Tag Archives: employee relocation

3 Takeaways from WorldwideERC Global Workforce Symposium 2017!

The last week of September, I enjoyed the opportunity to spend 4 days in the city of Chicago attending WorldwideERC’s Global Workforce Symposium annual conference. The week started with partner meetings and the opening of the marketplace where exhibitors get to share their latest products and services. I always enjoy attending the marketplace because it is a great opportunity to not only learn about new services, but a chance to meet up with past friends and meet new ones too while having great conversation around the industry we enjoy called RELOCATION. 

Anytime I attend a conference, I always try to achieve 2 objectives. The first objective is to expand my network. This takes time and courage to step out and say hello to someone you don’t really know, but want to connect with because of the common thread of relocation. Your network will allow you to be more resourceful and give you another channel to verify and validate throughout the process of helping clients and business partners.

The second objective is to learn something new to apply for myself, or someone I know. This takes investing time to attend the educational sessions offered during the conference. I really enjoy the sessions that share trendsetters, and things to be watching for in the industry.

Today, I want to share 3 conference takeaways that you might be interested in learning about as well.

  1. Technology continues to enhance our industry. I enjoyed the sessions “Has Technology replaced service” which was quite fascinating hearing from a panel of experts. Some of the technologies discussed included email picture signatures, video surveys, 24/7 platforms, gaining efficiencies, generational differences, AI, Augmented Reality, and security. Another interesting note was the idea of hiring talent with technology experience and training the relocation skills.
  2. Duty of Care continues to be a hot topic especially during a time of natural disasters. This is the importance of Risk and Compliance obligation. What are we doing as corporations, and supply chain to engage in the process? Interesting note that 80% of ee think the company has a legal obligation, while 46% of companies actually have a policy. Some of the other notes in this area included the temp housing security such as air B&B. Be on the lookout for continued conversation around this topic.
  3. Lastly, BE BOLD! We all enjoyed hearing from an expert corporate panel facilitated by Peggy Smith, President and CEO of WorldwideERC. Peggy helped drive some real conversation around the topic of being bold… from corporate leaders to partners. Imagine the possibility of corporations including their partners for onboarding just like their new employee population. Imagine the possibility of driving business strategy in the mobility space. Maybe it’s time for us to “hit refresh” and be bold to start the next conversation.

Bonus was hearing from Mitch Joel. He shared some much about disruption, transformation, and innovation. But the takeaway for me was around marketing and the 3 components needed for success. These included Image, Mobile First, and the important of being social.

Call to action: Let me know if would like to learn more about the conference, consider registering for NTRP event on October 18 to hear Peggy Smith in Dallas. You can register at http://www.northtexasrelocationprofessionals.org or you can visit WorldwideERC at  http://www.worldwideerc.org for more information. It’s time to be bold and refresh our thinking in mobility!

This has been A Relocation Minute on “WorldwideERC Global Symposium” 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! 

Find your lane when onboarding talent that requires relocation.

Companies come in all shapes and sizes. There are large organizations with complex organizational structures to smaller companies that have only a few employees. One common thread is the need to achieve business goals which requires attracting talent. Many times the best talent can be found locally, but often requires mobility for a new candidate, an executive opening a new office, or even an employee in a developmental role.

When relocating employees, we have learned that different lanes will yield different experiences for the employee and family. There are basically three lanes to consider when managing a relocation for both US domestic and international. Each each lane has many  positives, but can also present potholes and the opportunity for detours to help make each relocation a better experience for the employee and family. Some employees don’t have the time or expertise to manage a lump sum relocation which creates challenges trying to get family transitioned,, while other employees are looking for a great experience, but the company doesn’t have the bench strength to manage the program and need a relo partner for support.

So which lane are you in?

  1. Lane 1 Lump Sum Relocation
    This lane is easy to manage/administer, but can be costly due to taxable income for companies when grossing up or to employee receiving non-taxable income. There is a  lump sum “plus” program that can be less costly and a detour to consider for best experience.
  2. Lane 2 In House Relocation program managed partnerships by HR staff.  Managing relocation takes expertise and bench strength, but can yield great results for the relocating employee working with partners they know and trust. The pothole to avoid is bidding moves during the summer peak season. Investing time identifying partners for the employee and family and using a distribution model will elevate the experience for everyone.
  3. Lane 3 Outsourcing / Partnering with Relocation Management Company. This is a great option when you have limited resources to manage and support executives with home sale purchase, as well as capturing expenses for tax reporting and more flexible. The key is to align with the RMC that best fits your program goals and culture.

Call to Action: Do you want to learn more about potholes and some of the detours available for your team? Attend HRSouthwest Conference on October 2, 2017 in Fort Worth, Texas to attend my session. Register at http://www.HRSouthwest.com.  If you can’t make it to the conference, reach out to your partner to identify potholes and the best way to navigate around them, detour, or just change lanes for best experience.

“If you could get all of the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.” (Patrick Lencioni)

This has been A Relocation Minute on “Find your lane onboarding talent” 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 is your defining moment in 2017?

It’s not how you START, but how you FINISH”

Jordan Speith started the final round of the 2017 British Open on Sunday with a 3 shot lead and had only 5 holes left to play in the championship. He had lost the lead by one stroke to his opponent Matt Kuchar. Jordan had a terrible start and was not playing championship level golf, BUT then he catches fire by scoring a 5 under over next 4 holes to win another major championship. Jordan Spieth finished strong!

In my new book, Find Your Lane, Chapter One is titled “it’s not how you start, but how you finish” which revolves around defining moments and the importance of making adjustments for success. We all have what I call defining moments. One of those defining moments for me came when I was having a conversation with my wife early in our marriage about our future. We were driving down the highway one afternoon on our way home from visiting our family when my wife asked me if I was planning on finishing college. I had started my journey toward a bachelor’s degree about four years earlier when I decided to leave after my freshman year to get married and start a family. Now, two children later, she was curious if I had been thinking about the future or was just going to accept the current situation with no plan in mind. That was a defining moment for me because I realized that my future was in my control…

As we drive past the midway mark in 2017, are you accepting the status quo or planning to make adjustments for a strong finish? Some examples might include:

  • If you have been managing your employee relocation in house, maybe this is the time to finally engage a partner for a better experience for you and your teammates.
  • Are you personally wanting to complete a certification that you have been wanting to achieve to elevate your career? Now may be the time to include on your list of items to finish in 2017!
  • Maybe you made a list of goals and haven’t looked at them since the beginniing of the year because life just got in the way. This may be a a defining moment for you to pick up the list to get started on achieving some of these goals.

“Life comes down to a few moments, and this is one of them.” (Bud Fox, Wall Street)

Call to action: What is your defining moment for 2017? Pull over and park to reflect. Maybe this is your time to reach out to a colleague to find ways for you to make an adjustment for a strong finish in 2017!

This has been “A Relocation Minute” on “Defining moments” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com You can also follow me on Twitter too https://twitter.com/BruceWaller

“Find Your Lane” book can be purchased on Amazon, visit http://www.BruceWaller.com for more information.

5 C’s you need to know when relocating your employees.

When moving your employees, it is important to help them understand the valuation coverage protection that will be included for their household goods move. One benefit of a partnership with the moving provider is the “full replacement valuation coverage” clause that is included in the partnership service agreement.

According to the American Moving and Storage Association, 80% or more (4 out of 5) of household goods moves have no claim filed which has been consistent for more than a decade. Most household moves go very well, but when there is damage during the move, it is important for the moving provider to respond quickly to help the employee get this settled as soon as possible so they can focus on settling their family in the new city during the transition. 

The next time you need to explain the definition of the valuation coverage to your team, always refer to the 5 C’s:

“Valuation is Coverage for household goods while they are in Care, Custody, and Control of the Carrier (Moving Provider).”

International household goods moves require the employees to complete a separate valued inventory to determine the replacement value of the shipment

Other items that can be added to the valuation coverage during the move include pairs and sets, and mechanical malfunction. Be sure and discuss with your moving provider other coverage’s recommended for your employee relocation. This is another great way to elevate the experience for your employees and give them peace of mind before moving their most personal possessions to the new location.

Call to action: Ask your relocation partner about valuation coverage for your employee household goods moves. Many times, a partnership agreement will include full replacement valuation coverage at no additional extra cost. This will give both you and your employees peace of mind when moving the household goods.

“You can’t build a reputation on what you are going to do.” – Henry Ford

This has been “A Relocation Minute” on Valuation Coverage 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.

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This concept will MAKE A DIFFERENCE for your employees with small moves

Relocating employees and families come in all shapes and sizes. Some employees and families have a large amount of household goods items to move that can take up the entire moving truck, while other employees are just beginning their career and have very few household items to transport to a new city. While each employee’s move may be important, they may have very different needs. One size does not fit all in a household goods relocation and it’s important to have a partner that can give your team options when needed. Let me illustrate…

I recently received a call from a customer that was looking to move from a one bedroom apartment in Texas to Colorado. Her biggest concern was Timing. She couldn’t have a long delivery window due to time restrictions with her job at destination which can be typical for a van line when moving a small shipment with a long distance. I advised there is now a way to actually schedule a preferred one day delivery for her small shipment to meet her needs through a small move container concept as long as she fit the requirements. Needless to say, she was excited to hear about this concept which eased the stress of the move for her. 

Here are 3 things you need to know about a container move for your employees this summer:

  1. Container moves include a one day preferred delivery versus the van line time of 1-3 weeks. You can set up delivery when you reserve the loading date.
  2. Container moves include up to 3 weeks of storage for no additional cost to give you time to travel and take possession on new apartment or home at destination.
  3. There are a few restrictions on the “container moves” which includes VOLUME (less than a 2 bedroom apartment / 5000 lbs.) and SIZE (items can’t be over 87″ in length.

Helping someone with different needs reminds me of the story about a young boy on the beach picking up starfishes and throwing them back in the water after being washed up to shore. A man walked up and mentioned there are miles of beaches and he couldn’t possibly help all of them. The boy then picked up another starfish and threw it in the water and said, I made a difference for that one!

Call to action: Reach out to your relocation partner this week to discuss container move concepts for your employees with small moving needs. Let me know if you need a resource and make a difference for your team needing small move support this summer.

This has been “A Relocation Minute” on “Small Container Move” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.
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How heavy is your glass?

Have you ever held a glass of water in front of you for a few minutes without setting it down on table? How about 30 minutes? I’m sure your arm would be getting tired due to the glass of water feeling like it’s getting heavier. How about a few hours? By then, you would probably need to call 911 due to your arm feeling like it was going to fall off. You see, the weight of the water never changes. But it continues to get heavier the longer you hold it.

This is what it can feel like when an employee receives a lump sum to relocate or provided minimal relocation support for the family. When an employee is relocating on a lump sum, the family is often the one asked to hold the glass of water. 

A lump sum relocation is not anything new. This has been around for many years and is the easiest way to manage a relocation for an employee moving from one city to another. BUT there can be consequences. The employee takes a new position, then begins the new job in the new city while the spouse is tasked with managing the relocation. Selling the home, finding a new home, coordinate the household goods move, and helping kids transition along the way. This can become a very stressful time for everyone involved when you don’t have the right relocation support.

So what can you/we do to remove the burden and elevate the onboarding experience for families relocating?

  1. Assist employee with home marketing… even if you only provide a lump sum relocation.
  2. Partner with a moving company. This is a non-taxable expense to employee when direct billed to the company and lifts the stress for a family trying to select a moving provider.
  3. Include a house hunting trip, or provide new community information to include everyone.

Call to action: Reach out to your moving partner this month to discuss strategies to help your employees this summer. If you know someone that needs a partner, please share this information with them. They will appreciate the referral and so will their employees.

This has been “A Relocation Minute” on “How heavy is your glass” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.
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Want a better experience for candidates moving this summer? Consider these mobility strategies…

The month of May marks the beginning of peak moving season! Schools out and families take advantage of the summer months to relocate and settle in their new city before school starts in September.

Based on different sources, there are approximately 40 million families moving annually or 10-15% of US population. However only about 15 million families are moving to a different county, state, or country while the remaining population moving is locally within same county.

There are also approximately 8000 moving companies in the US, with approx. 50% of them (4000) that belong to AMSA (American Moving and Storage Association) and have authority registered to service long distance or nationwide moves. This means (based on my calculations) that household goods moving companies will relocate an average of 18 families per day from May through August compared to averaging 6 families per day from September through April. Statistics will fluctuate based on the size of the moving office, but either way — WOW! That is 3 times more volume moving each day during the summer! The peak moving summer season can make moving more complex and requires precision moving coordination.

Therefore, it’s important to approach your move differently during this time of the year. Here are a few tips to think about sharing with your team to have the best experience when moving this summer:

  1. If you don’t have a relocation partner, get one! Capacity drives up move cost, even when you get bids… and partners will often find ways to help your team when you get in a tough spot!
  2. Advise your employees to schedule the household goods move survey BEFORE home sells. This is a great time to discuss move plan expectations to be prepared when the home sells.
  3. Communicate that preferred moving dates need to be made at least 14 days prior to moving. Some cases less time and others may be 2-3 weeks due to the location.
  4. Consider a container move approach for small apartments or when moving less items. Benefits include a guaranteed delivery date and free storage while traveling to destination.
  5. Prepare employees for increased transit times for the household goods delivery in the summer due to driver hours of service regulations.

Also, be sure to ASK your moving partner about other relocation referrals and assistance including new community information. They can help ease the complexities for your team!

Call to action: Reach out to your moving partner this month to discuss strategies to help your employees this summer. If you know someone that needs a partner, please share this information with them. They will appreciate the referral and so will their employees.

This has been “A Relocation Minute” on “Beginning of Peak Season Moving Tips” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.
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