Tag Archives: ExcutiveRelocation

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!

10 common threads for high achievers. Which number stands out to you?

Sara Blakely, CEO Spanx once said, “the more you experience in life, the more you have to offer to others.” I have been surrounded by some amazing people in my life, people that are inspiring when they walk in the room and are often referred to as high achievers. In 2016, I experienced being around some incredible difference makers during my “BeALifter” Leadership Interview Series, 10 questions with Bruce Waller.  

I really enjoyed learning and sharing some of these great takeaways on this blog during the series, and found many common threads from these high achievers that I want to share. Many of these leaders didn’t start in their lane, but showed the courage to raise their hand to be part of something bigger. Today I want to share my top 10 takeaways or common threads found in these high achieving business leaders to help YOU or someone you know along the personal development highway of success:

1. High Achievers Serve First
2. Never stop learning
3. Tell others they are appreciated
4. Nothing is ever accomplished alone philosophy
5. Mentors are key for growth
6. Always evaluate where you are today
7. Stay humble
8. Failing makes us better
9. Add value to others
10. Surround yourself with great people

Special Thanks to Tony Bridwell, Lee J. Colan, Dr. Sandra Reid, Dave Nelson, Jim Powers, K. Earl Reynolds, Peggy Smith, Brad Shanklin, Dr. Gayle Stinson, and Rufus Alexander for sharing each of your perspectives in this leadership series. I appreciate each of you for sharing your wisdom and inspiring us along the way. It is much appreciated!

What common thread stands out to you? Are you raising your hand? Who is your difference maker?

Call to action: Let me know your thoughts on this list. What stands out to you? Let me know if you would like to take the 10 question interview. It’s a great exercise to reflect on your leadership journey. Then share to help others find their lane for success.

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

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.
Follow me…
• LinkedIn https://www.linkedin.com/in/brucewaller/
• Twitter too https://twitter.com/BruceWaller
• Facebook https://www.facebook.com/brucewwaller

3 things to know about temporary housing when relocating talent

People are on the move! In fact, over 40 million people move annually in the US, and about 1/3 of these moves are from one state to another across the USA. If you are moving to Dallas, Texas or another city in a robust market, then you may be challenged with finding a home quickly to move your household goods during the transition. But, don’t worry…  There are some short term housing alternatives to consider when it comes to temporary housing… But there are some things you need to be prepared for before taking this route.

This week, I have asked Oakwood Worldwide Account Executive, Lexi Wayman to share her perspective on temporary housing in North Texas and some tips to make it a great experience during the family relocation.

Three Temporary Housing Tips for North Texas This Summer by Lexi Wayman

Just like that, peak moving season is upon us, and to add to the fun we have a booming seller’s market and rising apartment rents. What does that mean for those relocating to North Texas this summer?

Here are 3 tips to consider for your employees temporary housing needs:

  1. Level-Set on Policies: Employers may need to re-evaluate their policies to allow for a longer stay in temp housing if the employee will be looking to purchase a home. Set expectations with the transferee AND the housing provider on what will happen if no home has been purchased at the end of their allotted time. Make sure everyone is on the same page, ensuring that if an extension is needed, the lease is a flexible one and all parties agree on who will cover the cost.
  2. Remember your Renters: Just because a transferee will be looking to rent does not mean they won’t need temporary housing. Lots of people choose to stay in a temporary apartment while they get a feel for the neighborhood or even a specific apartment community. Be sure to let your temp housing partner know if that’s the case, as they may be able to foster an introduction or recommend specific apartment communities for a long-term lease. This group will likely want to jet as SOON as they can sign a permanent lease. Don’t forget about those notice to vacate terms—standard is 30 days’ notice.
  3. It’s all about Options: Everyone wants options and I am one of them! I always like to give my clients at least two options, but to be very honest, this can be limited in the middle of peak season, especially for last-minute or very specific/unique requests. Do you need a 3-bedroom apartment for 30 days, or have a transferee with three 90lb dogs? Did a request just hit your inbox for move-in the next business day? Don’t lose hope—your trusted temporary housing provider will have your back as long as it’s humanly possible…but prepare your client for the possibility of one option or getting creative on some of those special requests—maybe the kids share a room, or the arrival can be pushed a few days.

Great information and great value, Lexi. Thank you for sharing your wisdom with us! If you would like to learn more about temp housing, or would like to connect with Lexi, send her an email to lwayman@oakwood.com.

This week’s Relocation Minute Quote, “Excellence begins with Expectations.” John Maxwell

Call to action: Reach out to your moving partner this month to discuss temporary housing strategies this summer. If you know someone that needs a partner, please share this information with them.

This has been “A Relocation Minute” on “Temporary Housing Tips” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.
Follow me…
• LinkedIn https://www.linkedin.com/in/brucewaller/
• Twitter too https://twitter.com/BruceWaller
• Facebook https://www.facebook.com/brucewwaller

What if this happened? A better chance to achieve success…

Today is the start of March Madness in which 64 college basketball teams will be playing in a single elimination basketball tournament bracket for a chance to play foe a national championship. One of the traditions is for people across the globe to fill out a bracket and guess which teams will advance in the tournament each round and end up as one of the final four teams. The challenge is that most people haven’t been watching basketball that closely during the season to pick the teams that have the best chance to advance each round in each bracket, other than their favorite team of course. 

Now, what if this happened? What if Jay Bilis or another college basketball analyst came by your office to help you pick your bracket? Do you think this would give you a better chance at success? I think it would because this is what they have been doing every day for the entire season. They know the match ups, strengths, weaknesses of programs, trends to watch, and can benchmark or size of teams to know who will have the best advantage.

This same approach would be similiar for a relocation professional (not Jay Bilis) coming over to help you update, design, or benchmark your relocation program when you need to onboard an employee and mobility is part of the process.

A relocation professional can help you:

  • review your policy and suggest recommendations for updates,
  • analyze and benchmark tier benefits for each employee level.
  • help identify cost savings, quality metrics, or even gaps to consider updating and more…

A good mobility professional serves as a business adviser first (not a salesman) and will help you design a relocation program that best fits your culture for attracting and retaining the best talent. “I often say its more about serving, and less about selling.” Many times you might have a great program in place and on your way to success without any changes. Other times, you might just need to make a small adjustment. Either way, its good to review with relocation professionals to get a different perspective.

So the next time you need to relocate an employee (or even before would be better), think about bringing in a relocation professional to review your program for best chance at success. There is typically no cost to just get their perspective (other than 30-40 minutes), and will often result in cost savings, increasing efficiency, or just validating alignment for your team.

Quote of the Day! “It doesn’t matter. It’s March Madness. You’ve got to bring it every time, every 40 minutes. That’s all we have. – Cappie Pondexter

Call to action: Invest 30 minutes this week to reach out to your relocation provider and request a brief minute meeting to review your program to make sure you are competitive and aligned with market to attract the best talent. You will be glad you invested the time, and so will your employees moving. If you don’t have one, give me a call and Ill be happy to help you get started!

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

Don’t Let It Bug You – How this one strategy can change the game in HR and Talent Management!

In the late 1800s, the boll weevil arrived in the US from Mexico. As it ate its way across the south, it arrived in Alabama around 1910, decimating cotton crops in its wake. Taking the advice of Tuskegee Institute’s George Washington Carver, some farmers began to diversify their planting to include peanuts and other crops. By following his advice, farmers around Enterprise, AL, rebounded from economic disaster and reaped the largest peanut harvest in the nation! Their fortunes changed in a single planting season, thanks to a bug.

In 1919, in the middle of Main Street, the town erected a monument of a Greek female figure standing atop a pedestal, surrounded by a fountain, holding a giant boll weevil over her head. The inscription reads: “In profound appreciation of the Boll Weevil and what it has done as the Herald of Prosperity.”

If a boll weevil can solve a financial disaster in Enterprise, AL, imagine this perspective for a problem you might be facing today!

– story by David R. Nelson, CCO, Armstrong Relocation and Companies

This story reminds me of the opportunities we have each day in HR and talent management as we continue to support  and elevate the onboarding experience when an employee relocation is involved. Things continue to change and evolve and we must adapt along the way.

What’s the one thing that can change the game? Diversification!

Recruiting and Relocation is not a “one size fits all” and DIVERSIFICATION can change the game for your company when selecting and retaining the best talent.


Investing the time to visit with your relocation partner to explore options for business goal alignment is essential. Today, there are more options than ever for employee mobility which include container programs for small shipments to eliminate long delivery spreads, and self-managed programs for lump sum programs.

Millennial employee needs are often different than Gen X. Executives often need a more complex service than a new hire. Tiered policies continue to lead the way due to the different levels of relocation. All relocation’s are not created equal, but they can all enjoy a great experience if aligned with their personal need.

Call to Action: Do you have a diversified relocation program? Schedule a meeting with your relocation partner this month to confirm options to support your employees and alignment with your business goals. If you don’t have a partner, I am happy to share resources with your team for best candidate/employee experience.

Thought for the Day
“A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty” (Winston Churchill, owner of 3 pet boll weevils).

This has been “A Relocation Minute ” on “Don’t let it bug you” with Bruce Waller, for more information on relocation resources, call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!

3 Leadership Strategies to help YOU “get out of the trees to see the forest”.

When I speak to business professionals in HR and Payroll, many will share they don’t take time to “get out of the office” for education and networking because they are so busy with day to day activities. This reminds me of the quote, “you can’t see the forest through the trees“.

Several years ago, I had a leadership position in my company that presented this type of challenge for me. One of my responsibilities was to approve all of our operational expenses before they were paid each week. The objective was to audit for accuracy and request adjustments if needed. This was challenging for me due to the volume of invoices and resources available in my department. I was so busy trying to keep up with these along with other tactical activities in my department that I didn’t invest some time to improve the process. Looking back, I could have shared these issues with my vendors or other business partners to possibly streamline the process to free up some of the time I was spending on these. It quickly caused burnout for me personally, because I didn’t connect with others for solutions. I was in the trees and couldn’t see the big picture.

When people are so busy with daily tactical activities, it can be a challenge to see how focused they are on the details and often fail to see the bigger picture for success.

Here are 3 resources to help you get out of the trees to see the forest…:forest

  1. Include stakeholders – Involving others in the process will allow you to get many perspectives. It may take more time to get to a decision, but there is so much value in the buy-in process from trust to relationship building to elevating the experiences for everyone.
  2. Engage business partners or vendors – Its a great approach to include your partners for best practices. For example, a company relocation policy is the heartbeat to a great relocation program. Discussing policy updates with your partner will give you a better view to achieve program goals. Many times there are value added benefits for your employees such as home marketing assistance for the family with no additional cost to company. Developing partnerships is critical for growth.
  3. Commit to educational offerings – Connect with your local chapter in SHRM or Payroll chapters for resources. If you need support with employee relocation, then check out WorldwideERC. There are many organizations with a local chapter available to help you with benchmarking, resources, and opportunities to expand your network along the way.

Now is the time to invest in taking action. In the end, you will move closer to achieving company goals by developing a team plan, build relationships with key stakeholders, and understand where to find resources to give your employees a great experience working with you. Most importantly, you will build some amazing relationships as you surround yourself with great people.

“A conversation can change your life.” -Mel Robbins

Call to action: Schedule a brief call this week with a key stakeholder or business partner to review a challenge you are having or to get support for one of your goals this year. It can make significant impact on your leadership journey.

This has been “a Relocation Minute update” on “get out of trees to see the forest” with Bruce Waller, for more information on relocation resources, call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!