Categories
Customer service Training & Development

A Customer Never Forgets–3 Customer Stories and What They Mean

Impressions of customer service — good and bad — can be long lasting as these three stories illustrate. In this post my marketing colleagues and I share special situations we experienced as customers more than 20 years ago.

“A legendary service experience that touched my heart”
From Toby Bloomberg: “I walked into an Eckerd Drug Store to buy a sympathy card. Before the clerk even rang up the purchase, he took a silk rose from a display at the counter, presented it to me, and said, ‘I’m sorry for your loss. I hope this will cheer you up a little.'”

Toby’s takeaway: There were no dramatic gestures, no casts of thousands, no high cost involved. Simply an elegant approach to ‘service’ between two people. And when you get right down to basics, isn’t that what “legendary service” is all about — people who go the extra mile to connect to the customer?

Take care of the customer and worry about the details later
From Chris Bonney: “It was a Saturday around noon at the Hyatt Woodfield in Chicago for an AMA (American Marketing Association) chapter leadership meeting. Just as our people were sitting down to lunch, the first alarm went off. We were quickly hustled outside by the staff and stayed outdoors for the better part of an hour due to a water emergency.

“A couple of weddings were scheduled to take place at the hotel later that day. One of the brides arrived that morning and, not finding a closet hook high enough to hold her wedding gown off the floor, she hung it on a fire system water sprinkler. The weight eventually broke the sprinkler head, spewing rusty water all over the gown in her room and other rooms on the floor that were linked on that sprinkler water line. The water also leaked through to rooms below the bride’s floor. The hotel could have easily blamed the bride for her misfortune and the inconvenience caused to everyone else in the hotel. But instead they summoned a limousine, took the bride and her mother across to the Nordstrom’s at Woodfield Mall to buy a new dress.”

Chris’s takeaway: I don’t know if the hotel was insured for this kind of thing or not. But they knew that it was cheaper for the bride to get a new dress so that her wedding could proceed and worry about the details later. They recovered the situation without embarrassing the bride and her family. (Perhaps as a result, hotels posted warning signs to not use sprinkler heads as hangers.)
Helping a customer in a difficult situation

This is my story: My husband and I were traveling to Boston to attend a conference for his work when I had a medical emergency on the plane. Upon landing at the airport, I was immediately taken off the plane in a special ambulance gurney and we were whisked away to the hospital. While filling out our medical forms in the ER, my husband and I suddenly looked at each other to ask, “What happened to our luggage?!” given we left the plane in a hurry.

My husband took a taxi to the conference hotel while I was in surgery and explained our situation. The Marriott Copley Hotel staff called Logan airport to find and place a hold on our luggage. They also arranged for a hotel courtesy car driver to take my husband back to the airport to collect the luggage, drop him off at the hospital to be with me after surgery, and then place our luggage in the hotel room for when my husband returned.

My takeaway: In our situation, we were guests who arrived at the hotel with a problem that had nothing to do with the hotel itself. Yet the front desk staff showed their compassion and concern by going the extra step take care of us.

My colleagues and I had different customer experiences that share a common theme: a favorable impression made by customer service providers who were empathetic to their customers’ situation.

Categories
Engagement

When the Board Doesn’t Care About Employee Engagement – The Market Basket Saga

It’s the case of a CEO who did well by his employees (personable management style, career growth, great pay, profit-sharing, etc.) and, in turn, customers – engendering the loyalty of both. So much so that when the CEO was ousted in a board-level family feud, employees and customers protested loudly — with employee rallies and online petitions by customers to boycott the company  It’s the story of the Market Basket  grocery chain that finds itself in a management and public relations nightmare.

With empty shelves, frightened or disgruntled employees, and frustrated customers, I can’t begin to imagine how much the company is losing in actual dollars, not to mention brand damage.

“Put your staff first, customers second, and shareholders third … then, in the end, the shareholders do well, customers do better, and your staff are happy.” Sir Richard Branson

This win-win-win approach works for StarbucksVirginZappos and many others companies. It’s also a winning strategy of Firms of Endearment that “follow a stakeholder relationship business model rather than a traditional stockholder-biased business model.” Why doesn’t the board of Market Basket get it?

UPDATE: Ousted CEO Arthur T. Demoulas is back at the helm after the company reached an agreement with him to purchase the grocery chain from the family members who fired him.

This quote from a HuffingtonPost article brings it all together: “Most times, CEOs and the company’s business model don’t always align with the employees’ best interests,” said Paul Pustorino, an accounting professor at Suffolk University’s Sawyer Business School. “What this proves is when a CEO can align the best interests of the company with the best interests of the employees, that generates strong employee loyalty and customer loyalty.”

 

Categories
Customer service Engagement

Good Signs of Customer Service

Irish restaurant welcome sign

  • Employees who smile and are genuinely happy to see you.
  • Employees who sincerely want to help you.
  • Managers who smile and are genuinely happy to see you.
  • Managers who sincerely want to help you or help their employees help you.
  • Happy customers.
    Copperhead Grill sign-3
Categories
Customer service Engagement Featured Post

How to Engage Employees in Customer Care

When it comes to getting employees involved with customer satisfaction and retention, it’s not as difficult as some managers believe. Smart employees, including those who don’t have direct customer contact, have a vested interested in customer care. They get the reality that no customers = no business, and no business = no jobs.

Here are four critical keys to effectively engage employees in improving customer care.

Key #1. Solicit customer feedback from your employees. In staff meetings or in anonymous written form, ask employees to share what they hear from customers. You can use fill-in-the-blank type questions such as:

  • When asked what they like best about our company, our customers typically tell me …
  • When asked for ideas on how we can improve our products/service, customers tell me …
  • Recently, I heard about a customer’s (positive or negative) experience with our company. This is what the customer told me …
  • When people hear I work for this company, their typical response is …

Employees, especially those on the front line, have their ears to the market and need a safe outlet to communicate what they hear upward in the company. Their qualitative feedback is also valuable in alerting you to any changes in public perceptions about your brand.

Key #2. Solicit employee ideas on how to better serve your customers.  I once worked for a bank that received low customer satisfaction scores. Management responded by calling a meeting to share the results and then proceeded to berate the branch managers for the poor scores. And the bank wondered why their quarterly numbers didn’t improve while employee morale also declined! Yes, there were operational issues, but management didn’t want to hear about them. How much better it would have been for everyone if bank management had taken the time to ask branch team members some basic questions:

  • What gets in the way of your being able to provide quality service to our customers?
  • What can we reasonably do, given our resources, to overcome these obstacles?
  • In what ways can we better serve our customers?

Key #3.  Seek to strengthen workplace engagement from the inside out. Internal customer service drives external customer service. That’s why it’s important to engage the behind-the-scenes support staff who serve their fellow employees (i.e., “internal customers”). Encourage employees to work together to improve internal service and systems.

Key #4. Recognize your employees’ efforts in improving customer care. Acknowledge and reinforce employee engagement in improving customer satisfaction and retention in whatever way works best  in your organization.  And don’t forget to celebrate your success. (Not sure what to do here? Ask your employees.)

CAUTION: Employees feel respected when management asks for their input and listens to them. Nothing will shut down communication and trust faster than when employees see managers as just going through the motions to engage them. That’s why I advise you to proceed ONLY if you are serious about responding to your employees’ input and ideas. You’re not expected to implement every single employee idea you receive, but you are expected to explain which are feasible and which are not. Otherwise, you can forget about passing go and forget about collecting $200, as they say in Monopoly. Most definitely, you can forget about employee and customer engagement!

 

Categories
Customer service Engagement Marketing

Celebrate National Customer Service Week: “United Through Service”

Customers. Every business needs them. Every business loves them … or tries to love them. Let’s be honest, from the customer’s perspective, some companies aren’t as customer-focused as they purport to be.

In recognition of all employees who strive to provide positive customer experiences, we honor National Customer Service Week. And I see it applying to ALL employees involved in customer service  – those engaged in workplace cultures where customers are truly valued plus those who manage to successfully serve customers despite a culture where customer-focus is just lip service.

This special week-long observance was initiated by the Institute of Customer Service Association (ICSA) nearly 30 years ago to raise awareness of the importance of customer service and acknowledge those who provide it. “United through Service.” is this year’s theme that reflects the special bonding between customers and companies. It provides a wonderful opportunity to engage employees with appreciation, team-building, morale-boosting and fun activities.

And it’s not too late to observe National Customer Service Week:

  • Employers – acknowledge everyone in your organization who does a great job taking care of customers.
  • Employees – acknowledge co-workers who do a great job taking care of you and fellow employees as internal customers.
  • Customers – acknowledge those employees who take do a great job of taking care of you; i.e, in addition to continuing to do business with them, let them know you appreciate their efforts.

Regardless of your status with an organization, you can be creative with your acknowledgment, but you don’t need to be extravagant about it. A simple and sincere “thank you for all you do” is a great way to show your appreciation … this week and all year long.

 

Categories
Marketing

Marketing Tips for B2B Telemarketers

I know, I know … caller ID and voice mail make it difficult to actually reach prospects these days. If you want to be more effective in reaching potential buyers, here are several suggestions based on my experience as a marketer and consumer.

  • Know your prospect. “I’d like to talk to the person who manages your credit card processing … distribution services …. sales software … ” I’m amazed at how many calls I get from B2B telemarketers offering products and services that I don’t use. Before calling, do your homework to learn if the prospect is even a viable candidate for what you offer.
  • Identify your company. “Unknown name” and 800-type numbers on caller ID guarantee most people won’t pick up the call.
  • Forget robo-calls. On hearing an automated message, I’ll immediately hang up. Why should I listen to you if you can’t have a real person talk to me? Similarly, I’ll instantly delete any voice mail message from an automated call.
  • Dare to be different. If you want to get the attention of qualified prospects, use direct mail. If it’s a well done, targeted piece, they’re more likely to read it. You can also be creative without going to a lot of major expense, depending on the size of your qualified list. For example, if you can’t afford to send customized wrapped candy with your company logo, you can use popular candy such as PayDay®, a $100 Grand® bar, or Good & Plenty® to send to qualified prospects. [Notice a theme  here?] I know a saleswoman who scouts dollar-type stores to find appropriate novelty items to send to potential customers.

Listen Up!
My beef isn’t with B2B telemarketers who strategically and respectfully reach out to qualified prospects. My frustration is with those telemarketers who persist with untargeted, anonymous and/or annoying automated calls. It’s time to wake up, listen up, and consider how much more effective you’d be if you follow at least the first three tips or revisit Sales 101 principles. It’s not complicated: useless telemarketing calls are wasted sales calls!

 

 

Categories
Customer service Engagement

Professional Associations: Where is Your Focus on Member Recognition and Engagement?

In a recent presentation I gave on “Marketing Tools of Engagement for Associations,” the topic of CRM (customer relationship management) came up. It’s not unusual for associations to experience problems with CRM systems based on limited resources or access to updated software. Another complication stems from organizational silos where different departments work with different data bases that they protect with a strong sense of proprietary ownership. Whatever the situation with CRM software, understand that it affects member engagement.

PASAE photo
PASAE photo

So the real issue is whether the association is member-focused or systems-focused. Here’s an example of the latter type. I recently spoke with several business owners and executives who are long-term members of a professional association. They were quite proud of their history of membership involvement and lamented how member recognition has fallen through the cracks. One 25+ year member shared finding a special 15th anniversary certificate in the office files, the last such recognition sent by the association. Another member actually called her association to ask how it missed acknowledging her 30th year anniversary and was sent a certificate in response to her call. With member engagement a hot topic these days, you’d think an association would want to recognize such members as part of its membership retention efforts.

Sadly, I learned the association is unable to effectively recognize long-term members due to its membership data base. It relies on the member’s inception date, and the association’s problem with the system is that a person could have joined 15 years ago, but might technically have only been a member for 12 years because the person dropped out for a few years and then rejoined. As a result, long-term members are not routinely recognized; however, the association will send an anniversary certificate if a member asks.

This organization has decided to forgo the opportunity to acknowledge and reinforce long-term members, because it might recognize some folks who don’t deserve it. It’s clearly a “systems-focused” rather than a “member-focused” association, and any declines in membership are blamed on the economy.

Member retention by inertia is NOT an effective member engagement strategy!

Here are several short- and long-term suggestions for becoming more member-focused:

  • “Silent gratitude isn’t much use to anyone.” – G.B. Stern. Don’t make members “request” recognition – this really isn’t recognition at all, just “proof.” It’s also irritating to members if they have to prompt their association to recognize it. If the system is bad, fix the system or find ways to work around it. For example, randomly pick a date and recognize everyone who is a member on that date – even if that person hasn’t consistently been a member for five, ten or 20+ years, it’s likely s/he will appreciate the recognition.
  • Take a critical look at your membership retention numbers. Most turnover occurs in the first few years of membership – is this the situation in your association? Can you segment turnover by length of membership to see where any other drop-off occurs?
  • Seriously discuss how important members are to your association. In addition to being able to answer what “member value” you provide, also consider the value that members bring you in terms of brand strength and revenue.
  • Make member engagement – all activities encompassing the member life cycle from recruitment to retention – a strategic and intentional focus of your association. It should be an ongoing agenda item in your staff meetings, board meetings, and strategic planning sessions.
Categories
Engagement Marketing

Favorite Quotes on the Employee Engagement and Brand Connection

It’s a fairly simple equation – as hotelier Bill Marriott once said, “Take care of your employees and they’ll take care of your customers.”

Here are more of my favorite quotes about the employee engagement and brand connection:

“More than any other communications medium, employees can breathe life, vitality, and personality into the brand.”  Leonard L. Berry and A. Parasuraman, Marketing Services

“Brands are built from within … [they] have very little to do with promises made through advertising. They’re all about promises met by employees.”  Ian Buckingham

“The only reason your business is successful is because every interaction between employees and customers is positive. This only happens when employees are treated super well.”  Ann Rhoades

“Happiness in the workplace is a strategic advantage. Service comes from the heart, and people who feel cared for will care more.”  Hal G. Rosenbluth, The Customer Comes Second

“Over time, as we focused more and more on our culture, we ultimately came to the realization that a company’s culture and a company’s brand are really just two sides of the same coin. The brand is just a lagging indicator of a company’s culture.”  Tony Hsieh, Delivering Happiness: A Path to Profits, Passion, and Purpose

“If you begin your branding process by declaring an ‘aspirational brand’ without aligning it with the reality of employees’ daily work experience, you are in danger of writing a check your culture can’t cash.”  Leigh Branham and Mark Hirschfeld, Re-Engage

Whose words of inspiration on employee engagement and the brand do you like?
I welcome your favorite quotes on this topic.

Categories
Engagement Training & Development

Favorite Employee Engagement Quotes – Part 2

Continuing last week’s post on my favorite engagement quotes, here are several more gems + suggestions on how you can apply them in staff meetings.

“… the most effective way to engage your employees is to treat them like valuable people with skills, not people with valuable skills.” –  NBRI Employee Engagement Infographic

“Employees either benefit or burden every dimension of a company’s existence. The extent to which they deliver one or the other is primarily a function of company culture and leadership’s view of employees’ value to the company.” – Rajendra S. Sisodia, David B. Wolfe, Jagdish N. Sheth, Firms of Endearment.

“The way your employees feel is the way your customers will feel. And if your employees don’t feel valued, neither will your customers.” – Sybil F. Stershic, Taking Care of the People Who Matter Most: A Guide to Employee-Customer Care.

“Culture is about performance, and making people feel good about how they contribute to the whole.” – Tracy Streckenbach interview, Clear Goals Matter More than MissionThe New York Times.

“People want to know they matter and they want to be treated as people. That’s the new talent contract.” – Pamela Stroko in Tanveer Naseer’s blog post How Leaders are Creating Engagement in Today’s Workplaces.

“Employee engagement is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationship, customers, development, energy, and happiness to leverage, sustain, and transform work into results.” – David Zinger, Let’s Co-Create an Employee Engagement Charter, The Employee Engagement Network.

Discuss amongst yourselves …
Here’s how you can use these and last week’s quotes to facilitate a dialog with employees. The following discussion ideas work best in organizations where management is concerned with and committed to employee engagement. However, DO NOT attempt if management is not open to improving employee engagement; such discussion can devolve into a “bitch & gripe” session leading employees to become frustrated, demoralized and even more disengaged.

  • Ask people to share examples of their experiences as customers interacting with companies whose employees are engaged vs. disengaged. Then discuss ideas on how to strengthen employee-customer engagement in your organization.
  • Employees choose a quote they find most meaningful and/or encourage them to create their own quotes. Based on the selected quotes, discuss ways to maximize engagement or minimize disengagement.
  • Present this scenario: everyone has been granted a wish to become CEO of his/her ideal company. Which quote(s) would they use to guide them in managing the organization and why?

Your turn
I invite you to share your favorite quotes on employee engagement. I’d also love to hear how you use them to reinforce engagement in your organization.

Categories
Engagement

Favorite Employee Engagement Quotes – Part 1

There’s a lot of great content written about employee engagement, and I love finding quotes that best capture what engagement is and is not. Here are some of my favorites, listed alphabetically by author. So as not to overwhelm you with too many quotes, I’ll share more in my next post.

“ … employees engage with employers and brands when they’re treated as humans worthy of respect.” – Meghan M. Biro, Your Employees are Engaged … REALLY? Forbes.

“Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, and meaning in their job.” – Ken Blanchard and Scott Blanchard, Do People Really Know What You Expect from Them? Fast Company.

“Engaged employees stay for what they give (they like their work); disengaged employees stay for what they get (favorable job conditions, growth opportunities, job security).” – BlessingWhite, The State of Employee Engagement 2008 [updated link]

“It’s sad, really, how a negative workplace can impact our lives and the way we feel about ourselves. The situation is reaching pandemic heights – most people go to work at jobs they dislike, supervised by people who don’t care about them, and directed by senior leaders who are often clueless about where to take the company.”  – Leigh Branham and Mark Hirschfeld, Re-Engage: How America’s Best Places to Work Inspire Extra Effort in Extraordinary Times.

“Highly engaged employees make the customer experience. Disengaged employees break it.” – Timothy R. Clark, The 5 Ways That Highly Engaged Employees are Different.

“Dispirited, unmotivated, unappreciated workers cannot compete in a highly competitive world.” – Francis Hesselbein, Hesselbein on Leadership.

I’ll share more quotes in next week’s post PLUS how you can apply them to facilitate discussion about employee engagement in your organization.