourselves in social media truthfully and as representatives of Zillow. ”
     
    That’s funny because when Metrolist here in Denver decided to drop Diverse Solutions as an IDX provider [after Zillow purchased that company] there were many negative comments around the web directed at Metrolist made by known Zillow employees.  
     
    Anytime I speak with other Realtors around the country I hear a growing number of them that want their data off the aggregate sites and they are taking steps in that direction. 
     
    Zillow, Trulia and Realtor.com make money off our hard work and it’s wrong and it’s time for a change. 

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Business News

Leadership versus management: What’s the difference?

(Business News) The two terms, leadership and management, are often used interchangeably, but there are substantial differences; let’s explore them.

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leadership Startups meeting led by Black woman.

Some people use the terms “leader” and “manager” interchangeably, and while there is nothing inherently wrong with this, there is still a debate regarding their similarities or differences.

Is it merely a matter of preference, or are there cut and dry differences that define each term?

Ronald E. Riggio, professor of leadership and organizational psychology at Claremont McKenna College, described what he felt to be the difference between the terms, noting the commonality in the distinction of “leadership” versus “management” was that leaders tend to engage in the “higher” functions of running an organization, while managers handle the more mundane tasks.

However, Riggio believes it is only a matter of semantics because successful and effective leaders and managers must do the same things. They must set the standard for followers and the organization, be willing to motivate and encourage, develop good working relationships with followers, be a positive role model, and motivate their team to achieve goals.

He states that there is a history explaining the difference between the two terms: business schools and “management” departments adopted the term “manager” because the prevailing view was that managers were in charge.

They were still seen as “professional workers with critical roles and responsibilities to help the organization succeed, but leadership was mostly not in the everyday vocabulary of management scholars.”

Leadership on the other hand, derived from organizational psychologists and sociologists who were interested in the various roles across all types of groups.

So, “leader” became the term to define someone who played a key role in “group decision making and setting direction and tone for the group. For psychologists, manager was a profession, not a key role in a group.”

When their research began to merge with business school settings, they brought the term “leadership” with them, but the terms continued to be used to mean different things.

The short answer, according to Riggio is no, not really; simply because leaders and managers need the same skills to be productive and respected.

This editorial was first published here in June of 2014.

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Does Raising Cane’s have the secret to combatting restaurant labor shortages?

(NEWS) Fried Chicken Franchise, Raising Cane’s, has turned to an unusual source of front-line employees during the labor shortage- Their executives!

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White paper sign with black text reading "Help Wanted."

I wouldn’t call myself a fried chicken aficionado or anything, but since chains are designed to blow up everywhere, I have experienced Raising Cane’s.

I’m pretty sure the Cane’s sauce is just barbecue mixed with ranch, but hey, when you’ve got a good idea, keep with it.

In the further pursuit of good ideas, the company has resorted to an intriguing method of boosting staff in a world where the lowest paid among us are still steadily dying of Covid, and/or choosing to peace out of jobs that they don’t find worth the infection risk.

Via Nation Restaurant News: “This is obviously a very tough time, so it was a joint idea of everybody volunteering together to go out there and be recruiters, fry cooks and cashiers —whatever it takes,” said AJ Kumaran, co-CEO and chief operating officer for the Baton Rouge, La.-based quick-service company, from a restaurant in Las Vegas, where he had deployed himself.”

The goal of this volunteer mission, which involves 250 of the 500 executives deployed working directly in service roles, is to bolster locations until 10,000 new hires can be made in both existing locations and locations planned to open.

It’s obvious that this is a bandaid move – execs exist for good reason, and in terms of sheer numbers (not to mention location and salary changes), this is hardly tenable long-term. But I can say this as someone who’s gone from retail to office, and back (and then forth…and then back again) several times – if this doesn’t keep everyone at the corporate level humble, and much more mindful of employees’ needs, nothing will.

The fast-food world is notorious for wonky schedules only going up a day before the week begins, broken promises on hours (both over and under), horrendous pay, and little to no defense of employee dignity in the face of customers with rank dispositions. With the wave of strikes (Nabisco, John Deere, IATSE) making the news, and lack of hazard pay/brutal physical attacks over mask mandates still very fresh in workers’ minds, smart companies are hipping themselves to the fact that “low level” employee acquisition and retention needs to be much more than the ‘work here or starve’ tactics that have served since the beginning of decades of wage stagnation. The best way for that fact to stay front-of-mind is to go out and live the truths behind it.

In Raising Cane’s case, the company also announced that they’re upping wages at all locations — to the tune of an actually not totally insulting $2 per hour, resulting in a starting wage of $15 and a managerial wage of $18.

Ideally, paying people more to cook, clean, and customer service all in one job will actually attract people back to fast food work. Seriously consider the fact that the people cleaning fast-food toilets are the same people making the food that goes into your mouth. The additional fact is that it’s better for everyone’s health when they’re paid enough to care about what they’re doing and stay healthy themselves.

Of course, one does also need to consider how much inflation has affected the price of goods and housing since the ‘fight for $15’ began almost a decade ago in 2012. Now, raising wages closer to the end point of multiple goods still might not be enough!

AJ Kumaran continued, “The chicken prices are through the roof. Logistics are very hard. Shipping is difficult. Simple things cups and paper napkins — everything is in shortage right now. Some are overseas suppliers and others domestic suppliers. Just in poultry alone, we have taken significant inflation.”

That’s global disruption for ya.

It remains to be seen whether this plucky move can save Raising Cane’s dark meat, but I’m very pro regardless. Send more top-earning employees into the trenches! No more executives with 0 knowledge of how the sausage sandwich gets made.

No more leading from behind.

Why not? What are ya? Chicken?

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Business News

Unify your remote team with these important conversations

(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.

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Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.

According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.

Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.

Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.

With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.

The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.

Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.

This story was first published in November 2020.

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