Pattern #1 Most Work Related Moves Are DIY

Having analyzed thousands of moves and experienced over a dozen relocations firsthand, I’ve come to recognized that moving is far more than a logistical challenge—it’s a behavior that becomes your signature. Each move, whether across town or across the country, reveals recurring themes in decision-making, timing, and adjustments, both from a personal and professional perspective.

By studying these patterns, both in data and in my own life, I’ve learned to anticipate obstacles, streamline processes, and uncover the underlying rhythm that turns chaos into coordination.

These patterns have been identified from over a decade of planning moves, thousands of conversations with opportunities, and personally working with a diverse group of individuals with various needs, from various background and geographic locations.

So what are the patterns and how did I discover them?

Pattern #1 Most Work Related Moves Are DIY

Pattern #1 Most Work Related Moves Are DIY- No Guidance, No Support

Ironically, just as your new employer expects you to work double time, both in the office and while hauling boxes.

Ineffective Employer Feedback States: "It's policy for you to choose & manage who you work with"

Effective Employer Feedback States: "We built better support to make your move smoother. We recommend you talk to these national partners"

Origins: Many of the clients who have been working for many decades joke how they used to remember the "good old days" when their employer would cover cost. This is a result of tax and cost containment. The cost of services can get out of control and moving used to be tax exempt.

Destination: While there's certainly value (from a business operations perspective) many employers forget or don't know how painful the move process is. Providing recommendations applies to the roots of your organization, just as much as it applies to moving forward and we cant forget that!

Unfortunately the ineffective feedback ends up being the most common response that a human resource business partner will share. By providing recommendations, you're not only building trust, but you're demonstrating a duty of care that you'd want your employee to demonstrate to others.

For a sneak peek at other patterns, check out the video below...

Pattern #2 Few Embrace The Process- Find Purpose In The Experience