Anyone know what it means to “delight” customers? Or what it takes to exceed their expectations? Is it even worth the effort? These are some questions raised in the latest Harvard Business Review article, Stop Trying To Delight Your Customers (or read Anne Miner’s synopsis Should you stop trying to “exceed customer expectations”?).

I once served under a VP of Services who wanted to dramatically improve customer service so he made it a benchmark to “delight” our customers. When asked how we’d be improving our service operations, he replied it was in the works. Then when pressed to actually give some idea of what a “delight” benchmark meant and how it was going to be measured, he quickly found a way to change the subject. Before long, delighting customers became just another meaningless buzzword for the Services department.

Don’t let this happen to your organization.

First and foremost, get your basics up to grade. That means committing to excellence at customer service fundamentals – like responsiveness, internal teamwork, accountability, plans and metrics…to name a few – before graduating to delighting your customers. It’s that whole crawl before you can sprint kind of thing. If your basic customer service structures and systems stink, no amount of delightfulness is going to mask the stench.

Service is just one facet of the whole customer experience. Even if the customer service experience goes from baseline to phenomenal, what if your company’s products or services remains blah? What if there are chronic issues with shipping? What if marketing’s promises turn out to be undeliverable half-truths? The point is that investing financial and people resources into creating stellar customer service just through channels like phone, web, Twitter, and self-service is a waste if the rest of the enterprise doesn’t match up.

Finally, I must admit I hate the word delight. Have you, as a customer, been on the receiving end of a customer service rep asking, “Have I delighted you today?” or “What more can I do to delight you?” It’s practically impossible for the use of “delight” to not sound condescending to the customer. And when it comes to building relationships with customers, communication and language matter.

Rather than saying, “Every business must delight (or astonish or thrill or enchant) its customers!” it’s more important to take care of the basics FIRST. Instead of proclaiming fuzzy, high-minded (while no doubt well-intended) initiatives, place initial priority on a steady dedication to practice, reflection, and continuous improvement. Your customers will love you for it.

photo credit: Metro Transportation Library and Archive (via flickr)

There’s an update – and positive resolution – to this saga.

What’s the price of free? It’s not a trick question like “Who’s buried in Grant’s tomb” but a dead serious one, particularly if you’re a small business relying on inexpensive business solutions to succeed. You might use Zoho CRM for your customer database, Evernote to take important business notes, and Skype to communicate with your employees or contractors. All of these options are free (though some have paid, upgraded services) but I argue not without cost.

For me, I’ve been a user of Google Voice since back when it was non-Google GrandCentral. It was a great solution for me, providing slews of neat features all for free. There was even a time when I went on a working vacation and accidentally left my cell phone at home. No worries – I went to the online settings and had all my working calls forwarded to the vacation house. How cool is that?

These past couple of years, I’ve been a happy user…until this week when I discovered that the free service came with a high price. It turns out that I haven’t been receiving my calls to my Google Voice number for the better part of a month. When someone calls the GV number, they go to a generic voicemail and can leave a message. Except the message enters a black hole. The individual thinks they’ve successfully left a message for me but I never receive it. So for all intents and purposes, the caller thinks I’m not interested in their business (which couldn’t be further from the truth!).

So what to do when things go wrong? In my case, I have two recourses: 1) I can go to the public forum and log a question. Or 2) I can go to a private troubleshooting form, describe my issue, and wait..and wait…and wait. See, when a service is free there are no SLAs that a company has to worry about. There’s very little we can do when a problem is urgent. We’re at their mercy which is a tough spot to be in when you’re struggling to build a company or consultancy. I’m into day #3 and haven’t heard a peep from Google about this problem that is entirely their fault. Talk about feeling helpless. And personally irritated that I left something so damn important as a communication channel in the hands of a free service.

This is a situation very similar to one my friend, Paul Hudson, at Intersperience talks about in a recent article called Hidden Cost of Self-Service. I would also argue that even though Google Voice is free and that imparts risk for us users, it really doesn’t matter whether the service is paid or not. A failure to provide even an adequate level of service will tarnish your reputation and significantly diminish the customer experience. I’ve learned the hard way to not be so trusting of Google’s entire service suite or the free services from other companies. The cost to me has proved far too high.

A show of hands – are you using Google Voice for something important like your business or job hunting? Are you okay with the consequences when things go wrong? Before you answer, think carefully about your own reliance on free services (you can also take a look at some of the issues listed at the Google Voice Support Forum…it’s a bit scary).

Friends, protect yourself when it comes to the important things like phone numbers, email addresses, websites, etc. Don’t be lured by free when the cost could be lost customers. And business executives, don’t casually walk down the path of free and self-service. When things go wrong, will your customers still trust you to care for them when it really matters?

Anyone else have experiences with free services costing them more than you bargained for?

Update 07.20.10
After a few days of trying to line up a call, I finally spoke to Craig Walker, a Product Manager for Google. Turns out the major issue here was my request to move my GV number from one Google account to another. There’s an account transfer request form available through the GV help forum but it’s not exactly supported (which raises questions about why its still in existence). Associating a current GV number with a new Gmail address presents some hairy technical issues so word of warning: When you sign up for a Google Voice number, make certain its associated with a permanent account because it’s pretty much locked in.

But once I finally nailed Craig down, he was responsive in getting my call history and voicemails transferred to my Bailey WorkPlay gmail account. And he was generous in offering me a few perks including a sparkly new – and rather easy to remember – number: 512-827-9000.

Well, that is, if we ever get around to doing anything with your opinion.

Sadly, that’s often the internal corporate dialogue that happens around customer surveys and feedback mechanisms.

Once upon a time when I was a membership development director of a nonprofit association, I had a long chat with my Board of Directors. They wanted to conduct an extensive member survey to solicit opinions on the state of the professional society. At this point, it was my job to ask questions – a lot of them – in order to fully understand the purpose and objectives of this project. When I asked about the purpose of the survey, most responded that they wanted to know how the membership felt about the state of the industry as well as gain their feedback about the association. “Terrific!” I thought. It had been a while since a survey had been conducted and this would help me and my staff (along with executive management and the Board) to learn about and improve the member experience.

But imagine my utter dismay and horror when I then asked, “So, what will we plan to do with this information once we collect it?”

“Oh nothing. We just want to know how our members feel about their membership, to understand their sentiment.”

So, in essence, we would be collecting opinions for funsies but cloaking it in the disguise that our members’ opinions would be used toward taking some action.

Time for some tough love and honesty: is your organization collecting data but not taking action on what you receive? Are you conducting surveys and gathering opinions with no plan for corresponding actions? Are you mining the web for sentiment data but not committing to doing anything with it?

Here are three simple steps to fix it:

Have a plan. Simple? Yes. Easy? Maybe not. But start to build a plan for how your organization will utilize all the various feedback you receive – both formal (through surveys) and informal (through social media).

Involve everyone. Every single person in your organization is receiving feedback. Your sales folks get it when talking to prospects, your techies get it when they hear about feature requests and bugs, your accountants may even get it when talking to friends at an outdoor barbeque. Now help them share what they learn and integrate it all together.

Err toward action. Don’t wait for the perfect timing to act on feedback, particularly if the feedback is beneficial to enhancing the customer experience. Your customers are giving you a gift in their opinion. Now, say “Thanks a bunch!” and do something remarkable with it.

photo credit: pink_fish13 (via flickr)

A couple days ago, Eric Jacques wrote a post called How to Listen to Your Customers which was an excellent complement to my Listening to What Isn’t Said. In the post, he made one recommendation that really struck home for me:

Everyone in your organization needs to learn how to honestly and completely listen to customers (and remember the internal customers).

In particular, it was his reminder about internal customers. How many times do we focus so intently outside the organization that we forget about the folks we serve inside? And if you don’t think you serve anyone inside your business, take some time to reconsider. We’re not talking about employees serving managers and the execs at the C-Level. We’re talking cross-functional, about departments like IT and HR. We’re also talking about the sales manager who counts on marketing to support his or her efforts. And we’re talking about the engineer who depends on product managers to relay crucial strategic info from and to customers. No matter which department you fall into or what level you’re situated within the organizational hierarchy, there’s a good bet you serve someone else inside your company at least once in a while.

Here’s the million dollar question: Does your organization have a customer experience design that includes both external and internal customers? If not, why not? Making sure your internal customers are not only satisfied but have a remarkable experience is the bedrock of smooth teamwork and operations. Here are a few suggestions for creating a better internal customer experience:

Listen intently for needs and expectations. You can’t underemphasize the importance of listening. Your objective is to listen for understanding which transforms the action into an active process. Ask for clarification when necessary. Listen for what’s not said.

Help them become even better customers. When in the act of listening, don’t be a drone content with just collecting information. You know you have needs and expectations, so reveal them. And you know you have limitations so be clear about your own workload. Constantly ask yourself, “What can I do to help this individual be a better customer?”

Keep the bigger picture firmly in view. This requires an understanding of how the organization operates and your place within it. It also means that your service objectives should be in tight step with those of the whole organizations. They should resemble a bit of the holographic that I discussed a while back.

If you’re thinking that each of these suggestions can easily apply to serving external customers, then you’d be right. Any examples of organizations getting it right in terms of creating remarkable internal customer experiences?

photo credit: wonderlane (via flickr)

How much do you know about your customers…I mean really know? Get beyond the demographics, beyond the statistics, beyond the purchasing numbers. How much do you know about how your customers interact with their everyday world? And more importantly for you, how do your customers interact with their world using your product or service? It’s in understanding this interaction where your brand can go from ordinary to extraordinary.

Enter anthropology and the expertise we anthropologists offer. The way we humans behave is deeply rooted in our everyday culture. It influences how we make sense of our reality. It also explains why we consume what we do and what we’re ultimately trying to communicate to others around us. Because sense-making is largely a symbolic process at a cultural level, anthropology is ideally positioned to help explain the relationships customers have to a brand. In other words, if you want to know more about what your customers really think and actually do, bring in an anthropologist.

As humans, we interact with things in order to make sense of our world (if you’re unsure about this, watch a young child for a few minutes). We’re also trying to make sense of ourselves and our identity in relation to others around us. I’ll even argue that most of us want the businesses and brands we interact with to understand us better and help us in our sensemaking process.

So here’s my question for you: what is your business doing to understand your customers and help them make sense of their world through their interactions with you?

photo credit: courtneybolton (via Flickr)

Peter Drucker once said, “The most important thing in communication is hearing what isn’t said.” Exactly…and I’d also suggest hearing what isn’t said is just as important in building a remarkable customer experience.

But instead, how many times do businesses listen for what they want to hear from their customers? Or maybe get defensive about what is said? Or take what is said at full face value and miss out on so much of the subtext and subtle (but far more powerful) meanings behind the customer’s experience? If you’re only paying attention to what sits at the surface, your business is missing important data that could mean the success or failure of your product, service, or full brand proposition.

We anthropologists are trained to uncover these clues. When we listen, we don’t just use our ears – we use our full set of senses. We detect behaviors that might otherwise pass unnoticed. And we ask questions that attempt to understand how customers interact with their world and give their it meaning.

That may seem like a huge undertaking, but at the heart of our anthropological work is simplicity. Here are five simple ways to listen like an anthropologist:

Shut up.
The hardest thing for a marketer, executive, or consultant is to put away the agenda and stop talking. But do it. It is near impossible to talk and listen at the same time. Even if we don’t come at a customer issue with an agenda, we may still find it difficult to keep quiet. However, if we’re going to understand how to meet the needs of our customers, we’ve got to shut up.

Be naive.
This is the first of two steps toward having a child-like mind. As adults, we think our expertise is built on always knowing the answer (or thinking we probably know the answer). But its this very temptation to appear all-knowing that keeps us from actually knowing anything. Kids learn instinctively because they really don’t know things and they ask a lot of “Why?” questions. Here’s a truth: when it comes to understanding the world our customer lives in, we REALLY don’t know anything.

Get curious.
Step two toward a child-like mind is getting curious. When we approach a customer from a place of UNknowing, we ask better questions. And we don’t make the killer mistake of allowing assumptions to guide us.

Show me.
Having problems understanding what your customer is trying to express? Respond with, “Show me what you mean.” Get creative and help them show you what they’re seeing, hearing, feeling, experiencing. Look for the symbolism and meaning behind what they show you.

Record it.
As anthropologists, we’re trained to record every single detail we possibly can. We don’t edit, we simply record because we never know what will turn out to be vitally important while sharing an experience with a customer. Don’t just rely on electronic monitoring. Practice observing subtleties, seeking meaning behind the surface language and really listening for what’s not being said.

photo credit: niclindh (via Flickr)

Last week, Reuters published an article called Americans more loyal to brands, country than company. For employers, it poses a wake-up call. But what I found most interesting was this statement at the end:

When asked how companies could improve loyalty the top answers included offering cash awards to consumers, replacing automatic answering machines with real people, making good products and not raising prices.

I think this shows why consumer opinion and sentiment shouldn’t always be taken at immediate face value. The way we think about things is complex and requires us to go exploring for more specific answers. This is were doing more qualitative work is an important complement to the quantitative work of surveys and polls.

Thinking about the snippet above from the Reuters article…What does making good products mean? How about not raising prices? Before you go thinking you know exactly what the answers are, take a step back and consider how many different possible answers are possible here. A good product can have a multitude of meanings in the mind of the customer. Now amplify it by hundreds or thousands of customers. And the desire to not raise prices may be contradicted if there is the possibility of adding more value to the product.

As an anthropologist, we’re trained to not just look at what’s said, but also look for what’s not said. Interestingly, what’s omitted here is listening. Well, sort of. We might be able to extract listening from the desire to talk to real people instead of answering machines. But…

What would happen if our companies set up experiences that encouraged customers to talk, to share ideas, to voice frustrations?

What would happen if we genuinely listened to what was said and not said?

What would happen if we took all of those opinions and sentiments and put them to action so our customers would feel heard?

Can you imagine how powerful that might be? Forget short-term buzz. Think long-term customer movements.

photo credit: abrinsky (via Flickr)

Do you treat your employees like your customers?

Perhaps that’s a bit of a loaded question. It could be that your organization treats customers like months-old rotted fish. If that’s the case your employees are the least of your problems so go and fix that…seriously, go and fix it.

Good. You’re still here. Let’s start by asking a few questions:

• If you learn that a customer is dissatisfied with your service, what do you do to make things right?
• If you learn that a customer is no longer buying your product or service and is now going elsewhere, what do you do to change that?
• If you learn your overall customer satisfaction is lower than you want, how long do you take before you decide to do something about it?

Okay, now let’s swap out customer for employee and answer these questions again. Do you approach them with a similar mindset? What if your organization applied the same degree of focus on the internal retention of employees as it does on the external retention of customers? Stephen Covey wrote a few years ago:

Some organizations talk a lot about the customer, and then neglect the employees who deal with the customer. This mindset produces unmotivated employees, worker-manager disputes and poor business results.

If you’ve been unknowingly neglecting the folks inside your organization…it’s okay. You can begin to make things better right now with just a few bold changes.

1. Make employee satisfaction everyone’s job. Just as customer satisfaction should be owned throughout the organization and not the exclusive concern of one team or department, the same must be said for employee satisfaction. Don’t make the mistake of thinking this is solely a human resource issue. Every single manager and leader must be responsible for the well-being and care of employees.

2. Find out how your employees are doing. Savvy organizations employ a wide variety of more traditional tools such as surveys, interviews, and focus groups to determine the state of customer satisfaction. Now, put these methods to work inside your organization. Start by having an open dialogue with employees (note that if this is something new in your organization, you’re going to also need to build trust in order to get candid responses). Schedule regularly occurring organization-wide town hall sessions devoted to workplace issues, successes, and challenges. And even though I’m not a fan of employee surveys, they can be effective in support of these other information gathering methods.

3. Make social media one cornerstone of your strategy. Don’t worry about whether or not you understand social media…I’m suggesting that you apply some guiding principles that drive it. These principles include authenticity, transparency, and shared ownership. Appreciate and encourage informal connections between employees and managers, particularly connections outside the more formal hierarchical lines. Lead the kind of change in how people within your organization relate to each other.

4. Communicate openly and often. If your customers hate being left in the dark about how you plan to improve their experience, your employees hate it even more. Don’t be a miser with information, even if you think it’s unimportant. Publish your plan for everyone to see, show the positive progress, show the places where things aren’t going as smooth, and be upfront with lessons that are being learned along the way. When there’s an absence of information, employees will definitely create whatever they want to fill that vacuum.

5. Finally, take decisive action. If you introduce these initiatives into your working culture, it’s absolutely necessary to take swift and consistent action. The key to success will likely rest in whether employees feel these changes are authentic and not just another “flavor of the month” activity from management. Empathize with your employees who may have been snakebit by change initiatives in the past and may view this with a wary and skeptical eye.

Remember that creating a passionate and remarkable customer experience begins with truly passionate and remarkable employees and working culture.

Here’s a question that I’ve been pondering for a while and it just resurfaced lately. When management makes a person or a department responsible for customer satisfaction as their primary function, does that inadvertently absolve others of that responsibility? It was an issue I always struggled with as a membership development professional in the non-profit world and I also see it playing out in customer service departments in for-profits.

I guess the answer is that it all depends on the culture of the organization and whether that culture emphasizes that each person who enters immediately understands that no matter what their position is…providing a remarkable customer experience is task #1.

Yet, how many organizations can we personally count that have this type of culture? I don’t just mean they have a nice wall plaque stating that everyone is responsible for customer service; I mean actual living, thriving culture where this is acted out every single day. When you move on to the second hand, please let me know because you’ve just won a prize. And if your own organization is present as one of those fingers, you’ve won the grand prize…and I really want to talk to you because you have a story to share.

If you really want to improve the customer experience, start here: make it clear that every single position in the organization is customer-facing and responsible for their satisfaction. From the CEO to the guy who makes sure your IT infrastructure works, regardless of the position within the company everyone may be called on to speak to a customer about their experience, listen to a complaint, or gather their feedback about new ideas.