Lessons From The Overlook: Know Where to Cut Corners

Note: Lessons from The Overlook is a monthly update on lessons learned from owning a vacation rental property in the Southern California mountain town of Idyllwild. It's a hands-on opportunity to apply some of the techniques I advise my clients to use. You can find past updates here.

This time of year is budget season for many companies.

Many customer service leaders find themselves under pressure to keep costs flat for next year, despite expected growth in support volume. Or worse, expense reductions are required for an operation that's already lean.

The Overlook is no different. 

Sally and I are looking for ways to reduce expenses in 2018 while providing a consistently good guest experience. Here's how we manage that tricky balancing act.

The Overlook after a winter snow. Photo credit: Jeff Toister

The Overlook after a winter snow. Photo credit: Jeff Toister

Avoid Bad Cost Cuts

A bad cost cut is something that reduces the value proposition for our guests. Let me give you an example. 

Snow makes Idyllwild a more attractive destination for Southern Californians who don't often experience cold climates. It can also be a danger, especially for people who are inexperienced with wintery conditions.

Our property management company keeps walkways shoveled to ensure our guests' safety. We also pay to have the driveway plowed. Other rental owners pass the snow plow cost along to their guests but we decided to pay for snow plowing ourselves.

The rationale is safety. Sally and I would not want a guest to skimp on snow plowing in an effort to save a few bucks and then get into an accident. That makes the snow instantly less interesting.

Another example is our dishes and glassware.

At the Overlook, we recognize that having a full, matching set of dishes and glasses creates a more welcoming experience. Our maximum number of guests is eight, so we've stocked our kitchen with ten of everything.

We also bought extras, so when one breaks we can quickly replace it with a dish or glass from the same set.

Does it cost a little extra? Yes and no. 

In the short-run, it does cost more to buy extra dishes and glassware. In the long-run, it is cheaper to buy dishes and glasses by the set rather than individually. 

The immediate benefit is our fully-stocked kitchen is consistently mentioned in guest feedback. That little extra expense has become a point of difference that will hopefully contribute to more word-of-mouth referrals and return guests.

If you're planning your 2018 budget, consider the impact that any cost cuts will have on your value proposition.

  • Will the cost cut hurt your customers' experience?

  • Will service quality likely diminish?

  • Will other costs arise as a result?

 

Making Smart Cuts and Investments

We have generally used three criteria when trying to save money.

The first is the impact on our customer service vision. Our vision at The Overlook is welcome to your mountain retreat. We don't want any cost cut to take away from that.

The second consideration is the impact on our basic promises. For example, a clean and well-maintained cabin is clearly expected. So we have the cabin cleaned and inspected after every guest and immediately address maintenance issues. Trust me when I tell you not every vacation rental owner does this.

The third consideration is how our cost-saving measure will impact long-term costs. This often leads you to making a smart investment rather than an immediate cut.

Our propane bill provides a good example. Last winter, we spent $531.85 on propane over four months to heat the house. We received a 50 percent new customer discount the first time our tank was filled, so the same amount of propane would cost $676.98 assuming a constant per-gallon rate (it actually fluctuates). 

It gets fairly cold in the mountains and we want our guests to be comfortable. What we don't want to do is heat the cabin when nobody is there. The Overlook is typically a weekend rental, so the cabin is often unoccupied three to four days per week. 

Our regular observations revealed guests did not always turn down the heat when they checked out. The house cleaners or our property manager might do this, though they might not visit the cabin until a day or two later.

To fix this issue, we installed an ecobee3 Lite smart thermostat

We can control the temperature settings remotely, so it's easy to lower the temperature when The Overlook is unoccupied. We project the thermostat will cut our propane bill by 40 percent, which will pay for the thermostat in less than three months.

It has also improved our guests' experience.

Our old thermostat had a confusing array of buttons. The ecobee allows guests to adjust the temperature with a swipe of a finger, making it easier for people to adjust the cabin's temperature to a comfortable level.

And, every guest who has stayed at the cabin since we installed the ecobee in October has remembered to lower the temperature when they checked out!

 

Conclusion

It makes sense to find ways to save money while creating your budget for next year. Be sure to set some criteria for making smart cuts. Those same criteria can help you determine when an investment is worthwhile.

  • What's the impact on your customer service vision?

  • What is the impact on your basic promises?

  • How the cut (or investment) impact long-term costs?

How ecobee Wins Customers With Smart Surveys

Advertising disclosure: We are a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for us to earn fees by linking to Amazon.com and affiliated sites.

I recently purchased an ecobee3 lite smart thermostat for The Overlook, a vacation rental property my wife and I own. It's one of those where you can control the temperature remotely via an app.

The decision to go with ecobee came down to service and support. 

The company uses a customer-centric approach to its product design, its pre-sales support, and its customer service. Ecobee also takes voice of customer (VOC) feedback seriously, and does an impressive job deploying both Net Promoter Score (NPS) and Customer Satisfaction (CSAT) surveys.

Ecobee's Director of Customer Service, Andrew Gaichuk, was kind enough to share some insight into how ecobee uses VOC feedback to stay on top.

The Ecobee 3 Lite. Image source: Ecobee

The Ecobee 3 Lite. Image source: Ecobee

My ecobee Experience

I considered a number of different options before purchasing the ecobee3 Lite ($169 on Amazon).

It had received a number of good reviews. A vacation rental I stayed in a few months ago had the same model and it was very easy to use from a guest perspective. Ecobee even has this simple tool on its website that allows you to verify compatibility with your house's heating and cooling system.

These factors, coupled with a poor support experience from one of ecobee's main competitors, cemented the decision.

Installation was a breeze with this helpful online guide. There were also easy-to-follow instructions in the box along with a few extras such as a plate to cover the hole in the wall left behind from your previous thermostat.

Once installed, I downloaded the ecobee app that lets me adjust the heating schedule remotely. This is a big plus since I'll be able to lower the temperature whenever guests check out, which means a lower propane bill this winter.

Best of all, it's easy for guests to use. Temperature adjustment is intuitive and simple, with a slide of the finger being all that's required.

 

Ecobee and NPS

Customers get an NPS survey two weeks after registering their ecobee. The survey arrives via an email sent by the NPS survey company Delighted.

This is a good way to deploy a Net Promoter Score survey, since it asks how likely a customer is to recommend a company's product or service.

ecobee.jpeg

Gaichuck explained the rationale behind sending the NPS survey after two weeks. "This gives the customer enough time to experience the product and feel the benefits of ownership."

This was certainly the case for me. The Overlook had guests the first two weekends after I installed the ecobee, so I was already getting a sense of how the thermostat was working.

Many companies make the mistake of sending out an NPS survey after each customer service transaction. This really isn't the best tool to assess customer service alone, since likelihood to recommend is based on many more factors. 

In the case of ecobee, the purchase experience, installation, and the product itself all weigh on whether a customer would recommend the product to a friend.

Ecobee's NPS survey also has an open comment question. This allows customers to provide additional detail on why they gave a certain rating, which can be analyzed later.

feedback1.jpeg

The survey asks just two questions, a rating question and an open comment question, yet it's a powerful tool because Ecobee uses the data correctly.

Ecobee's customer service team follows up with anyone who gives a rating of six or lower on the likelihood to recommend question. In NPS parlance, people who give a 6 or lower are known as detractors, so this is a chance to dig deeper into customer feedback or perhaps even save the customer.

Gaichuk and his team also analyze NPS survey comments for trends.

"We define trends through key words such as Customer Service, Installation, Wifi, etc. to help narrow down what key issues customers are experiencing so we can action it for future improvements. For example if we see any detractor for 'Customer Service' we can investigate the interaction, determine the issue and provide one on one coaching/feedback with the CSR."

 

Ecobee and CSAT

Customers who contact ecobee's customer service team receive a CSAT survey at the end of the interaction. 

CSAT is a much more appropriate survey type than NPS for service transactions, so it's good to see ecobee using both NPS and CSAT in an appropriate way.

Ecobee uses Zendesk customer service software, which has a built-in survey question that simply asks customers, "Are you satisfied or unsatisfied?"

Like the NPS data, Gaichuk uses these responses to identify trends.

"I can measure these C-Sat scores by department, CSR team or agent level. The Supervisors are each responsible to review the Unsatisfied results with their respective team members and identify areas for improvement."

Ecobee's customer service team currently has an outstanding 91 percent CSAT rate.

The company sends customers a survey as a post-transaction email. My research shows this is a best practice, and Ecobee enjoys a robust 19 percent response rate.

According to Gaichuk, the customer service team uses the survey invitation to create another positive customer touch point.

"In early 2017 we changed our call process so CSR’s are now responsible to email the customer a summary of the call interaction. This is a great way to finish the interaction, wow the customer and provide them any additional information that may help. As a result the customer is provided the ability to rate the CSR’s support they provided."

 

Conclusion

Writing this blog post means I'm definitely recommending the ecobee3 Lite to friends and colleagues. 

The product is excellent, though I think it's the service and support that really makes the difference. Perhaps most impressive is how Gaichuk and his team at ecobee are using customer feedback to continuously improve.

The New Rules of Employee Empowerment

Note: This post was originally published on LinkedIn Pulse.

Customer service leaders frequently ask me about employee empowerment. It sounds so good in theory, but it's often difficult in practice.

When I talk to them, there's usually something missing. Here's an example:

In a technical support contact center, each call was a roll of the dice.

The issue could be resolved in five minutes if one agent answered. That same issue would take more than 30 minutes to resolve if another agent handled the call.

The 5-minute agent was frustrated because she wanted to share the fix with her coworkers, but there wasn't a great way to do it. Ever since a major software update was released, the support team was flooded with calls. There didn't seem to be any time for team meetings or updating knowledge base articles.

The situation was also frustrating for the 30-minute agent because he wanted to solve customers issues faster.

Both agent were empowered in the traditional sense. They had the authority to go the extra mile to serve their customers.

Yet this authority fell short because they weren't truly empowered. Here's why.

empowerment.jpg

The Old Definition of Empowerment

Ask most people to describe employee empowerment and they'll tell you it's entrusting your employees with the authority to do what's needed to serve their customers.

That's only part of it.

The 5-minute agent had the authority to deviate from standard procedures when she discovered a better way to solve an issue. 

The 30-minute agent had the authority to take as much time as he needed to resolve the customer's issue so the customer wouldn't have to contact support a second time.

But there was something missing.

There wasn't a way for the 5-minute agent to easily share her knowledge with the 30-minute agent so he could solve the same issue just as quickly.

 

The New Definition of Empowerment

Employee empowerment really means giving people the authority, procedures, and resources needed to serve their customers.

  • Authority to go the extra mile to serve customers.

  • Procedures that represent best practices for serving customers effectively.

  • Resources such as knowledge and tools necessary to get the job done.

The support team was able to provide dramatically better support when they added much-needed procedures and resources to the authority they already had.

New procedures included:

  • A documented best practice solution that allowed all agents to solve the same problem in 5 minutes.

  • A standing meeting between the support team manager and development manager to review voice of customer feedback and get insights on new software releases. This allowed new issues to be identified, documented, and fixed. (Which, in turn, reduced call volume.)

  • Daily 5 minute huddles with support team agents that focused solely on top issues, so that the 5-minute agent could share her solution with her peers.

New resources included:

  • A regular bulletin of easy fixes was shared with the support team to promote new solutions to difficult problems.

  • An updated knowledge base that allowed the 30-minute agent to access the solution developed by the 5-minute agent.

Yes, all of this took time to put into place. 

That time was quickly paid back because the 30-minute agent now became a 5-minute agent, too. Spread that out over an entire team and hours of time were saved per week.

That left plenty of time to identify, document, and share new solutions.

 

Put This Into Action

Customer service leaders frequently tell me the number one reason why employees don't go the extra mile is they don't realize how much they're allowed to do!

Here's a practical way to get started:

Jeremy Watkin, Head of Quality at the outsourced contact center FCR, told Shep Hyken on Amazing Business Radio that he regularly asks employees for the top customers requests they have to say "No" to.

He then works with the team to find ways for them to say "Yes." There are many ways this can be done:

  • Sharing alternative solutions

  • Clarifying existing authoring

  • Providing new authority, procedures, or resources

Another easy way to put this into action is to establish clear red lines. These are absolute limits for empowerment.

For example, The Ritz-Carlton is famous for empowering every associate to spend up to $2,000 to help a guest. That doesn't mean they automatically spend $2,000! It simply means $2,000 is the red line that can't be crossed.

The key to making this work is for managers to regularly discuss empowerment actions with employees. Employees should never get in trouble for staying under the red line. What managers can do, however, is have a collaborative discussion about the best ways to handle similar situations in the future. 

You can learn more from this empowerment guide.

Do you have a customer service question I can answer? Contact me and I'll do my best to help!

How Zendesk is Making Customer Service Simple

I was lucky to score an invite to Zendesk's Relate Live user conference in New York last month.

This was my first software user conference, though I was assured by conference leader Sarah Stealey Reed that this wasn't an ordinary experience. The event focused on relationships first, software second.

Zendesk's President of Products, Adrian McDermott, made this crystal clear when he described the convoluted process for adding a security certificate to a website.

"This only works for two technical people having a nerdgasm."

The Zendesk approach is to take something that may be a 22-step process and simplify it down to the push of a button.

McDermott explained that the typical Zendesk customer is a Director of Customer Support. That customer is trying to help her customers, not spend time grappling with technology.

"Our challenge as builders is helping her get that job done," said McDermott.

I've seen this first hand, since many of my clients use Zendesk's customer service software. For instance, legal practice management software provider Clio used Zendesk's built-in survey feature to increase survey responses by 600 percent in just two months.

Another example is Zendesk's Answer Bot, an automated tool that helps customers find self-service resources and avoid contacting a company for support. The major benefit is this frees up agents to focus on helping customers who really need a human.

Omnichannel is another opportunity to make service simple.

Many companies manage various customer service channels such as email, chat, and phone in different silos. If you contact a company via one channel such as email, you'll have to tell your story all over again if you move to another channel such as chat.

Zendesk is putting the customer at the center of all those interactions so it becomes a seamless experience from both the customer and support agent's point of view. This removes a barrier to having a human-to-human conversation.

Mikkel Svane, Zendesk's co-founder and CEO, described the need to keep things simple in his opening remarks.

IMG_5673.jpg

Svane acknowledged it is sometimes difficult to keep things simple as the Zendesk platform grows and more features are added. For instance, people could signup for Zendesk and configure the software on their own when it was first launched.

Now, laments Svane, we need customers to call us because it's become more complicated.

That's where Zendesk's customer service vision comes into play.

The emphasis is on people and relationships when you contact Zendesk for support. The idea is to connect Zendesk users with a helpful, empathetic support representative who can understand the customer's needs and help them achieve their goals.

The company's elite service culture is why I profiled Zendesk in The Service Culture Handbook, where you can read about how Zendesk developed its vision in Chapter 12.

The Customer Service Bot That Can Save Humanity 

Robots can be scary.

They sometimes feels like a barrier to real customer service. Such as when you find yourself yelling "Human! Human! Human!" into the phone, only to hear an annoyingly pleasant robotic voice respond, "I'm sorry, I don't understand."

Other times, automation can create service failures. A bot once tried to send me to the wrong airport when it re-routed me after a weather delay. Another bot hilariously joined a Tweet chat and quickly became confused.

Of course, some automation is inevitable. We use the Starbucks app to skip the ordering line. A self-service portal allows us to troubleshoot our devices without calling support. Automation even sent this blog post to you if you subscribe via email.

Will automation eliminate people? 

I recently attended Zendesk's user conference, Relate Live, where I learned about one bot that's actually helping people be more human.

robotfriend.jpg

The Zendesk Answer Bot

Customers often prefer self-service.

This is especially true for easier issues, such as resetting a password. A challenge occurs when customers can't get the answer they want via self-service so they grudgingly contact the company for live support.

Zendesk's Answer Bot tries to save customers from that extra step. We can see how it works with this example from MailChimp, a marketing automation service that uses Zendesk to power its customer support.

Let's say I want to use MailChimp to automatically send new Inside Customer Service blog posts to email subscribers. I search the MailChimp support site but can't figure out how to do it, so I decide to send an email.

Once I hit send, Answer Bot jumps in and scans my email. It helpfully suggests a couple of articles based on what I wrote:

Ah ha! The second article is exactly what I'm looking for.

Now I can cancel that support ticket. No need to wait for a live person since Answer Bot already solved my problem. I can just click on the article and walk through the how-to steps. 

So how does Answer Bot help humans be more human?

 

Restoring Humanity

It was a presentation by Brian Crumpley from Dollar Shave Club at Relate Live that helped me see Answer Bot's true potential. 

Crumpley shared an analysis of Dollar Shave Club email interactions. His data revealed that 40 percent could have been handled via self-service. Even worse, these interactions cost a little more and satisfied customers a little less than transactions that truly needed the human touch.

The company wants its agents to have great, personalized interactions with members. It's tough to do that with more transactional issues. The customer generally wants a quick answer and to be on their way. 

High volumes also make personalization difficult. If there's no budget to add extra staff, agents find themselves racing through contacts just to keep up.

Enter Answer Bot.

Dollar Shave Club implemented Answer Bot to help deflect some of those self-serviceable contacts. After six months, Answer Bot was handling nearly 5,000 contacts per month that would otherwise have gone to an agent.

Those contact deflections gave Dollar Shave Club some extra capacity without adding staff. Here's how Crumpley was able to use it:

  • Expanded live chat availability

  • Created a knowledge base task force to further improve self-service

  • Debuted a Customer Insights magazine

Best of all, agents now had bandwidth to provide a bit more human service to customers who really needed it.

 

What's Next?

Forrester predicts that robots and artificial intelligence (AI), collectively referred to as "bots," will replace 7 percent of US jobs by 2025.

I'm hoping for a different trend.

History tells us the proliferation of automated teller machines actually led to an increase in bank tellers. The teller role just became more sophisticated since they were called upon to handle fewer simple transactions. 

I noted this is a 2016 post:

  • Robots = good at simple transactions

  • Humans = good at complicated transactions

Other customer service roles can follow a similar path. This should free up humans to be more human when customers really need it.

Your Inventory Problem is Hurting Customers

It was a scene straight out of the movie, Office Space.

The Vice President of Customer Service called a meeting of directors, managers, and supervisors. He stood under a banner that read "One Call Resolution" and proclaimed that solving customers' issue on the first call would be our focus.

Just like in the movie, people listened silently though nobody really believed him. 

Cost savings was the motivation behind this initiative. Repeat calls cost money and the company was light on cash. The VP was getting pressure to cut costs.

Unfortunately, the initiative started and ended with that meeting. The "One Call Resolution" banner was the only tangible step taken to improve.

Meanwhile, the solution to the problem was literally sitting in the parking lot.

inventory.jpg

The Returns Mess

The One Call Resolution meeting happened in 1998.

I was a call center training supervisor at Chadwicks of Boston, a catalog company that primarily sold women's clothing. The number one reason for repeat calls was a customer checking the status of a return or exchange.

Customers would mail back an item expecting either a refund or a replacement item sent out in exchange. A couple of weeks would pass and they'd call to check the status.

Tracking packages was a lot more difficult back then. We didn't have handy websites that told us the precise location of a shipment. There were many times when the best a customer service agent could do was tell the customer we hadn't received it yet.

The truth was we probably had the customer's shipment on site. 

At any given time, we had a backlog of six weeks worth of unprocessed returns. These packages were in truck trailers parked at our warehouse, waiting for our warehouse returns staff to open them and record each return or exchange in our computer system.

The company's average return rate was 25 percent. I'll save you the math—a six week returns backlog meant 3 percent of the company's annual inventory was sitting in the parking lot, completely useless.

Put another way, that inventory was worth about $6 million.

 

Money Hiding in Plain Sight

The returns backlog was a known issue. So why wasn't it solved?

A lack of resources was frequently blamed. The issue was really more complicated than that. Customer service came out of one budget. The fulfillment center, which processed the returns, came out of another. 

The challenge was the fulfillment center was under the same pressure to cut costs that the customer service department faced. It's managers didn't want to invest in the extra staffing necessary to clear out the backlog.

The irony is clearing out that backlog would have freed up a lot of money. You've probably guessed how:

  1. Temporarily staffing up to clear the returns backlog would free up $6 million in inventory.

  2. Processing returns faster would reduce customer service calls by 10-20 percent. That's an estimated $1-2 million in additional savings.

  3. Faster returns would increase customer loyalty, which translates to revenue growth.

That extra cash would have helped improve customer service and reduced some of the cost pressure on the call center. 

Alas, it never happened. The cash crisis continued, customers defected in droves, and many people would up losing their jobs.

 

More Ways to Find Money

Inventory issues can plague businesses in many ways. Here are a few more examples.

Dead Space. Inventory takes up valuable warehouse space. Having too much on hand, especially products that don't sell fast, causes a business to over-invest in space or utilize the space it has inefficiently.

Product Confusion. There's a shop in my neighborhood that's full of every random trinket, knick-knack, and gift item imaginable. You'd never guess that the shop primarily provides small business services such as copying, shipping, and private mailboxes. All that extra inventory clutters the shop and makes it more difficult to sell the company's primary services, which ultimate hurts revenue.

Slow Movers. I once worked for a catalog company that sold collectables from the former Soviet Union. We carried some unique items, such as an actual cosmonaut space suit. The challenge was these one-off items were expensive and would often sit in our warehouse for years until we found a buyer. That extra inventory represented a significant investment that hampered the company when it tried to expand and ran into cashflow trouble.

Phantom Stock-outs. In her book, The Good Jobs Strategy, Zeynep Ton shared how phantom stock-outs contributed to the demise of the once-popular Borders Bookstores. A phantom stock-out occurs when the inventory system shows and item is in stock, but it can't be physically located. 

This list can go on and on. 

If your company has physical inventory, I encourage you to look for ways that inventory may be hiding cash that could be used for something else.

New Video: How to Design and Deliver Training Programs

The most common question I hear from new trainers is "Where do I get started?"

Breaking into the field of corporate training, adult learning, or workplace performance can be daunting. There's so much information out there it can leave your head spinning.

Managers and supervisors who occasionally train their employees face an even tougher task. They naturally want to be solid, competent trainers but don't have the bandwidth to spend years becoming an expert.

My latest LinkedIn Learning training video aims to solve that problem.

Part of the course was filmed in front of a live class. Photo credit: Samantha Coveleski-Mazur

Part of the course was filmed in front of a live class. Photo credit: Samantha Coveleski-Mazur

Overview

There are a few elements to this course I really like.

It provides all the information you need to design and deliver effective training classes. The entire course clocks in at 1 hour, 29 minutes, but the best part is you can easily skim and scan to watch the segments that are most relevant to you.

Part of the video was filmed in front of a live workshop. This class was a mix of seasoned training professionals and people completely new to workplace learning. The live class gives you a chance to see how other people reacted to the exercises and activities.

There are even a few bonus topics thrown in:

  • Creating an individual development plan

  • Managing breaks effectively

  • Delivering training via webinar

 

Preview

This short preview video provides an overview of the course.

Resources

LinkedIn Premium subscribers can access the course on LinkedIn Learning. You can find the course on Lynda.com if you have a subscription on that platform.

Don't have access to either? You can get a 30 day trial to the entire Lynda library here.

Harold Stolovitch and Erica Keeps generously allowed me to reference their five step training model in the course. I first discovered this in their class handbook, Telling Ain't Training. I highly recommend this guide for any new or aspiring trainer.

More experienced trainers may also want to dive deeper with these courses:

Quickly Fix Agent Performance on the Cheap

Contact center leaders are constantly trying to improve agent performance.

Some solutions are costly. Others are time consuming. Still others require support or expertise that's not readily available.

There are some solutions that are easy. You just need to know where to look.

I reached out to 11 contact center leaders and asked them to share a favorite technique they've used to improve agent performance in some way. The only caveat was the idea had to be implemented with very little time, money, and resources.

Here's what they shared.

Brad, Standing, cropped LOW res.jpg

Brad Cleveland. Author, speaker, consultant, Brad Cleveland Company, LLC. Twitter: @bradcleveland

Explain the “why” behind schedule adherence, the importance of being “in the right place at the right times.” The relationship between staff and service level is not linear – it’s exponential. Every person has a significant positive impact on wait times—a ripple effect far beyond the contacts they directly handle.


gregcollins.JPG

Greg Collins. Chief Customer Office, SalesLoft. Twitter: @greg_p_collins

Highlight an Agent for great service at your next team meeting, presenting them a funny trophy for their desk (think old bowling trophy from Goodwill). When presenting for the first time, establish the expectation that this is a weekly award, to be pasted by the current recipient to another team member in each subsequent team meeting.


natebrown.jpg

Nate Brown. Director of Customer Experience, UL EHS Sustainability. Blog: Customer Centric Support. Twitter: @CustomerIsFirst

Top-down training is great, but there is a special magic that takes place when leadership, coaches, and agents are unified using a wonderful resource such as The Effortless Experience and dreaming about how to design a better Customer Experience.  While we’ve most recently utilized a “book club” format, our learning together has also taken the form of DiSC, Strengths Finder, and many more. 


Jeremy Watkin. Director of Customer Experience, FCR. Blog: Customer Service Life. Twitter: @jtwatkin

Regular, short one on one meetings with agents are useful for a couple reasons. First, they keep your connection with team members strong and are a terrific forum for investing in their continued personal and professional growth. Second, they are a great opportunity to quickly review job performance and regularly set and discuss goals and expectations.


jenny_dempsey_headshot.jpeg

Jenny Dempsey. Social Media and Customer Experience Manager, NumberBarn. Blog: Customer Service Life. Twitter: @jennysuedempsey

When you give CSRs the opportunity to show gratitude in ways other than just “thanks for calling”, it opens the doors to building unique relationships with your customers. It costs under $100 to create and set up a station in your office with thank you cards, markers, stickers, crayons, stamps and allow your agents to connect with customers on a whole new level.


toddhixson.JPG

Todd Hixson. Director of Workforce Management, VIPdesk Connect. Twitter: @Huskerhix

Schedule adherence is not meant to be perfection, rather trying to maximize opportunity to help customers. Going to break a few minutes early is better than trying to go exactly on time and getting caught on a call. Make a “break window” for your team that is 50% of your AHT helps ensure best chance at best capacity.


mathew-patterson-headshot.jpg

Mathew Patterson. Customer Service Evangelist, Help Scout. Twitter: @mrpatto

I struggled to get the team to consistently do a ‘review’ task that was important but never urgent. I had an engineer spend 15 minutes on a live ‘leaderboard’ that showed who had and had not done their weekly reviews. Making the tasks more visible and very mildly competitive was enough to change the behavior of the team almost immediately.


jeremyhyde.jpg

Jeremy Hyde. Customer Care Manager and Vendor Oversight, UCare. Twitter: @JeremyHyde_

I believe in finding ways to lead by example. Walk the talk. Example, if you are looking to improve the quality of your customer experiences find a way to demonstrate what that looks and sounds like. I’ve done this by having my team listen to and audit my calls or listen in on escalations that I took over.


jacobshields.jpg

Jacob Shields. Call Center Manager, CCI Systems. Twitter: @jacobshields20

Team leads listening to live calls while they work on other tasks. This allows them to pick-up on the tone of a call before it may become a concern or escalation. This allows them to coach an agent live, follow-up with them afterward on improvements, or let them know of their outstanding job!


BethG-sm.jpg

Beth Gauthier-Jenkin. Vice President, Customer Care, Gopher Sport. Twitter: @GauthierBeth

Ensure people understand the Purpose, Process, and Payoff of missed performance standards. Learning improves when people understand why they are asked to do something (purpose). Performance improves when we show them how to do it (process). If we can demonstrate how strong performance serves customers and supports their individual success, motivation increases because they see value (payoff).


David+Bugs1_Portriat (1).jpg

David Perry. Customer Support Manager, Clio — Legal Practice Management. Twitter: @davidjp87

Empowered agents are engaged ones. We encourage our staff to seek out opportunities beyond their day jobs that help them grow. However, they must nail their day-jobs first and foremost. They are driven to maintain high standards of productivity, because they are rewarded with work that will develop them further. This drives performance and grows the organization.


Additional Resources

Download the Quick Fix Checklist to diagnose many common challenges.

You can find even more tips to quickly fix agent performance with this training video on LinkedIn Learning and Lynda.com.

You'll need either a LinkedIn Premium subscription or a Lynda account to view the full course. Here's a 30-day trial to Lynda if you don't already have one.

The Outsized Impact of Invisible Service Providers

I was recently in Watertown, South Dakota for a speaking engagement at the Watertown Convention and Visitors Bureau.

Whenever I deliver a keynote presentation, I like to prepare by talking to a few people I know will be in the audience. It helps me tailor the message to the group so it becomes more relevant.

This event focused on creating a service culture for the local tourism industry so I wanted to ask people how they wanted visitors to feel about the service they received.

Jeri Warne, was one of the people I spoke with. Jeri is the general manager of the Country Inn and Suites in Watertown. She told me she wanted people to feel welcome, the way you might make a friend feel if they were visiting you.

My experience staying at her hotel matched the vision. I received a warm and friendly greeting from Zack at the front desk. He already knew who I was, which was pretty amazing. Paul approached me and offered me a beer when I finished checking in. (The hotel hosts a guest reception on Tuesdays.)

Maria also made my stay a great one, though we never met. She's the room attendant who made sure my room was clean and welcoming.

There's a good chance your business has invisible service providers like Maria. Here's how to make sure they're serving your customers well.

This nice note card made Maria "visible" even though I never met her.

This nice note card made Maria "visible" even though I never met her.

Who is an Invisible Service Provider?

An invisible service provider is someone the customer never sees or directly interacts with. 

Their service often goes unnoticed if they do their job well. And when things do go wrong, it's a customer-facing employee who will serve the upset customer.

Here's a couple of examples:

The next time you fly, think about the baggage handler who made sure your luggage got to your destination. A cleaning crew made sure your plane was cleaned between flights. A caterer stocked the galleys with snacks and drinks. 

When you eat out, a dish washer ensures the dishes are clean while a cook prepares a fabulous meal.

Or the next time you order something from Amazon, take a moment to wonder about the small army of people who magically make your package appear so quickly. (I toured an Amazon fulfillment center and it was fascinating.)

Now pause and identify any invisible service providers in your organization. 

  • They don't directly interact with customers.

  • Customers will notice whether or not they do their jobs.

  • Someone else will serve the customer if things go wrong.

 

Why is their impact outsized?

Invisible service providers have an outsized impact for a few reasons.

First, people tend to really notice when something goes wrong. Let's go back to the baggage handler example. If you've ever had a suitcase lost, delayed, or misrouted, you know how much of an epic hassle that can be!

Second, someone else has to handle the problem. Consider the employees who work in an airline's baggage office. They spend their days serving customers who are upset about lost bags, even though they weren't the person who caused the problem. Over time, too many problems can create resentment and erode team cohesion.

Third, leaders often discount the impact of invisible service providers because they aren't customer-facing. These employees are often left out of customer service training. Their performance is often judged more by productivity than customer impact.

 

How can you help service providers become visible?

Elite organizations understand the impact invisible service providers can have on customers. Here are just a few examples of things you can do to get these employees to become more visible and customer-focused.

Start by identifying these employees in your organization.

Next, work on making them visible. I refer to them as invisible service providers to highlight the problem, but it's not a very nice term. Try to find ways to connect these employees with customers. 

Here are some examples:

  • Restaurants put a video monitor in the kitchen so cooks can see customers. (Customer satisfaction increases dramatically in restaurants that do this!)

  • Software companies have developers spend time answering support tickets.

  • Fulfillment center workers read verbatim feedback from customer surveys.

  • An airline had it's baggage handlers and other "under the wing" workers attend customer service training alongside gate agents.

  • Hotel room attendants leave note cards in guest rooms to introduce themselves.

Finally, make sure all employees understand how they serve customers. I recommend every employee be able to answer three questions about the customer service vision:

  1. What is it?

  2. What does it mean?

  3. How do I personally contribute?

How a Customer Service Vision Helps Startups Scale

A few Customer Service Tip of the Week subscribers have recently emailed me with the same question.

"Our startup's customer service team has started to grow from one person to a department with multiple employees. How do we keep everyone customer-focused?"

My answer is always the same. 

The first step is to create a customer service vision. This is a shared definition of outstanding customer service that points everyone in the same direction. 

Here's why you need one, what it can do for your organization, and how to create one.

Why Your Startup Needs a Vision

A big challenge happens whenever a company founder starts hiring employees.

Founders know what they want. They have an idea of the culture they'd like their business to have. A driving passion to solve a particular problem keeps them up at night.

All of that is locked in the founder's head.

A customer service vision helps founders get those ideas out of their brains and share the core of the company they're creating. The vision should articulate exactly what you hope to do for your customers so everyone can clearly understand. 

The vision also becomes a compass that points you in the right direction whenever you need to make a critical decision. Which leads us to what it can specifically do for your organization.

 

What a Vision Can Do

A customer service vision can help startups both strategically and tactically.

On a strategic level, decision-making gets easier. Customer-focused companies reduce internal friction by aligning key processes with a central vision. For example:

  • Goals: what should you measure?

  • Hiring: how do you decide someone is a good fit?

  • Training: what training do employees need to be successful?

  • Empowerment: what authority, tools, and resources do employees need to serve customers?

  • Leadership: what messages should leaders consistently reinforce?

On a tactical level, the vision should guide employee decisions. It's impossible to anticipate every customer service scenario, especially in a startup. A customer service vision provides clarity when there isn't an established procedure.

 

How to Create a Customer Service Vision

You can use this step-by-step guide to walk you through the entire process. Here are the highlights:

First, make this a team effort. You want to involve your employees in writing the vision so it will be authentic and meaningful. Visions often fail to become widely adopted when leaders make up the vision on their own.

Second, a good customer service vision adheres to three criteria:

  1. It's simple and easily understood

  2. The vision is focused on customers

  3. It accurately reflects the company now and the company's future aspirations

Clio provides a great example. The company provides cloud-based legal practice management software. As a young startup, the company developed this vision:

Our goal is to help our customers succeed and realize the full value of our Product. This results in Evangelists and less Churn. 

The third step is to make sure all employees know and understand the vision. Each person should be able to answer three questions:

  1. What is the customer service vision?

  2. What does it mean?

  3. How do I personally contribute?

Now comes the hard part. 

Customer-focused startups don't allow a customer service vision to be a one-time project. Rather, the vision should guide the company's growth and operations for years to come.

You can learn more about how to chart your course from The Service Culture Handbook: A Step-by-Step Guide to Getting Your Employees Obsessed with Service. Single copies are available on amazon.com.