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Use AI to Improve Your Performance - 7/23/24


Many companies are integrating Artificial Intelligence (AI) into some aspect of their business.  This could greatly change how they operate, how they communicate with customers. This AI wave reminds me of a story from 20+ years ago when a stock brokerage firm launched a new website that greatly enhanced the Read more

The New Burger Experience - 7/16/24


Floyd loves a good hamburger. Any chance he gets to try a new spin on an old standby, he takes it. Recently, a burger joint opened near his house, and Floyd was very excited! It was owned by and named for a world-renowned chef, so it had to be Read more

Boost Customer Happiness - 7/9/24


There’s a cooking show that a friend of mine watches, and the premise is all about reverse engineering food.  They may take a Reese’s Peanut Butter Cup, analyze it, and determine the ingredients just by tasting it.  Then they figure out a recipe.  The cook will try to make Read more

Brainstorm to Better Yourself - 7/2/24


I’ve led enough sessions with clients on continuous improvement topics to have solid experience on how to lead ideation exercises, brainstorming to develop new ideas.  Oftentimes these sessions start with the right question; the first answers may not be the ultimate solution, but they can serve as a jumping Read more

The Power of the Pause - 6/25/24


When I’m facilitating a meeting, and it feels like it’s going off-track or the discussion is going a little longer than it should, I may say something like “let me pause the conversation so that…” or “let’s pause just for a minute and consider…” I don’t like the word STOP. Read more

Handle Interruptions Heroically - 6/18/24


In the middle of a project, Jimbo, the customer service team member, had to stop what he was doing because he received an e-mail from a customer complaining about their experience at a recent event. Later that day, Jimbo was asked by his boss to put everything on hold for Read more

From Employees to Teammates: The Shift - 6/11/24


Be a great teammate. Be a good team player. We’re all part of the team. We’re no longer employees, we’re team members! The phrase “Team” is used in describing co-workers so much more than it was used years ago.  Then, we would be talking about employees, talking about staff, talking Read more

Nurture New Relationships - 6/4/24


Freddie was a new business owner in town.  He was launching a franchise, had acquired some funding from a local bank, and was in search of staff who cared about customer service. All the while, he was in the process of renovating a storefront for his business, so he was Read more

There’s Positivity in Patience - 5/28/24


The employee at the financial services firm was working with a new client on a relatively simple loan.  The documentation was about as clear as it could get to the employee, but the customer had lots of questions.  The employee calmly, clearly, and specifically answered each question.  The meeting Read more

The Goal – A Great Experience - 5/21/24


The following is a narrative of a great experience (people, process, service, facility) at a minor league sporting event – key points that could apply to any business are in bold… Mark and I pulled into the parking lot, excited about the game.  The Slapshots had been on a roll Read more

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3 Key Predictions for 2011 in Customer Service

Posted on December 10, 2010 in World of Customer Service 1 Comment

Understanding current trends in customer service as well as in the economy as a whole has led Customer Service Solutions, Inc. to identify three predictions of what we foresee happening in the world of customer service in 2011:

· The term “Social Media Customer Service” will become more consistently defined, and that definition will involve a focus on more clearly articulating how Social Media customers differ from those who look elsewhere to interact with businesses. But with each new entrant into the Social Media space, companies will struggle with how to address additional customer service touch points consistently and efficiently.

· As the economy continues its struggle to gain footing, companies will become more strategic and targeted on which customers they want to keep and how to reduce the cost of serving low profit customers. Arguments will rage over whether to and how to “fire customers.”

· Fearing employees are at a breaking point with being asked to continue to do more work while still retaining customers, businesses will invest more heavily in morale-building culture initiatives and process redesign and reengineering activities.

In other words, 2011 will be about enabling employees to be successful with limited resources, being more targeted in when/where/how to serve customers, and learning how to engage the social media world with customer service that is consistent and efficient across the enterprise.

What do you think about these predictions? What do you think will happen?

Interested in improving your company’s customer service? See more at our new website! http://www.cssamerica.com/

Read our New Book – “Ask Yourself…Am I GREAT at Customer Service?” http://www.amigreatat.com/


Contractors Determine Your Reputation?

Posted on December 9, 2010 in Business Advice, Education, Sports Please leave a comment

Columbus City Schools are coming under scrutiny recently because of their bus system. Do buses sometimes pickup/drop-off late? Yes, but no K-12 system is perfect.

What has made them come under scrutiny is that the school system apparently doesn’t know how often buses are on time. Why? According to an article on dispatch.com, it’s because the service is outsourced, and the vendor doesn’t supply that information.

While the school tracks complaints (what we call “external” metrics of performance, since the data is collected from an external source – the parent), there are few internal operational metrics (like departure, arrival, on-time performance) reported within the school system.

This is a microcosm of what organizations need to be wary of when they privatize, outsource, or contract out services. Having an outside organization provide a function does not allow a business to abdicate responsibility for the quality, timeliness, or service-level of that function. To the customer, that contractor IS your business.

We’ve worked with many sports organizations, and a common issue for them is the staff who provide security or take tickets or man the concession stations or serve as ushers are rarely employees of the teams, but they often have a huge impact on the customer’s experience.

When you contract out to others, make sure you have metrics in place to measure their performance. Make sure you have processes in place to ensure their quality. Make sure you train them on your customer service standards and philosophies. Make sure you – whenever possible – have service-level agreements which require them to perform to a certain level to get full compensation.

Make sure if the contractor’s performance can determine your reputation, that you’ve done everything possible to ensure that performance is great.

Read our New Book – “Ask Yourself…Am I GREAT at Customer Service?” http://www.amigreatat.com/

Interested in improving your company’s customer service? See more at our new website! http://www.cssamerica.com/


Another Great Example of “Hire for Attitude, Train for Skill”

Posted on December 3, 2010 in Business Advice, Government Please leave a comment

In Halifax County, Virginia, the retiring Executive Director of Social Services, Betty Wells, reflected on her career. She’s quoted in the Gazette-Virginian article about how she viewed her job. Ms. Wells stated “I see my job as being one that I hire the staff that I think will be the best providers of customer service. Then train them to do their job, let them do their job, expect them to do their job and to do it in a professional way. The employees who work here try to treat everybody the way we would want to be treated.”

In a short statement, she described several keys to great customer service. First, hire people with a propensity to deliver great customer service. Don’t assume every prospective employee enjoys interacting with others, enjoys serving others, would rather meet the need of an individual than complete an administrative task. You’ve got to hire for the right attitude. It’s a lot easier to train someone in a skill than to re-wire someone’s attitude.

Second, formally train the staff – don’t just put them with a co-worker for a day of on-the-job training. Invest in creating a certain high standard of performance from your new staff. I used to work with Accenture (then Arthur Andersen) in the management consulting division. They sent all new hires to a college they owned in Illinois for 3+ weeks to train them in the skills they needed, the work ethic they desired, the culture they wanted, and the method of performing work they expected. While you may not have the time or funding available for 3 weeks of training, you need to devote enough training to ensure high productivity, adherence to key processes, high quality, and an understanding of the culture from Day 1.

Third, tell staff what you expect of them. Many staff complain (when they get their evaluations at year-end) that they didn’t know what was expected, or they didn’t know they weren’t meeting expectations. The more clear you are with your expectations of staff, the better the staff will meet them.

Finally, apply to Golden Rule of customer service to your job. Most recurring customers care how they’re treated, and more than 2/3rd of lost customers leave because they perceive you’re indifferent. You want others to care about you and your needs; treat others likewise.

Learn a little about customer service from this social services leader.

Read our New Book – “Ask Yourself…Am I GREAT at Customer Service?” http://www.amigreatat.com/

Interested in improving your company’s customer service? See more at our new website! http://www.cssamerica.com/


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