Tag Archives: ExcutiveRelocation

Questions from the “lens” of your talent relocating.

I remember relocating from Oklahoma to Texas over 20 years ago. My wife and I had so many questions from the process of selling our home at origin to where we would live in the Dallas area. The best thing a company can do for their candidates relocating is develop a partnership with a company to help guide the candidate/family during the transition. There are so many questions needing to be answered and many times the spouse is left coordinating the move. …and change creates “fear of the unknown” especially with when relocating to a new city for a new opportunity.

One of the tasks a candidate thinks about when accepting a new job that requires relocation is the movement of the household goods. The key to any successful household goods move ALWAYS starts with the “pre-move survey” which is the first touch point following the introductory call. This is an area I enjoy about my role in relocation, because it allows me to learn first hand about what’s most important to the employee/spouse during their upcoming relocation. I hear questions from “how will my personal items will be packed?” to “how long it take to pick up and deliver for planning”? I will be sharing questions during peak season from the employee lens to help equip you and your employees with relocation resources. I hope you find it helpful!

This weeks question from the customer…

“I am wanting to move next Tuesday from Dallas to Houston. Can I have delivery on the following Saturday? If not on Saturday, then can you hold my household goods for 2 weeks because I start my first day on Monday then I’m traveling for 10 days before I can accept my shipment?”

Answer…

Interstate and intrastate move transit times are based on the weight of the shipment and miles to destination. In this scenario, the move delivery spread is generally 2-4 days to allow the van operator time to load additional shipments to maximize his trailer. This means the delivery would be scheduled for Friday or Saturday depending on van operator assignment. Many times with a “short distance” move, the preferred delivery day can be planned for a one day delivery which is what we were able to achieve for a great customer experience.

In some cases, we would need to place the household goods in storage, then plan the delivery once the employee returned from traveling unless her or she would be able to have a family member it friend accept delivery! The key is to listen, learn, and respond with best approach for the best customer experience on every relocation.

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

Call to Action:  Delivery guidelines change when peak season begins in May and run through September. Reach out to your preferred relocation partner to discuss strategies for best employee relocation experience. …or send me a note for questions. I’m always glad to help!

This has been A Relocation Minute on “questions from customer lens – delivery time” with  Bruce Waller, for more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out 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, or Barnes and Noble. Available on Kindle edition too!

Drive the candidate experience with purpose when relocating talent this summer

In Chapter 6 of my book “Find Your Lane”, I share the importance of driving with purpose.

“When you drive or lead with purpose, you are committed. Commitment is the key to getting through the tough days and making it to your destination. You can’t be half in or even 90%, you have to own it!  Whether it’s finishing college, advancing in your career, or improving your marriage, you will need to be committed all the way for the most effective results.”

This is also the case when you are trying to relocate talent for your company.  For example, Tax reform has created a lot of questions and is driving conversation around changing mobility programs to a “lump sum” benefit which often places the burden on employee (and spouse in most situations) to manage the relocation on their own. This will decrease the experience in most cases since the majority of families need support during this difficult transition. They need a concierge and a coach to help elevate the onboarding and relocation experience.

Did you know over 40 million families move each year in the US and the majority of these moves happen in the summer from the time school gets out in May until school resumes in September?

This brings many challenges that requires comprehensive and many times complex coordination by relocation and transportation companies to meet customer expectations and make each move a great experience for each family. This time of year is more important than ever to have a partner you work with that you know and trust.

As we get ready for the upcoming summer peak moving season, let me share 10 things to consider as you drive your program with purpose to make it a great moving experience for your employees moving:

  1. Schedule the moving survey as early as possible. A successful move starts with a successful move plan.
  2. Reserve moving dates 2-3 weeks prior to your loading dates. Don’t wait. Many areas of the country close dates early especially during the summer.
  3. Stay away from “bidding” moves during peak moving season. Capacity pricing actually drives pricing up and employees and relocation companies aren’t committed until the customers says yes which can be too late to get their preferred dates.
  4. Some “difficult to service” areas may require a “virtual survey”.
  5. Need one day delivery? Ask about small shipment container options. Some include free storage up to 3 weeks.
  6. Transit spreads will be longer due to driver “hours of service” regulations and ELD mandates.
  7. Make sure you have full replacement valuation coverage.
  8. Want your boxes picked up after unpacking, ask about getting a debris pickups.
  9. Ask about other relocation services when moving such as home marketing assistance and home searches in new location.
  10. Draft or update your policy… Discuss with your partner for expertise and support!

Quote of the week: “Not everything that counts can be counted, and not everything that can be counted counts.” (Albert Einstein)

Call to Action: Have questions when moving your talent to elevate the onboarding experience? Reach out to a partner to help you achieve your business needs this summer! The return will significantly exceed the time invested.

This has been A Relocation Minute on “drive with purpose when relocating talent” with Bruce  Waller, for more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out 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, or Barnes and Noble. Available on Kindle edition too!

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.
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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.
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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!