One of the things we do well is help our clients engage employees and customers and create brand loyalty. We do this in several ways—mainly by harnessing the power of employee, customer and stakeholder feedback to improve company performance.
Our friends at Bolster (www.bolstercreative.com) are also in the business of driving brand loyalty. They use authentic storytelling, and engaging and sustainable communications tools to strengthen the reputation of a brand.We thought they had some good ideas and that you might find them interesting as well. Let us know what you think.
Once Upon A Time-Driving Brand Engagement Through the Power of Story
Stories are the creative conversion of life itself into a more powerful, clearer, more meaningful experience. They are the currency of human contact. — Robert McKee, Screenwriter
“Tell me a story.”
“What’s your story?”
“That reminds me of a great story!”
The overwhelming familiarity of these phrases reminds us that we are all truly hardwired for stories. They are how we learn about our world as small children and how we come to define our social and cultural values as we grow older. Listening to others’ stories is how we decide whom to invite into our social circles. If the story someone tells us contains values that align with ours, a connection is made. And perhaps best of all, stories are universal. There have been societies that did not use the wheel, but there have been no societies that did not tell stories – true story. (more…)
Filed under: Uncategorized
Yesterday Questar announced the capability for our current and future clients to seamlessly integrate sentiment and text analytics into their customer experience measurement programs. And we couldn’t be more thrilled, to tell the truth, because this is no small announcement. Why, you ask?
Well, let me tell you a little more about Questar’s new friend, Clarabridge.
Where to start…how about here: Clarabridge is the leading provider of text analytics solutions to track and improve the customer experience. Period. They provide Global 1000 companies with the ability to automatically collect, classify and apply sentiment analysis on text-based verbatims found in voice of the customer feedback channels. (more…)
Filed under: Uncategorized
Questar has joined Twitter! We plan to use the account as a source for industry news and a format to connect with customers and prospects on the topics of customer experience management, employee engagement, and leadership.
Feel free to follow us: http://twitter.com/QuestarResearch
Filed under: Employee Development,Employee Engagement,Employee Retention,Work Life Balance
Today Anna Erickson’s article “Are Employers Facing a Deficit of Trust?” was featured in the Good Company Blog. If you have a few minutes you should check it out http://www.phwa.org/resources/goodcompany/blog/2010/06/are-employers-facing-a-deficit.php
While waiting in the airport recently, I noticed that the guy sitting next to me had taped paper over the webcam at the top of his laptop. I chuckled to myself at first at his apparent paranoia. Then I thought about that kid in Philadelphia who sued his school for taking photos of him on his laptop without his knowledge. So who could blame this young professional at the airport for being cautious? It is more than a little creepy thinking that your boss might be watching you in your hotel room on a business trip. Which got me thinking about trust.
Trust is lacking in many workplaces today. Employers don’t trust employees. Employees don’t trust employers. We see it in the survey business all the time. Clients hire my firm to conduct their employee surveys in part to ensure anonymity of respondents and confidentiality of results. And yet no matter how it’s communicated some employees will never believe their survey responses are anonymous. And so, with the fear of big brother looking over their shoulders, many employees miss the opportunity to provide honest feedback that might improve their workplace….(more)
Filed under: Customer Experience,Customer Satisfaction,Customer Satisfaction Issues,Employee Development
Here I am, Tuesday night at a major retailer. I’ll be in and out in a jiffy, I tell myself—just need one thing, that’s all.
“Can I help you find anything, sir?” a young employee asks me as I enter the store.
“Nope. I’m good. Thanks.”
“Can I help you find anything?” another employee asks me twenty seconds later.
“Nope. I’m good. Thanks.”
“Can I help you find anything?” Another employee.
“Nope. I’m good. Thanks.”
It was at that moment—thirty seconds before another “Can I help you find anything?”— that I asked myself “can there really be too much of a good thing when it comes to customer service?” I think, the managers at this retailer and this particular location must take a lot of pride in servicing customers well. They definitely understand the importance of the customer experience and employee accessibility and attentiveness. They’ve trained the staff well…and the staff is following through. I should be proud. This validates the work we do every day at Questar.
And yet my answer to that question “can there really be too much of a good thing when it comes to customer service?” A resounding yes!
Filed under: Employee Development,Employee Engagement,Employee Recognition,Employee Retention,Executive Leadership,Uncategorized
New jobs require new skills. And it’s through new challenges that we build those skills. So it should come as no surprise that the way most leaders learn to lead is by jumping in the deep end.
One of my stories related to this is from a client I worked with years ago. The main character in this story is an up and coming young executive – we’ll call her Sarah (not her real name). Sarah was a go getter, recognized by corporate leadership for her achievements, her performance and her potential. She was just 33 years old when she got her first chance to truly lead. She was named president of a small division within the large global corporation for which she worked. And boy was she ready – this was her chance to really prove herself.
This part of the business was new to her. But Sarah was a quick study and knew just what to do. She wasted no time evaluating the competitive landscape and identified some “quick hits” to gain market share. She worked hard developing plans, securing resources, contacting clients, and informing key stakeholders. She found places to cut costs, introduced efficiencies, and pushed ahead with some innovative product development. (more…)
The year was 1935. Two brothers – aged 10 and 8 – walked along the road to town. It was the height of the depression, so these kids didn’t have any money to spend once they got to town. But they picked up bottles in the ditch and by the time they got there they had enough to buy a couple of small packaged pies at the local café.
In 1935 packaged foods did not print the “sell by” date that we’re so accustomed to seeing today. It wasn’t until he bit into his pie that Kenneth, the younger of the two brothers, noticed that his pie was moldy. The kids tried to return it, but the café refused. “All sales are final” – the kids were out of luck.
It was their uncle – who they had come to town to see – who coached them on what to do next. “Don’t worry. I know how to fix them.” They placed that moldy pie in the window of the café – just behind the curtain. The pie was out of site from inside the café, yet anyone walking past on the sidewalk could clearly see this “product sample” before walking in the front door.
True story. In fact my dad was the older brother in this story. The story always makes me smile: young people getting a little revenge after being treated like less than real customers. I’ve often wondered how long that pie sat in the window – getting more and more moldy –how many potential customers saw it and whether it had any impact on that small town café.
I also think about how much more power my kids have – in our wired society – when they’re not treated fairly at a place of business. Within hours of receiving lousy service at a restaurant, hundreds of their friends can read about it on Facebook. So I guess that moldy pie just got a lot more visible. Do you know what your customers are saying?
Anna Erickson, Ph.D. | Director, Consulting Services
Filed under: Customer Experience,Customer Satisfaction,Customer Satisfaction Basics,Executive Leadership,Talent Management
Customer satisfaction survey results are often a key component of a multi-unit organization’s corporate bonus structure. Such programs ensure that customer satisfaction remains top of mind for managers at all levels within a company. While the decision to link survey results and employee rewards must ultimately be made by each individual organization, it is certainly worth investigating. If your company decides that such a bonus program is right for you, it is important to give serious consideration to the approach you will take and to be mindful of the possible risks and complications.
What Works
Quarterly bonus payments work well for many organizations. They offer a nice compromise in that they occur often enough to maintain interest but are spaced far enough apart to give managers an opportunity to impact their scores. Compensation plans with a tiered pay out are often very effective. With a tiered pay out, most participants can achieve the lowest level of compensation, while the very highest level of compensation is reserved for only the best performers. These payments work well when they are based on two criteria:
1. Progress towards a corporate goal- Managers at or above their goal should be motivated to stay at that level. It’s easy for customer satisfaction to slip without continuous effort.
2. Demonstrated improvement over last quarter- This is also a good time to identify strong performers and set them up as mentors for those who missed the mark.
Inherent Risks
While data integrity is always of great importance in any research effort, the connection of compensation to customer satisfaction survey results on this sort of program heightens the potential for fraudulent activity. However, there are ways to establish customer feedback systems that reduce the risk of this occurring.
Take, for instance, the data integrity associated with using Interactive Voice Response (IVR) as a means of collecting customer feedback. This is a commonly used method for collecting feedback among organizations with multiple locations. Customers call a toll-free number and use their telephone keypad to input answers to questions about their experience with a product or service. Unfair survey practices using IVR data collection are noticeable in some fairly common ways:
Filed under: Employee Engagement,Executive Leadership,Leadership Development
According to research just released from the Pew Research Center, trust in the US government is at an all time low. In fact, just 22% of study participants said that they “trust the government in Washington almost always or most of the time.” With mid-term elections just a few months away, this news is creating quite a buzz.
To say I’m a political junky would be an exaggeration. But I do find the tracking of political opinions fascinating. Our public leaders live in a fish bowl. So many things within and outside of their control impact public support and their “job approval ratings.” And that support in turn impacts their political clout and their ability to get things done. At the end of the day, this lack of trust could cost elected officials their jobs. And so the panic begins. (more…)
