Define Your Customer Experience Strategy

Do you know what your differentiating factor is when it comes to customer loyalty? What is the deciding factor that makes them buy from you time and time again? Having good salespeople, outstanding discounts and unforgettable advertising are nice but what draws customers in?

The overall experience is what keeps customers loyal and continuing to darken the doorstep of your establishment. Having a strategy in place and empowering your employees to execute that strategy is of the utmost importance.

How do you stand out from the guy around the corner that offers the same products and services you do? Customer experiences, the value you bring to the transaction.

In "Customer Experience Strategy", Lior Arussy talks about three steps for keeping your customer experience strategy fresh, timely and effective...


Deliver: "Execute your customer experience strategy. How do you perform at the moment of truth? Do you succeed? If you fail, why? And what will you do differently? Compliant resolution will be a big component of this discussion."

Be proactive, Not reactive.

When you truly execute your customer experience strategy, you will find yourself in a proactive situation instead of a defensive reactive response pattern.  Customers will be spreading positive comments about your organization through word of mouth, social media and other likely outlets.   Having satisfied customers that sing your praises is the single best marketing advantage an organization can have in today’s marketplace.  

The proactive approach allows for your message to be consistent and delivered with purpose.  It allows for a strategic viewpoint to the changes in the marketplace and therefore the changing demands of your customers.

"40% of loyal customers are willing to pay a premium of 10% 
or more when they receive great experiences."

But is it too late? If the customer has already complained in a public form like Twitter, Facebook or a blog...could it be too late to resolve the issue? According to companies like Southwest, Ikea and Boingo, it’s not.  All of these companies consistently reach out to unhappy customers via social media and offer to resolve the unpleasant experience. Nobody wants to be associated with a hashtag fail! That can haunt you on Twitter for years to come.  In other media outlets, taking a transparent and sincere approach with customers and employees is a win-win.

Measure: "Measure the progress and the impact of the customer experience strategy on loyalty. What are the right metrics not only for your organization as a whole, but also for departments and individuals? How do you determine which metrics to pay attention to? You’ll examine which metrics to ignore, and which to highlight, both internally and externally."

Customer care surveys are key! Companies like Old Navy, Wal-Mart and Ulta appreciate feedback so much that they offer discounts just for calling in or going online and answering a few questions as follow up for a recent trip to one of their retail locations.  Not only do they gather information on their products but they ask about location and staff as well.

Change with the times...AND your customers.

Redefine: "Continue an on-going reinvention process. How do you put continuing experience governance in place and make it effective? Changes in technology and in taste dictate a constantly evolving set of experiences to delight customers."

Redefining is pretty self explanatory, but think about it for just a minute.  How do companies stay successful and in the forefront of their industry? They evolve! They change! And so do your customers and what they want from each and every interaction with your company.

And now you might be wondering, is a customer experience strategy worth it? Absolutely!

For more information on gathering customer feedback on the experience you provide, your staff and your products, call LMI to talk about a Customer Care Survey today!

TeamLMI consultants are certified by leading assessment providers, such as Hogan, CCL, TTI and LMI
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Why Goal Setting Matters

  • Research suggests that 95% - 97% of the people in the world do NOT have written goals and fail, while 3-5% have written goals and succeed
  • Goal Setting is a powerful way to build self-confidence and self-esteem
  • Fear of Losing - Many people do not set goals because they are afraid they will be criticized for not reaching them
  • Fear of Winning - Odd as it may seem, some people do not set goals because they fear success
  • "I find it fascinating that most people plan their vacations with better care than they plan their lives. Perhaps it's because escape is easier than change" - Jim Rohn

Why Management Training?

  • Only 17% of managers are effective at getting results--most struggle to balance short and long term responsibilities1
  • According to a recent 20 year study involving over 800 people, employees with competent management are 30% less likely to develop heart disease2
  • Only 15% of managers have any management training and yet are held accountable for the performance of others
  • Management training is often subjective, sometimes even negative and destructive, and not validated by scientific evidence
  • An evidence-based model for effective management exists and it can be learned1

1Hall, J. (1988). Models for management: The structure of competence: Classic theories and facts about managing people
2Kivimaki M, Ferrie JE, Brunner E, Head J, Shipley MJ, Vahtera J et al., (2005). Justice at work and reduced risk of coronary heart disease among employees: The Whitehall II Study.

Why Testing Matters

A recent McKinsey & Company study noted, “A” performers are 50-100% more productive than “C” performers. So, how does an employer identify potential “A” performers? By using a structured selection process...

The information that managers want...

  • Violent/Bizarre Behavior - 54%
  • Personality Traits - 52%
  • Work Habits - 48%
  • Reason for leaving previous employer - 44%
  • People skills - 43%
  • Overall Impression - 35%
  • Special skills - 34%
  • Salary History - 30%

*Society for Human Resource Management Survey of 1,331 Personnel Managers