Tag Archives: Strategy

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!

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!

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!

5 things to know when relocating talent this summer… Find Your Lane!

In my new book “Find Your Lane”, Chapter 8 is titled “Making The Most Of Your Journey”. The chapter of the book is about the importance of adding value and being resourceful in the workplace and in your community. I’m hoping the information below will add value when relocating your talent this summer!

Peak relocation season begins when school gets out toward the end of May and ends when school begins in early September. As we begin the last 6 weeks, I want to share some takeaways that have impacted and will continue to impact employees and their family relocating.

Here are 5 things to know when relocating talent this summer:

  1. Container move for small shipments is a “game changer” to elevate the relocation experience for families moving. Employees moving small amount of items can get a “preferred” delivery date instead of long transit time and storage at destination for up to 21 days if needed.
  2. Transit times continue to be a challenge for families moving due to many factors including federal laws and regulations, driver shortage, and difficult to service areas. The key has been to communicate expectations up front, and during the moving process. The smaller the shipment and longer the distance moving, the longer the spread to deliver.
  3. Costs continue to rise in all industries including relocation. If we want to keep recruiting the best van operators, we must find a way to compensate them to stay in this industry to cover their labor, fuel, and vehicle maintenance costs and still make a profit to raise their family. Remember, the less cost moves, may also mean the lower ranked driver assignments.
  4. The housing market is robust. The good news is a family can sell their home quickly with minimal costs for company when relocating. The bad news is families may find it difficult to purchase a new home quickly due to low inventory and multiple offers which may require storage costs. Don’t be surprised to see this exception increase in your policies.
  5. Lump sum relocation’s matter more now than ever. Companies that invest in partnerships elevate the employee experience at the beginning of the onboarding process. They do not have to gross up costs, and have access to realtor referrals, temp housing coordination and household goods moving providers with no additional costs. These employees need help too!

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

Call to action: Reach out to your partner to discuss some of the items above. If you don’t have a partner, let me know and I will be happy to discuss strategies to help your team elevate the experience for your teammates when moving.

This has been “A Relocation Minute” on “End of Peak Season Trends” 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

For more information on my book, “Find Your Lane”, visit http://www.Bruce Waller.com

What should you look for when moving your employees household goods abroad?

International relocation continues to be on the rise as companies expand in global markets. These expansions often include the need to relocate an executive(s) household goods for short-term and in some cases, long-term assignments. Companies with a large population typically have a great program in place to support each assignment from executive to developmental employee relocation. However, there are also companies opening in new markets or those that relocate fewer assignments that are often overwhelmed and need support to help employees with transition – especially with the household goods move!. 

So, what are some keys to look for in a household goods relocation partner?

  1. Affiliations: Ask your moving partner about their network of highly qualified market leading companies who have been vetted for financial, security and legal compliance. Partners with FIDI, FAIM certified and in compliance with OMNI standards can have added value.
  2. Technology: On-demand reporting will elevate the experience for all associates involved in the process. Reporting can include shipping information, quality metrics and transit details along with shipping documents to help create peace of mind when managing the process.
  3. Cost Competitiveness: Moving providers can sometimes be more competitive in traffic lanes with a network that allows “choice” among qualified partners and procures ocean freight as part of consolidated purchasing power to help leverage costs of a TEU.
  4. Move Coordination: An experienced international coordination team will provide single point contact for counselling and door-to-door transportation. They will also manage booking of the ocean/air freight, management of overseas partners, customs clearance, and quality assurance.
  5. C-TPAT certified: This credential can reduce the number of port inspections which result in savings to the client in the form of fewer inspection fees and fewer shipments delays.

Call to action: Reach out to your relocation partner to discuss some of these talking points for your next international move. As you may know, the household goods move is based on volume and country and can be a very expensive assignment. If you don’t have a partner, let us be a resource for you!

“Your most important work is always ahead of you.” (Tim Tebow)

This has been “A Relocation Minute” on “International Moving Tips” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.
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3 questions I heard last week that may help you too…

I was honored to recently speak about employee relocation to HR professionals at High Profile Staffing group in Dallas, TX. High Profile Staffing supports companies searching for talent in the DFW area and focuses in many business verticals including HR. This team recently celebrated 30 years in business and continues to add value for their clients as a resource. One particular resource is with round tables.

Round tables are a great way to learn new insight as well as expand your network with other professionals in your industry. We discussed some of the different relocation lanes to consider and how each one will provide different experience from lump sums to full outsource. We also discussed some of the potholes and ways to detour your program if needed. Following the presentation, I had some time to answer questions from the attendees. As I reflected on the presentation, I thought about some of the questions we discussed and how others that manage relocation might also have similar questions. My mission has always been to learn, grow, and share with others so we can all drive better results.

Here are 3 questions you might also have as you manage your mobility.

  1. Do I need a policy if I only move a few employees? It doesn’t matter if you have 2 or 22 relocations, policies are needed to not only define expectations when relocating, but also create consistency to maintain trust in the organization. Policies include household goods parameters, relocation support, and can also include payback agreement information. Exceptions can always be made, and policies can be updated as needed.
  2. What are some common threads for a good partnership? Great partnerships usually result in great experiences for families relocating because everyone works together. Some common threads include: responsiveness, open communication, easy access, and a collaborative environment reviewing metrics and sharing resources.
  3. What is a good recovery plan strategy to assist employees that are having a bad experience relocating? Depending on the issue, you may want to collaborate with your relocation partner to discuss strategies on assisting employees and the family relocating. Many times you can’t do anything about the past, but you can control where you are now and finish with a positive experience. Then follow up with a gift card to treat the family to dinner or other means to show you care. The key is responding quickly to make the transition as smooth as possibly through delivery.

Does this help you? What other questions do you have? Do you have a relocation resource? One of the areas you might consider getting involved in WorldwideERC. There are chapters all over the US including Dallas, Texas. The Dallas chapter is called NTRP which stands for North Texas Relocation Professionals. This is a group of relocation professionals that meets 4-5 times annually for educational meetings and networking.

Call to action: Send questions to HR professionals in your network, to get their feedback or check out NTRP website for upcoming meetings. http://www.northtexasrelocationprofessionals.org Let me know if I can be a resource or help you get involved to grow your network in mobility!

This has been “A Relocation Minute” on “Round Tables” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.

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