Service Industry Rent Seeking

I’m writing this out of frustration with the current state of the service industry, and with the unfortunate prediction that things are going to get worse before they are going to get better. I also read Monopolized by David Dayen which leaves an unfortunate aftertaste in your mouth, even after what is supposed to be a rallying call of a last chapter.

In my complaint today, I’m talking about classic rent seeking. This is the type that’s always shown up when honest people are trying to make a living, because honest people pay fees willingly.

I’m talking about platforms like HomeStars, Yelp, Angie’s List, Handy, Homeflock, Flamp, the list goes on. Google and Facebook act in similar ways, but their extraction is to a further degree, as they sell ad space for you to purchase (and potentially off of the traffic they generate from the ads).

Same Pitch, Different Platform

The pitch is always the same, that it’s for the customer’s benefit, but the company profits are the end to its means. The whole goal is to have their platform be the intermediary, because they don’t perform any of the services.

Each of these platforms works by cultivating itself as a place for clients to submit proposals of the work that they want to get done. The proposal then gets tendered to several vendors (depending on who has paid most recently) and the client can select between a few choices.

Any provider who has worked with one of these intermediaries knows their whole focus is to get you to spend more time on their platform, and to use your credibility to increase their credibility.

It means that service providers need to be ready to respond quickly in-platform so that a “slow response time” isn’t posted to their account (unremovable, even as a paying member) which will drive down their ratings.

These platforms also have direct control over the amount of proposals an account can see, or the location they are seeing them from. None of this is to better the consumer, it is to extract as much money as possible from the service provider.

Draining Your Resources

An extreme example of this can be seen with their website plug-ins. They want you to feature HomeStars as a component of your website, with links to them that increase their back-end PageRank and SEO. You might say, but HomeStars puts a link to my website on their page too, doesn’t that help me in the same way? And that’s a pretty honest and fair assumption, which is why HomeStars doesn’t do it. Here’s what Neil Patel (a world-class SEO expert) has to say about why a website would use a “nofollow” link for vendors on their website:

“Why would a website use nofollow links? Because linking to low-quality or low domain authority websites can hurt the link-hosting website’s rankings. So websites will often use these links to avoid destroying their own rankings with a low-quality external link.”

So websites like HomeStars don’t want to risk their reputation by potentially linking to your poorly optimized website, but they’ll absorb all the value they can from you. These platforms rely on the assets of the companies that use their platforms at every point of their business model – parasitic through and through.

It’s just like how Google and Facebook both fight to have web-crawling pixels/lines of code so that they can take as much information. The more crawlers you add to your site, the slower it functions, but the faster it can be indexed, and the more valuable data is captured.

Google Monopoly

Google also works to extract rents from service providers, and recently it is expanding the depth of its reach in this area significantly.

You could already pay to be at the top of the results, or the top of the reviews, or the first results on a “maps” search. Google had already started playing with submitting quotes directly through search, but it recently added messenger on Mobile (a bit over a year now) and Desktop (added within a year) so that people don’t have to leave their search results page to ask their questions directly to the company.

Google is closing the loop on direct communication with clients and service providers, which is one of the only ways that you can further entrench yourself after you already control a majority of internet searches.

Closing Thoughts

The model is the same with all of these rent-seekers, dominate as the intermediary by any means necessary. For Google and Facebook, this means coming pre-installed on devices and being unable to delete them, a standard practice in the mobile phone industry now.

For others like HomeStars, it means betting that they can optimize their online presence better than the local competition and holding customers over the heads of those businesses behind a paywall.

These practices are terrible. There is no benefit but to the intermediary.

As the late David Graeber would say, these are Bullshit Jobs.

And the legal landscape of Washington seems to be changing its tone towards these tech monopolies, which is a good thing for Canada too (and the world, ultimately). I hope we see antitrust and break-ups in the near future, but I’m cautiously optimistic.

One Step (#18)

That’s the absolute bare minimum, but there are plenty of people out there who won’t take a single step towards what they want out of: life, their career, relationships, themselves, as they let days pass them by.

Take at least one step towards what you want every day – it’s that simple.

The trick is to enjoy the step.

The Lemonade Stand (Ep.1 – Origins, Scale & Value)

(Note: If the embedded player above isn’t working CLICK HERE to listen)

This is the first episode of The Lemonade Stand – thank you for joining! Please leave feedback in the comments if you have it. This is a learning experience and I am here to do just that.

In this episode, Chris Stoness, founder and CEO of Lemonade Window Cleaning (and Elite Window Cleaning), goes through the origins of starting out as a window cleaner himself, growing a multi-million dollar business in Canada, and applying that model to the United States.

We also discuss how the business intentionally re-branded, the changes that occur during the process of scale and how to shift your focus accordingly.

We wrap up by talking to the values of Lemonade Window Cleaning and the most important piece of the puzzle – people!

Thank you for reading this far, there are links to several socials as well as the Lemonade website below.

Website 

Facebook 

Twitter

Instagram

Winners Win (#9)

They win, then they go back to practice so they can win more. Winners are hungry. Winners work harder AND smarter. The best ones stay humble and thank those that helped them get there. They also recognize that they’re incredibly lucky, but know harder they work the luckier they seem to be.

People like those types of winners. The ones that walk into a room and say “Hi” to everyone (looking them in the eyes nonetheless). The ones that want the very last thing they do to be a win. They put their all into everything they do because they know that’s how winning is done.

Bad Apples (#8)

In business school I was berated with the idea that bad apples spoil the bunch. That one employee could ruin an entire culture and the productivity that comes with it. (I listened to an episode of This American Life as part of a lecture, and although I enjoyed it thoroughly, the full value of it didn’t sink in for a few more years and I still have a long way to go.)

For most people seeing is believing, which is why I absolutely cannot ignore the bad apple theory – especially at times when I am working to scale a company.

I saw one individual drive down the productivity of a skilled and experienced team, increasing hourly wage costs by an average of 15% over a three month period compared to the previous year.

On top of all this, the morale of the team was absolutely crushed. Nobody was enjoying their work because a single individual was stirring the pot every day at every opportunity. They enjoyed getting other people riled up and undermining decisions.

We had hired this individual because we thought we needed the labour at the time. Looking back, we should have waited for the right individual, or fired them as soon as we realized what was going on (which was almost immediately). Instead, it stewed within an under-performing team for a full quarter.

We had turnover with other employees in that team at the end of the year, even after we gad fired the bad apple.

This was a blessing and a curse.

The curse is we had 2 remaining members (1 lead, 1 first-year employee). The blessing was it let us rebuild for the next year. We didn’t have to worry about the seeds of doubt being planted by the bad apple.

And we spent a lot of time hiring that year. We were more selective with our teams, vetting candidates we would have taken in previous years. It was a process, sometimes it felt like we had to take “somebody” to fill a spot, but this never proved to be entirely true. We could always find ways to get by, waiting to find the right fit.

We started searching earlier, but we also held out longer, waiting for the right people. We found them, trained them, gave them an incentive and because they were the right fit we saw performance levels better than any year prior (~30% wage reduction on through increased productivity).

But you don’t need to flip a team to get rid of a bad apple, you can save the bunch and a lot of time/effort/money if you act quickly.

There are two approaches you can take to this and both of them are effective for entirely different reasons. The first is to hold out in hiring, wait on candidates and sleep on decisions. The second is to hire whomever you want, while being prepared to terminate at the drop of a hat.

Either way, weed out the bad apples.

The Weeds (#7)

It will make you go cross-eyed from the mental strain it takes on you (maybe to the point of physical strain too).

It’s also where the magic happens. The little details in movies people talk about decades later is a perfect example (see Reddit.com/r/moviedetails a website with over 1.4 million followers for just this).

A favourite analogy by a great boss* that I use to this day originates with Disney.

In their park, there are little hidden details just for children. Cracks in walls at a low eye-level that open up into fairy forests when you peep through. Not everybody finds these, but that’s part of what makes it so special and intimate.

You can’t get to this level of connection without being in the weeds a little.

*(Nancy Knyf – YMCA of Western Ontario)

Coaches Win (#5)

All the best athletes in the world have coaches, it’s not a coincidence. Who is coaching you in your life to become a better version of yourself? If you want to become a successful entrepreneur you’re going to need help along the way. You’re also going to need to be a coach in your role to your employees.

Understanding that you can receive coaching while being a coach yourself is important to being a truly effective leader. Taking into consideration what your strengths and weaknesses are and working on developing whichever your coach says is important. Having another trusted perspective helps to keep you level in your business, but also in your life. So often the two become linked together.

Coaches don’t necessarily present themselves to you, but if you put the offer on the table you might be surprised by who says yes…and there’s not really anything to lose.

Entrepreneurs Do (#1)

This is the first post of 100 consecutive days of content – trying to take a lesson from the title I suppose.

An insightful professor* of mine once told an entrepreneurship class not to be afraid with sharing their ideas openly with others. I’ll admit at the time I doubted what she was saying. Looking back I couldn’t agree more with the point she was trying to make.

Everybody gets ideas…everybody. For an idea to be worth something you have to go out and turn it into something real, something tangible, and the truth is most people won’t – even when they claim their idea could make millions if not billions.

The manifesto of entrepreneurs is “do” because if you aren’t doing anything you aren’t getting anywhere. So talk openly about your ideas and work diligently towards where you want them to take you. You may even find others willing and worthy of joining your cause.

Just make sure to separate the “idea people” from the “doers”.

*(Kelley Packalen – Entrepreneurship 405, Smith School of Business)