Category Archives: Uncategorized

Is your HR Leader a Difference Maker? Make their day by nominating them for the DallasHR HR Exec of the year! Applications close October 31, 2017!

In my book “Find Your Lane”, I share about the importance of making the most of your journey. This chapter is really about serving others. When you focus on serving others, there is a sense of fulfillment for helping others. Think about how you got to where you are today. There was someone in your path that provided you a lift of encouragement, right? You are probably thinking of that person at this very moment. When you give, it’s amazing how you get back so much more. If you read the book, you noticed the section where I shared 10 ideas to make impact. One of these ideas is nominating someone for a deserving award… Well, here is your opportunity! 

DallasHR’s Human Resource Executive of the Year Award is presented annually to an HR leader in the DFW area. The Award recognizes an HR Executive who has exemplified the strategic role of HR in the past twelve months, and who is otherwise an outstanding leader within the HR community. Past winners include Julie Hoagland, Adrianne, Court, Kate Lengyel, Tony Bridwell, and Terry Cooley.

Who will it be in 2017?

Hurry………. Application Deadline is October 31, 2017!

You can click the link below to review the award criteria and complete the online application. The nomination does not have to be a DallasHR member.

Click link to nominate someone today… DallasHR Executive of the Year

Call to action: 1) Complete the nomination form on the DallasHR website, and 2) SHARE with others for awareness. It will make someone’s day!

This has been A Relocation Minute on “HR Exec of the Year” 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 resources and my latest leadership book “Find Your Lane” on sale at Amazon!

3 ways to be more competitive in candidate driven market…

One of the hottest topics in HR continues to be the war on talent. Companies continue to pursue the best candidates in a competitive environment to help meet year end goals and objectives. Many times a new hire or pivoting leadership positions will require a relocation. This could involve home marketing assistance to help sell their home at origin as quickly as possible as well as support to find a new home. It often includes moving the household goods along with storage and short term temporary housing as well.

For companies that have not invested time to explore advantages of relocation services in the past, there may be some alternative ways to help lure the best talent during the recruiting process to be competitive in the market. Here are 3 benefits to consider when your next hire requires a relocation which will elevate the onboarding experience with minimal costs…

  1. Area orientation. This benefit is designed to help the family view different areas in the new city. An area orientation program helps the employee with support to plan a productive trip to search preferred neighborhoods and schools near the office.
  2. Expense Management. Do you have challenges with keeping up with taxable and non-taxable relocation expenses? How about getting employees or new candidates not on the payroll reimbursed quickly? This is a great service that might help your team with support.
  3. Lump sum support. Many times the company will cut the employee a check without realizing the favorable tax benefits which can lead to big savings when you gross up, or ways to stretch the lump sum amount for the employee while giving them a professional to assist them along the way. You can turn an average move into a great moving experience for the employee and family with coaching and support from your preferred partner.

It’s a very competitive candidate driven market today, and these relocation benefits just might be a way to help land your next big candidate while providing them with a great onboarding experience during the relocation process!

Call to action: Invest some time this week to reach out to your relocation provider and request a 30 minute meeting to review these strategies to be more competitive when recruiting the best talent. You will be glad you invested the time, and so will your employees moving.

This has been “A Relocation Minute” on “Recruiting strategies to be more competitive” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!

5 ways to Pursue a Gold Medal Daily…

5 ways to Pursue a Gold Medal Daily… A Book Summary of “The Golden Rules” by Bob Bowman.

The 2016 Summer Olympics has been fascinating to watch this month as world class athletes from around the world compete for an Olympic medal and a chance to represent their country on the podium. I recently finished an amazing book by Bob Bowman who provides 10 steps to World Class Excellence in your life and work. Bob Bowman is the Olympic swim coach for Michael Phelps and for the US Olympic Team. Bob shares some amazing stories and leadership lessons on his journey with other athletes as a swimming coach. This is a must read for those pursuing improvement in school, in business or in your personal life. The story is about coaching and developing people to help them become world class and pursue their dreams to one day be in the Olympics.

As we all know, Michael Phelps is now one of the most decorated athletes in Olympic history, but it didn’t happen overnight. Bob shares “The Method” which is a process he uses for training each athlete as they go on a journey to pursue their dreams of being a champion. “The Method” requires sustained effort to push you to improve something each day by setting intermediate goals which will help people avoid complacency. As I reflect on some of the lessons using this process, I can’t help but think about how we can all use “The Method” to improve in all facets of life. Pursuing Gold

Here are just a few takeaways from “The Method” that might elevate you in your current role:

  1. Dream Big. Do you have a dream in your current role to be the VP of HR, or CEO? Or how about a sales leader for your company? Think about something big that will bring joy to your life and write it down to start the process? The more you dream, the farther you will go!
  2. Adapt an ALL IN Attitude. I love the quote from one of our founders that said “Every day is a good day, and some days are even better.” There may be some days that feel more challenging than others, but when you are committed to something big, you will less likely quit before you reach success.
  3. Have a Game Plan. This is one of the most important things you can do in your profession. Make a list of things you want to accomplish each day that align with goals in life. Setting short term goals will lead to long term success. Do you set goals? Do you write them down and share with others? Take some time set small goals and write them down this week. Most importantly, share them with others close to you to help you with accountability.
  4. Live the vision every day. One of the things Bob emphasized is to have a consistent daily routine. My day starts each morning at 5am with quiet time to create clarity and a workout so I can be at my best as I get ready to start the day.
  5. Bring Purpose. I love the quote Bob uses when talking about purpose. “With Everyday Excellence, you are attempting to be excellent every day.”

Lastly, Bob also emphasizes how important it is to be around “Like Minded” people. Success starts with surrounding yourself with great people to help guide you on your journey. I am a better person today only because of the people I am surrounded by.

Go Team USA!

Call to action: Whats your dream? Do you have written goals to help you achieve the results for success. Take some time to review what’s important to you and apply some goals to help you reach some milestones along the way. This process will create momentum for you as you pursue each goal to help reach where you want to go in business and in your personal life. Then ask yourself “What’s Next”?

This has been “A Relocation Minute” on “Pursing A Gold Medal Daily” with Bruce Waller, for more information on relocation resources, call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!

5 Critical questions to ask your relocation partner before peak moving season begins next month!

Since we are 30 days away from the 2016 Peak Moving Season, I want to take this opportunity to equip you with some information to help you make this year a success. You may currently have a well-oiled relocation program, and these questions will help as a validation. However, if you are looking to elevate your program this year to make the onboarding process seamless for you and your employees, asking these questions below and aligning yourself with the right partner(s) will make this year one of your best years ever – which means more successful recruiting, onboarding, and retention for your company!

Here are 5 questions to ask today before the peak season arrives in May:brucetruck

  1. Does my relocation/moving company have market share for capacity this summer? Many companies are stand alone and rely on a system of agents to service their customers, while others have offices nationwide to move your employees on their trucks for accountability and best chance success for great service. During peak season, this is critical due to date reservation cutoffs for companies that cannot move the shipment, also known as self-haul. This can often create stress for the family moving with minimal date flexibility.
  2. Does my relocation/moving company provide a single point contact model? If your move coordination team is changing often, it breaks up the consistency each time you move a new employee – including understanding culture and policy exceptions. This also includes providing “quick move budgets” for potential candidates moving.
  3. Does my relocation/moving company provide binding pricing for our lump sum moves? When involving household goods to company, it becomes non-taxable income. Therefore it makes it critical to have a binding price for the lump sum population.
  4. Does my relocation/moving company provide in house audit and reporting? When senior management is requesting costs / detail spend for a project, you should be able to lean on your provider for metrics and quick turnaround.
  5. Does my relocation/ moving company provide additional services when needed such as home marketing assistance, corporate housing, and new community information? When moving an employee, the spouse is often the person responsible for coordinating the move. Many times the family appreciates knowing about other services that are available. These services often have minimal or no cost for maximum value. Ask your partner what services are available when moving your next employee.

Call to action: If you are not sure about ALL of the moving services available from your employees moving, contact your relocation partner today to discuss options, as well as peak season guidelines and challenges to equip your employees for a great experience moving experience this summer.

This has been “a Relocation Minute update” on “peak moving season questions” with Bruce Waller, for more information on relocation resources, call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!

Be a Lifter Leadership Series – #1 Teacher…

I was in the 7th grade attending Northwood Middle School in the fall of 1978 when I was impacted by an amazing teacher named Gilman (Gil) Davis. Toward the end of our class period, Mr. Davis was sharing information and teaching us about student council and volunteer responsibilities as a leader. When someone asked who we should vote for class President, I listened closely and followed his instructions that has helped me for more than 30 years. Here is the wisdom he shared.

“Vote for the person that looks you in the eye, shakes your hand, and asks how he can help you… difference a day makes

So you know what I did the rest of the week before school, at lunch, during recess, and after school? I shook every students hand in school, and asked how I could help them for their vote on student council. A few weeks later my name was announced as the class president in 7th grade…

What I realize today is that Mr. Davis was teaching his students about leadership, networking, AND how to add value to others.

Here are the takeaways I learned in 7th grade that has made a difference in my leadership today:

1. Be a good listener to understand other people’s perspective so you can help add value. Tom Izzo, coach of Michigan State coin the phrase “listen to learn and learn to listen”.
2. Expanding your network allows you to be a resource and add maximum value for others. I often share a phrase I heard from Darren Hardy more than 10 years ago “Your network is your net worth”!
3. Encouraging someone will increase their confidence, inspire them to pursue their dreams, and take action for success. I am so thankful for all of the people that have encouraged me on my journey through life. I am looking forward to sharing more life lifters in this series. Each one of them has made significant difference in my leadership journey.

Who lifted YOU in school to give you the confidence for breakthrough today?

John Maxwell says it best when describing life lifters, “You have to touch the heart before you can ask for the hand.” Encouraging people to believe in their dreams makes impact at any age!

Call to action: Be a lifter! Next time you are meeting with someone at work or in your personal life, find a way to connect so that you can be a resource to help them achieve their goals and dreams. It might be sharing an article or just sending an encouraging note. One day they might share how you lifted them to success.

This has been “A Relocation Minute Update” on “Be a Lifter Series – Teacher” with Bruce Waller, for more information on relocation resources, call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!

This study may tell you WHY you have challenges or success moving your employees !

United Van Lines conducts a migration study to determine migration patterns for families moving each year. For the 3rd year in a row, OREGON holds the top spot as preferred destination in the US. You can check out where your state ranks and some insight to other states on their website.

migration study http://www.unitedvanlines.com/about-united/news/movers-study-2015

Call to Action: Reach out to your relocation partner to request a report that will identify top states for you. This may elevate your partnership with talent management on the next relocation.

This has been a “Relocation Minute” update on “United Van Lines Migration Study” 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.

Using these resources can help benchmark your employee relocation program for attracting and retaining best talent!

As we move through Q1 of 2016, many companies invest time to review onboarding programs for best practices and experience. One of these areas includes employee relocation! Do you have questions about starting points to make sure you are competitive with recruiting and relocating your teammates? Have you heard others talk about sending out an RFP or RFI to confirm alignment with competition and attracting best talent? While this may be a viable option, there are many resources available that can help you and your team with benchmarking data. Using these resources can help your team make decisions to be effective, maintain alignment, and elevate the experience for your employees when relocating.

Here are 3 resources to consider when you are ready to review:cropped-bruce2013.jpg

  1. WorldwideERC US Transfer Volume and Cost Survey. Each year WorldwideERC provides a relocation survey to members that identifies key metrics in the areas of relocation services and household goods transportation. In 2015, we are continuing to see an upward trend in US domestic transfer volumes. Choosing to rent instead of purchasing a home continues to be a trend as well. Check out http://www.WorldwideERC.org for more information.
  2. Atlas recently released their 48th Corporate Relocation Survey results. This survey provides data from almost 500 companies with insight into relocation for both US domestic and International. Lump Sums continue to be a vital part of relocation as well. Check out the survey here… http://www.atlasvanlines.com/relocation-surveys/corporate-relocation/
  3. Personal Referrals. Reaching out to personal friends or HR business partners is another approach to benchmarking your program for alignment. This is a great strategy because of the opportunity to ask one-on-one questions for feedback on challenges and successes of the programs from policy design to employee feedback.

Researching WorldwideERC survey, Atlas Survey, and talking with referrals can elevate your program for you to attract great people and deliver a great experience for their family along the way…

Call to Action: Check out the resources above and call or email at least one (1) person you know to ask for a personal referral to have a business discussion on relocation strategies. Set up a brief meeting to make sure your program is in alignment. You and your teammates will be glad you did!

This has been “a Relocation Minute update” on “Benchmarking your Relocation Program” with Bruce Waller, For more information on relocation resources, call 972-389-5673, or email bwaller@goarmstrong.com. Also, check out my social media Facebook and twitter page.