Cost alignment is key, but this component is just as important when relocating talent!

Over the last few years, we have heard about the importance of cost alignment from companies when relocating their employees. Many companies base their policy on a cost budget approach when relocating talent. However, the talent management shortage has also played a vital role lately for companies wanting to be competitive when hiring talent that requires a relocation.

Today, companies expect another component when relocating talent known as “the experience”. The employee experience is about employee engagement from the time an employee connects with the provider for their relocation. I recently heard one of our leaders share a poll that stated 80% of companies think they are providing superior service when look through their eyes, and only 8% of the customers think they are receiving superior service. Wow, that is a 72% difference! Delivering an experience starts with understanding the needs of the customer. 

So what experiences are customers looking for?

Customers have different needs. Some are looking for a specific moving dates, or budget options to consider when selecting services. Some like the new virtual survey concept because it is convenient, while others don’t feel like it is safe or as accurate as a visual survey. Some customers just want a warm smile and trust in their moving coordinator and driver. Whatever the case may be, the key to providing a great experience always starts with asking questions to determine expectations. If customer has needs that are not aligned with services, then they will most likely not have a great experience. However, if you can identify what’s important, and build a plan around their answer, then you just might deliver the experience they are looking for and create a customer for life!

“The first step in leadership is not action, it’s understanding.” (John W Gardner)

Call to Action: What makes a great experience for your team? Identify three things this week that might elevate the experience for your employees relocating and share with your relocation partner. Send me an email and share with me too! I would enjoy hearing your feedback!

This has been “A Relocation MinuteThe Customer Experience” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page.

JOIN US WEDNESDAY SEPTEMBER 20 AT SUPERIORHIRE IN DALLAS FOR BRUCE WALLER BOOK LAUNCH… SEND BWALLER@GOARMSTRONG.COM TO RSVP. HOPE TOP SEE YOU THERE!

Come join us on September 20th in Dallas!

Come and help us celebrate the launch of Bruce Waller’s new book…

“Find Your Lane” on Wednesday September 20, 2017

Sponsored by SuperiorHire 

Providence Towers Building (NW Corner of Spring Valley Road and Dallas North Tollway)

5001 Spring Valley Road – Wine Bar in the lobby
Dallas, TX 75244

4:30 pm to 7:00 pm

Light snacks and adult drinks

“In 2004, I took a leap of faith to try something different in my career.

I was bored in my current role and searching for something that would give me more meaning and p

urpose in my job. Does this sound like you or someone you know? Find your lane … is for everyone. It is filled with leadership lessons to help provide focus on a different GPS (Grow, Plan, and Share) approach which will help you or someone you know navigate to avoid potholes, and detour on an amazing leadership.”

Come and go as your schedule allows; Bruce will share a few comments at 5:30 pm.
A portion of the proceeds from the sales of Bruce’s book during his book signing here on September 20th will be donated to the Hurricane Harvey Relief Fund. Price of book is $14.00, cash only.

Call to action: RSVP for this event by emailing Cliff@SUPERIORHIRE.COM !

This has been “A Relocation Minute” on Celebrating Successes with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page.

Also, check out http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon! 

Taking ownership can make the difference for your candidates relocating.

In my latest book, “Find Your Lane”, I share a story about when my two year old daughter got out of her car seat and put my vehicle in gear only to roll into and damage a new car in the dealership parking lot. I had just told my four year old son to watch his sister while I stepped out of my vehicle for a few seconds. When I asked him why he let her get out of her car seat, he said “I didn’t know she could drive”. After smiling, I realized that I had control over the situation and needed to be accountable for the situation. 

As HR professionals handling mobility, we must also take ownership when we see something that needs to be adjusted or changed for a family relocating. Many times I hear someone comment they only give our employees $3,000 or $5,000 for their relocation and let them handle the moving. Unfortunately a household goods move will probably cost between $5,000 and $10,000 on the average. What about the other relocation needs for the employee such as lease breakage, temp housing, or a home finding trip?

If you are relocating a candidate just out of college, then a U-Haul move or small moving budget may be in order. But if you are helping a family of any size, there is probably more assistance needed from the household goods move to new home search to possibly childcare.

So what can you do when helping your next employee relocating?

  1. Ask a colleague or friend for a referral to help your teammates. Some companies can provide more relocation support along with additional services added with no extra cost.
  2. Update your policy. Don’t just settle because someone else has always done it that way. If you feel it’s important, let your team know the results or outcome a change could bring.
  3. Ask for options. Ask questions when your employee needs better transit time or a tighter budget for self-packing. Many times there are options that could elevate the experience while maintaining or even reducing costs. If not, the awareness is out there.

“The first step in leadership is not action, its understanding.” (John W Gardner)

Call to action: Reach out this month to benchmark your current policy. There may be some cost savings or benefits to add for a better experience.

This has been a “A Relocation Minute” with Bruce Waller on Accountabilty, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page.

Also, check out http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon!

3 Lessons I learned relocating employees this summer…

The last week of August and first week of September mark the end of “peak moving season” in relocation and household goods moving. The last four months of the summer have been challenging in more ways than one. It takes a team to coordinate what may seem easy, but can often be very complex moving services for families moving across the US and abroad. One thing I can always count on is learning something new each year. Many times it’s by making mistakes (which I have had my share this summer). The key to success is learning and growing from each mistake along the way. Today I want to share some lessons I learned this summer that will hopefully help your team when relocating your next employee. 

3 lessons from relocating employees this summer!

  1. Container shipments are here to stay. These shipments have many positives for employees living in a small apartment starting with one day delivery, and free storage if needed. The only restriction is over-sized furniture and/or volume.
  2. Different programs yield different experiences. Some companies offer a lump sum, while other companies provide an in house or outsource to a relocation management company. Regardless of the program, companies that invest in partnerships seem to have a better experience managing mobility, and happier employees relocating from start to finish.
  3. Being transparent makes significant impact. In my book Find Your Lane, I share the importance of giving and receiving feedback with excellence. I have received some really great feedback from employees relocating this summer. However, I have also made some mistakes along the way. The thing I continue to learn is the more transparent you from the start and during the process, the more success you will have along the way. Shake it off and continue onward!

Call to action: How was your summer? Take time to reach out to your partners to provide feedback. Are they doing great, or is there an area of business that needs improvement? What challenges us will make us better!

“Employer branding is the heartbeat of talent acquisition strategy.” (Suzanne Myers)

This has been “A Relocation Minute” 3 Lessons this Summer with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page. 

Also, check out http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon!

Are you pursuing mobility excellence? 3 takeaways for your HR and Talent Acquisition teams!

Are you in HR or support talent with mobility needs? The North Texas Relocation Professionals (NTRP), a local relocation chapter in North Texas for WorldwideERC recently hosted a corporate panel meeting for members and guests to share “Pursuing Mobility Excellence from a Corporate Perspective”. NTRP members represent different relocation verticals in real estate, temporary housing, household goods moving, and HR managing mobility for different companies. This is an excellent organization to expand your education and mobility network! 

Our corporate panel was represented by companies with both US domestic and global mobility responsibilities including Sabre, Tenet Healthcare, BNSF Railway, and Dell. Some of the areas discussed during the meeting were: Policy Development and Review, Request for Proposals, and What keeps Corporate Mobility Professionals up at night.

Here are a few takeaways that might be relevant to your program:

  1. Bring facts and data to help corporate mobility professionals when you see an area to add value.
  2. Be brief and follow agenda for RFP’s!
  3. Relationships and collaboration are critical for great partnerships.

Others takeaways included:

  • Review policy often for exceptions
  • Collaborate with all of your stakeholders
  • Engage in partners that are “thinkers” and that understand process
  • Focus more on “cost to outcome” driven policies
  • Be transparent when challenges occur
  • Be brief on the RFP – adding footnotes when needed for pricing
  • Immigration and travel ban continue to keep us up at night

For more information on NTRP visit http://www.northtexasrelocationprofessionals.org/ or find us in Facebook, LinkedIn, or Twitter!

For more information on WorldwideERC, visit http://www.worldwideerc.org/

Call to action: Visit NTRP and WorldwideERC and browse website for resources to help you expand your employee relocation program. You can find many resources from benchmarking to a forum for corporate discussion. Also, sign up for the WorldwideERC global conference in Chicago, or our next NTRP meeting in Dallas!

“When you limit the people around you, then you limit yourself.” (John McCaa)

This has been a “A Relocation Minute” on NTRP Corporate Panel “” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page.

Also, check out www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon! 

What would you add to this list for a great partnership?

I recently had the honor of speaking to a wonderful group of HR professionals in Dallas, Texas about maximizing the onboarding experience when relocating an employee. The employee relocation is often the first experience for a new employee and family with the new company which makes it critical to get off to a great start.

One of the points I always stress is the importance of developing a great partnership with your vendors. The right partnership can make a difference for the person managing the program and put them at ease which will also put the employee relocating at ease too. Investing in a great partnership basically says “we care” from the moment you made the decision to join our company. 

When the meeting was completed, I was asked to share some of the traits that make up a great partnership and wanted to share with you too. When engaging a vendor, it’s like a new date. It starts with being a good listener and learning what’s most important to each other to make the partnership effective. A partnership is a two way street and both parties need to be open minded, transparent, and committed to develop a great long term partnership

Some of the partnership traits that can make a difference include:

  1. Trust… is the foundation!
  2. Integrity… always do the right thing.
  3. Open communication… allows access when needed.
  4. Collaboration… working together when issues arise.
  5. Relationships… shows you care.
  6. Values… creates alignment for things that matter.
  7. Serve… each other in everything you do.
  8. Patience… when mistakes happen.
  9. Transparent… gives you the best chance to achieve goals.
  10. Purpose… its why we are here doing what we do!

Which one do you think is most important? Who you add to this list?

Call to action: Reach out to your partners to discuss the importance of these traits and what should be focused on to elevate the experience for everyone. or share how much you appreciate your current partnership! If you don’t have a partner, then use these traits to find a partner that best aligns to support your organizational goals.

This has been a “A Relocation Minute” on “Great Partnership Traits” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page.

Also, check out www.BruceWaller.com for review my latest leadership book “Find Your Lane” now available at Amazon!

 

Size matters! 3 reasons why containers will elevate the experience for employees relocating.

As you may know, the transportation industry has been hampered with a driver shortage over the past few years. This has created a significant challenge for the household goods moving industry, especially during peak moving season (May – September). However, these challenges have also led to new opportunities to serve our clients with a new model for small shipments called “container move program”! The container move program is a concept that allows moving providers to transport smaller shipments via containers instead of loading direct on the moving van, and is creating a better experience for the employee relocating.  

Here’s why:

  1. EXPERIENCE: The container moving service caters to the small move, but is a full service moving experience. Shipments are packed/ loaded/delivered by professional movers, while protecting furniture with disposable pads during transit.
  2. PLANNING: Day certain load and unload. For a standard van line move, families will receive delivery spreads based on weight and miles. The smaller the shipment, the longer the delivery spread. However, the container move will guarantee one day pick up and one day delivery which is a significant benefit for the employee planning the delivery at destination.
  3. STORAGE: Up to 3 weeks use of the containers that include storage. When moves are registered, the container move includes storage at destination. This is critical when the employee is looking for a place to live. Cost for storage beyond 3 week time frame is minimal if needed.

The container move has many advantages for the employee living in a small apartment. There are also some restrictions to be aware of including size of furniture, volume, and destination. Are you aware of this concept? If not, now is the time to reach out and review how it can add value for your employees.

Call to Action: Talk to your relocation partner about container move options to see if it makes sense for your next employee relocation. It might add value when moving your next entry level hire or key talent on assignment with minimal furniture.

“The customer experience will never exceed the employee experience.” (Tony Bridwell)

This has been “A Relocation Minute” on “Container Program” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page. Also, check out http://www.BruceWaller.com to review my latest leadership book called “Find Your Lane” on sale at Amazon!