Tag Archives: Benefits

Setting Your Company Apart in a Commodity Market

In a recent Business Week article about JPMorgan and Bank of America we learn that bank consolidation has led to unhappy customers.  Not surprising really and tough to think of this as “news”.  Clearly, pushing two behemoths together causes change.  Banks know they can benefit when they leverage economies of scale and so M&A activity is an attractive option.  What they seem to have missed is that these benefits should extend advantages to their customers too!

I don’t understand why bank-owners (which now largely deliver a commoditized service) think they can cut corners on customer service.  I’ve written before about three controllable dimensions of service: cost, quality, and speed.  In a commodity market cost and speed are equal which is why companies like Bankrate even exist.  Customers see little difference between one bank and another.  And because costs to switch are low consumers can choose with whom to do business.  Bankrate provides the perfect answer.

In a commodity market, only service differentiates.  (In this example of bad PR, the Bank of America and JPMorgan are definitely not creating positive differences.)  Excellent service creates strategic advantages which:

  • Protects your existing customer base,
  • Generates positive word of mouth, and
  • Attracts new customers.
  • (Repeat as needed to develop your business.)

About the only thing that does make sense in this article is the bank’s reticence to comment publicly about the poor customer service they are delivering.  What can they say?  “We are improving shareholder value by short-changing our customers.”

The pivot point is that spending money on customer service should be considered an investment, not a cost.  Wells Fargo’s customer satisfaction has benefited after acquiring Wachovia, a company with high customer satisfaction.  Part of Wachovia’s value to their customers and to their shareholders comes precisely from their investment in a customer-focused culture.

With all this Global Warming, Why is my Company Frozen?

Boardrooms and conference rooms across the globe have pretty much frozen up in the wake of economic uncertainty and what feels like the “new world” or decreased consumer spending, low interest rates, and growing unemployment rates.

Individuals and companies alike are playing by rules they haven’t seen in years.  The “new” economy of the late 1990’s wasn’t so new after all.  And the “old” business maxims have not withered and died.  Companies must stop the hemorrhaging, sure, but those who will find a way to thrive despite the economy will be those that make prudent investments now.  Invest in the business by developing and expanding markets.  Increase your marketing.  As competitors trim budgets, advertising dollars go that much further and fill an even larger void.

Invest in your customers for a variety of reasons:

  1. It is easier (i.e. cheaper) to sell to your existing customers than acquire new ones.
  2. Your customers are already invested in your success.
  3. Your products should be providing value to your customers.  Are they?  If the products don’t provide value, what can you do to make that change?
  4. Valued customers tell prospects of your greatness and thus remain one of your most trusted marketing/reference assets.

We had a saying in the Navy that seems particularly appropriate now.  “Sins of omission are greater than sins of commission.”  Or to quote Alfred Lord Tennyson, “Tis better to have loved and lost than never to have loved at all.”  Same ideas really.  Take risks, make decisions.  David Silverman echoes these thoughts in a recent post on moving through fear.  You can remain frozen by inaction, or you can seize the day.

The pivot point is that these are Darwinian times when the best and boldest survive and the outdated become extinct.  After all, you shouldn’t count on global warming keep your company from freezing in place… look what it did to the dinosaurs!

Cutting Costs vs. Saving Money

There is a big difference between cutting costs and saving money.  Although both are looking to free up budget resources, saving money is helpful while cutting costs is harmful to organizations.  Here’s an example to illustrate the difference between the two.

To save money, you and your family can turn off lights in rooms without occupants.  To cut costs you can turn off lights in all the rooms (occupants or not) and stumble around increasing the risk of falling and hurting someone.  Too often businesses mistakenly believe cutting and saving are synonymous.  Ask these questions to determine what’s happening in your company.

To save money does your organization:

  • Spend less because it didn’t need to be spent in the first place?
  • Prioritize across the company, instead of within a department?  More importantly, does your company have the discipline to de-prioritize?
  • Use the occasion as an opportunity to realign and agree on strategic initiatives?

To cut costs does your organization:

  • Play “I told you so” political games by intentionally cutting costs in areas they know will be painful to another part of the business?
  • Eliminate staff/hours without eliminating work? **
  • Change the level of service it delivers to customers?

Companies that save money check room for occupants.  They examine consequences to the firm before turning off lights.  At the other extreme, cost-cutting companies stumble around in the dark hurting themselves, their employees and their customers.  Some good ideas (and one I don’t favor) here.

Asking employees to shoulder added burdens through more work is a management failure to prioritize and set direction.  Providing inferior products or service to customers is an open invitation to your competition.

The pivot point: when times are tough we owe it to employees and customers to save money before cutting costs.

** I call this the “Golden Employee Paradox”.  Companies think they are doing a good thing by firing marginal employees first.  But since the workload doesn’t change, remaining “golden” employees must do more individually to maintain the same output.  The people who remain are the stronger ones who have employment opportunities elsewhere.  Paradoxically, the very people the company wanted to save in the first place leave as fast as they can.