Tag Archives: Measure Results

3 Ways to Cheat Customers (and Get Away with It)

When seeking ways to cut costs from your business the easiest way is to short-change your customers.  After all, you can’t really skimp on creating the product, because if you did no one would buy it to begin with.  But once you have your customers’ money, there’s no easier way to increase profitability than to limit customer service expenditures.  Support costs too high?  No problem:

  • Outsource – There are loads of up-and-coming markets where laborers are willing (grateful even) to work for 50% the wages.
  • Decrease support hours – If you can’t find cheaper labor, have your team work fewer hours, or days.  (See article: USPS reducing number of delivery days.)
  • Fire your qualified representatives and replace them with unqualified service representatives – Not as obvious as other options, this one guarantees that your internal metrics like ASA (average speed of answer) remain pristine while you cut costs.

April Fool’s! (Did I “trick” you?)  If you’ve read any of my previous posts, you know that I do NOT endorse this approachCutting costs is not the same as saving money.  Yet companies quite often resort to twisted logic like this when they seek ways to boost bottom line performance.

Is there a way to improve bottom line performance while outsourcing, for example?  Definitely.  The key is to keep the customer experience in mind.  Outsourcing itself isn’t bad.  The company to which you outsource service must understand your goals and must have incentives when they perform and penalties if they don’t.  If one service goal is to pick up calls quickly, it makes sense to track ASA.  But if your goal is customer satisfaction, measuring NetPromoter scores makes more sense.  (Ideally, your company has already identified how strongly ASA and customer satisfaction are related.)

Are there legitimate ways to cut costs in the methods above?  Absolutely but only if your company keeps customer needs foremost in their minds.  Otherwise, expect heavy losses in customer trust, loyalty, and business.  And expect customers to be [negatively] vocal about your products and services.

The pivot point(s): (1) cheating customers eventually harms the enterprise and (2) the key to implementing cost-cutting measures is to continue to deliver a quality customer experience.

April Fool’s aside, which companies have you worked with who were willing to cheat customers out of their hard-earned money to satisfy their demand for short-term profitability?

Steps to Employee Engagement

I read a good post at HBR not too long ago whose premise was that if your employees don’t know what your company does, it’s unlikely your customers will.

Unfortunately not only do employees not know what the company does, they don’t know that what they do matters!  You can amplify your value to your customers (hence your company) as a leader/manager by developing engaged employees:

  1. Knowing what your company does – Read Tony Tjan’s post for some good ideas.  “Your Employees Have No Clue What Your Company Does
  2. Translating it into simple language – Google’s done a great job of this.  “Google’s mission is to organize the world’s information and make it universally accessible and useful.”  And a laugh from the other end of the spectrum (yes this is true),  “… to scout profitable growth opportunities in relationships, both internally and externally, in emerging, mission inclusive markets, and explore new paradigms and then filter and communicate and evangelize the findings.”
  3. Explaining how employees contribute to the company’s success – This linkage is the critical piece to linking engaged employees to your company success.  In my experience this link is often ignored, especially in supporting functions (e.g. a Human Resources employee in a Legal Firm).  If the HR specialist doesn’t understand that the benefits program, 401K plan, and compensation policy contribute to the firm’s success, how much passionate engagement will an employer get?
  4. Measure performance and communicate results – Seems simple, but knowing what you do is different than knowing how you do.  How does my performance stack up against my peers’?  How does it compare to my performance last year?

Being able to articulate what the company does is a start. But turning that knowledge into passionate engagement comes from strong management!  The pivot point is that employees who know that what they do is valued and that their improved performance is noticed can increase profits and move your company towards its goals.