Tag Archives: Trends

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!

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!

Are you pursuing mobility excellence? 3 takeaways for your HR and Talent Acquisition teams!

Are you in HR or support talent with mobility needs? The North Texas Relocation Professionals (NTRP), a local relocation chapter in North Texas for WorldwideERC recently hosted a corporate panel meeting for members and guests to share “Pursuing Mobility Excellence from a Corporate Perspective”. NTRP members represent different relocation verticals in real estate, temporary housing, household goods moving, and HR managing mobility for different companies. This is an excellent organization to expand your education and mobility network! 

Our corporate panel was represented by companies with both US domestic and global mobility responsibilities including Sabre, Tenet Healthcare, BNSF Railway, and Dell. Some of the areas discussed during the meeting were: Policy Development and Review, Request for Proposals, and What keeps Corporate Mobility Professionals up at night.

Here are a few takeaways that might be relevant to your program:

  1. Bring facts and data to help corporate mobility professionals when you see an area to add value.
  2. Be brief and follow agenda for RFP’s!
  3. Relationships and collaboration are critical for great partnerships.

Others takeaways included:

  • Review policy often for exceptions
  • Collaborate with all of your stakeholders
  • Engage in partners that are “thinkers” and that understand process
  • Focus more on “cost to outcome” driven policies
  • Be transparent when challenges occur
  • Be brief on the RFP – adding footnotes when needed for pricing
  • Immigration and travel ban continue to keep us up at night

For more information on NTRP visit http://www.northtexasrelocationprofessionals.org/ or find us in Facebook, LinkedIn, or Twitter!

For more information on WorldwideERC, visit http://www.worldwideerc.org/

Call to action: Visit NTRP and WorldwideERC and browse website for resources to help you expand your employee relocation program. You can find many resources from benchmarking to a forum for corporate discussion. Also, sign up for the WorldwideERC global conference in Chicago, or our next NTRP meeting in Dallas!

“When you limit the people around you, then you limit yourself.” (John McCaa)

This has been a “A Relocation Minute” on NTRP Corporate Panel “” 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! 

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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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!

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.

brucetruck

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!