Sales Advisory & Development by WAV Group

[Podcast] Guide to Better Mergers and Acquisitions with Victor Lund
Ready to gain insider knowledge on mergers and acquisitions? Join us on this episode of Real Estate Insiders Unfiltered as James and Keith are joined by Victor Lund, author of Acquiring More Profit and CEO at WAV Group and RE Technology, and advisor to the Broker Public Portal. Learn the strategies behind successful M&A deals from one of the industry's top experts as he guides you through collaboration, culture, proper evaluations, and more. Don't miss out on this essential information! For the definitive and in-depth guide to mergers and acquisitions, check out Victor's book: Acquiring More Profit. Listen to this podcast on: Apple Spotify YouTube Other Visit the episode homepage for show notes and more

Building a High-Performing Real Estate Team: Strategies for Recruiting, Training, and Retaining Talent
As your business grows, you'll see increased clientele, more closed deals, and far more awareness about your offerings in your local market. But you know you can't do it all alone, and the more consumers you have to serve, the more you'll need top talent to help. This is where building a high-performing real estate team is key. By assembling — and retaining — a real estate dream team, your business can expand alongside your profitability. Recruiting, training, and retaining superstar agents is within reach. Here are the steps you need to take to build out an effective, all-star real estate team. Attracting Top Talent Through Effective Recruitment Strategies As you're building out your team, you'll see a lot of parallels between attracting top talent and attracting prospective clients to work with you. You know you're the best, but they don't — yet. When you're seeking to recruit agents to build out your real estate dream team, it's important to highlight what sets you apart as a team lead or broker, as well as what they can expect from working on your team. Effective recruitment strategies to draw in top talent include: Showcasing your own expertise, history as a real estate pro, and your wins and achievements Sharing the training and support you offer when they're onboarded, as well as over time Displaying key team members they can partner with, learn from, and their own respective accomplishments and real estate experience Highlighting the tools you use to ensure your team's success in the long-term to help them work smarter and continue to drive business forward Agents have a drive and hunger to succeed, and they need a strong foundation to land on when they're choosing a new team to join. By shining the spotlight on what you offer as a leader, your team's successes and expertise, and how you'll support new agents as they join your team, you'll have a more seamless run way to attract top talent in your market. Providing Ongoing Training and Development Opportunities for Team Members Like we noted previously, it's crucial to provide ongoing training and development for your team. It's not just for the newbies: by investing in ongoing education and development for your current team members, you have a powerful opportunity to retain them. Providing training and education to your current team is crucial for: Demonstrating your willingness and commitment to investing in their ongoing success and growth Saving them time and effort on finding the right training, or selecting training not relevant to your business Supporting them in developing a stronger career trajectory Helping them explore new interests, skills, or areas of real estate By investing in your agents' growth, learning, and development, you can help support retention and drive them to continue to work on your dream team. Creating a Positive Company Culture that Fosters Loyalty and Retention If you want your agents to be loyal to you, your team, and to want to keep working with you, having a positive company culture is non-negotiable. Creating a positive work environment is one thing, but infusing positivity into your company culture is another — and it's a key component to long-lasting employee retention. The culture of your company is its heartbeat, the fabric its made of, the foundation it rests upon. In short, it's incredibly important! To create a positive company culture, you must lead by example and build trust with each and every one of your employees. Say what you mean, mean what you say, operate from a place of respect, and hold yourself — and others — accountable. By developing and instilling strong systems for your business, investing in your agents' growth and development, and setting goals effectively, you can start to foster a positive company culture. Yes, things like team building activities and offsite events certainly help. But having a culture centered around positivity in your company starts from the top and is reinforced all the way down. Leveraging goal-setting, effective communication, and supporting your agents, and committing to doing so consistently, will help build, strengthen, and reinforce your positive company culture. To view the original article, visit the Inside Real Estate

Brokers Over $2B in Volume Should Prepare for Mediation
Friday, March 15th, 2024 was a watershed day for the real estate industry in the United States. The National Association of REALTORS® (NAR), who had been negotiating with the plaintiffs in the Sitzer/Burnet Antitrust litigation, announced a proposed settlement that covers the entire real estate industry (including all Realtors, Realtor associations, and Realtor-owned MLSs, all Realtor affiliated brokerages) except for brokerage firms who perform more than $2 billion in transaction volume. The NAR settlement comes on the heels of other settlements, including RE/MAX, Anywhere, and Keller Williams. There are about 94 brokerage firms that transact over $2B per year. In the Sitzer settlement, NAR negotiated a buyout for these large firms at a rate of about $2.5 million per $1 billion in trades. Using this math, Compass would have been subject to $2.25 million multiplied-by 228, since they did $228 billion in transactions. However, Compass was able to negotiate $57.5 million. Compass is making two payments. Compass negotiated their settlement in the Gibson and Umpa cases, which covers all plaintiffs in each of the copycat lawsuits – including those in Sitzer. Let's unpack this. Any firm in the $2B club that has been named in any of the copycat lawsuits may go to the plaintiff's attorney and settle. The settlement in any of the cases covers all cases – including Sitzer. Firms would not be required to pay more than once. The attorneys in the copycat lawsuits have a heightened motivation for settling with any of the brokers in the $2B club. If firms do not settle in any of the copycat cases, the judge will tell the plaintiffs to go collect their check from Sitzer. Those lawyers may not participate in the settlement at all, unless they can cajole brokers in the $2B club to settle with them. The settlement terms may be different. As you know, there are a number of terms that eliminate the offer of compensation from the MLS entirely, among other things. NAR makes payments over four years. Compass makes payments over two years. Compass has different settlement terms. If you are in the $2B club and you have not been named in any litigation, your best bet might be to contact the mediator in Sitzer and negotiate a settlement. You have some time to prepare, but not much. The mediation in Sitzer does not start until the court accepts the settlement. What should you do now? Prepare for mediation. Get your attorneys on it. Pay close attention to the settlements that have already been announced, and do some 5th grade math. How much did they agree to pay per agent, or per seller transaction? Is your business model different? How much can you pay? These data points are all helpful in negotiation. WAV Group is not offering legal advice. We help with information and strategic planning. To view the original article, visit the WAV Group