What is a Net Promoter Score® (NPS)?

The Net Promoter Score, or NPS®, is based on the fundamental perspective that every company’s customers can be divided into three categories: Promoters, Passives, and Detractors.

By asking one simple question – How likely would you be to recommend XYZ Company to others as a good company to work with? – you can track these groups and get a clear measure of your company’s performance through your customers’ eyes. Customers respond on a 0-to-10 point rating scale (10=extremely likely; 0=not at all likely) and are categorized as follows:

• Promoters (score 9-10) are loyal enthusiasts.
• Passives (Neutral) (score 7-8) are satisfied, but unenthusiastic.
• Detractors (score 0-6) are unhappy customers.

The NPS can be as low as −100 (everybody is a Detractor) or as high as 100 (everybody is a Promoter). A NPS that is positive (e.g. higher than zero) is felt to be good, and a NPS of 50 is considered excellent. To calculate the NPS, you subtract the percentage of customers who are Detractors from the percentage of customers who are Promoters.  

If you would like to find out about your customer NPS, give us a call. We can help you Know More, so you can Do More. Call us toll-free at 1-800-999-6615, email us at mail@tweedweber.com and/or visit us on the web at www.tweedweber.com. Also, be sure to follow us on LinkedIn (Tweed-Weber, Inc.) and Twitter (@TweedWeber).

Are you providing unrivaled customer service?

Because the business climate in virtually all industries has become increasingly competitive, and the marketplace continues to change, it is even more important for all employees of an organization to demonstrate responsiveness and respect toward their customers. This means developing a whole new orientation toward customer service.

Business in general is becoming much more customer-focused in this new era of ubiquitous technology that allows for instant personal contact. Companies are recognizing that the degree to which they meet or exceed their customers' expectations will dictate their relative success in the marketplace. In order to be customer-oriented, it is important that your people understand these expectations and perform accordingly. It is also important that your people develop the knowledge, skills, and attitudes that enable and empower them to demonstrate customer responsiveness and respect.

Two Points of Focus

Unrivaled Customer Service begins with two points of focus, customer expectations and organizational outcomes. Customer expectations fall into two areas: needs and wants. When a customer's problem is solved, his or her needs are met. When a customer is made to feel good, his or her wants are satisfied. Providing unrivaled customer service means that your people understand both your customers' needs AND wants.

The first step in identifying what customers want and need is to ask them. Conducting a Customer Perception Survey to identify exactly how your customers view you is essential to understanding how to satisfy them in the future. Annual customer surveys are a best practice among the top organizations that taut unrivaled service.

Organizational outcomes fall into three areas: quality in fact, process outcomes, and final results. If your organization is not getting the outcomes it needs to survive and succeed, then you risk being marginalized in the market, or worse yet, going out of business. It is critical that you are able to balance customer expectations with organizational outcomes.

The Internal Customer/Supplier Chain

Experience shows that most external customer disappointments are created by internal process problems. Often, people within the organization are not working together to serve the customer. An effective way to deal with this is to clarify the internal customer/supplier chain. Every employee in your organization has other employees who are their internal customers. Everyone also has internal suppliers, people they depend on for support to do their jobs.

Organizations with a focus on unrivaled service work hard to clarify this internal customer/supplier chain. Every person needs to know precisely who his or her internal customers are, and what they need and want. Imagine everyone in your organization focusing on their internal customer, and working together to serve your external customers.

Knowing what your customers need and want and delivering it are two different things. The critical ingredients in are people and processes. First, your people must have the knowledge and skills to serve your customers effectively. Second, your internal processes must be designed for unrivaled service.

If you are trying to differentiate your organization through unrivaled service, we can help. Call us toll-free at 1-800-999-6615, email us at mail@tweedweber.com and/or visit us on the web at www.tweedweber.com. Also, be sure to follow us on LinkedIn (Tweed-Weber, Inc.) and Twitter (@TweedWeber). Tweed-Weber can help you identify what your customers need and want, not only today, but in the future, so that you can be the consistent market leader.

Tweed-Weber Announces a Turnkey, Cost-Effective Library Board Self-Assessment

Reading, PA - Tweed-Weber, Inc., a research and strategic planning consulting firm that works with numerous libraries and library systems in Pennsylvania, is pleased to announce a turnkey process for library board evaluation. The Library Board Self-Assessment was developed to allow a board to assess:

• How the board operates structurally
• How the board operates behaviorally
• How the board performs its duties
• How well board members operate individually

The Library Board Self-Assessment is 100% confidential for board members and takes only 15-20 minutes to complete. In addition, virtually no staff or management effort from the library is required. Tweed-Weber does all the work with an all-inclusive, turnkey process that includes the assessment, online implementation, data analysis, and a final report.

The ONLY thing a library director or board chair needs to do is forward an email (prepared by Tweed-Weber) to board members asking them to complete the self-assessment. That's it. Tweed-Weber does the rest.

The Library Board Self-Assessment can be delivered in as little as two weeks from the time it is ordered, and once a base year is on record, it is benchmarkable in future years.

The Library Board Self-Assessment was designed specifically to enhance the performance of library boards as they work to transform their libraries into Libraries of the Future. 

For more information, contact Sharon Danks, Vice President, Tweed-Weber, Inc. through any of the following methods: via telephone at 1-800-999-6615, by email at sdanks@tweedweber.com, on LinkedIn (Tweed-Weber, Inc.), or on Twitter (@TweedWeber).

Brand? Humph... What is it Good For? Absolutely Everything!

Brand is a simple five-letter word that holds the fate of a company in its hand. When shopping, we tend to gravitate towards those brands that have the most recognition and deem them as being worthy of time/money (no matter how much cheaper the generic version may cost). Does the name-brand version have different ingredients that make it better than the generic version? In most cases, it doesn’t. It comes down to being psychological, because as a society, we are engrained with this brand is the best, while the other ones aren’t in the same arena.

The idea for the importance of branding dawned on me while I was conducting phone interviews for a client for a perception survey. About almost half of the stakeholders had little to no knowledge of whom or what the exact purpose/mission of the organization was, and most times got it confused with another organization in the area (with a somewhat similar name). This lack of knowledge can simply be defined as a lack of brand recognition, which only takes a simple fix – creating more awareness!

I asked myself, why does branding impact the fate of a company? If the company has a good product, shouldn’t that make it profitable (even if it isn’t name-brand)? Somehow, it all comes back to the brand… but why?

I found this interesting quote by Scott Goodson in his article, Why Brand Building is Important, and it helped shed some light onto this subject for me:

No branding, no differentiation. No differentiation, no long-term profitability. People don’t have relationships with products, they are loyal to brands. In a movement strategy, brands have a purpose that people can get behind. Brands can inspire millions of people to join a community. Brands can rally people for or against something. Products are one-dimensional in a social media enabled world; brands are Russian dolls, with many layers, tenents, and beliefs that can create great followings of people who find them relevant. Brands can activate a passionate group of people to do something like changing the world. Products can’t really do that.

After reading this quote several times, it all started to make sense. No matter what a brand sells, and no matter how good that product may be, the brand is the ultimate selling factor. Like Scott Goodson said, “brands are Russian dolls, with many layers,” they have “beliefs that can create great followings.” In the news, we saw what happened with Chick-fil-A, A&E, etc., when a person’s beliefs were not what the public-at-large believed. Boycotts were started and “loyalties” were hampered for a couple of weeks. But should a brand’s reputation be on the line for one person’s beliefs? In today’s day in age, a brand’s message is what sells the products, and if their message goes against a group’s message, it creates a conflict of interest. It is how a brand can “activate a passionate group of people to do something,” like national movements.

Even with the national movements I just talked about, we will still always go towards something that is more familiar and we know has a good track record, no matter what the product or message may be. Take for example, Sony. We all know it is a reliable brand, plain and simple, but take another electronics company, let’s say Acer, and we double-think about how the product will be because it’s unfamiliar to us. This occurs in every industry, with people gravitating towards the familiar. It’s all about how you can set yourself apart and become the name-brand in your industry. 

But how can you tell if you’re the name-brand in your industry? For starters, a perception survey could be greatly beneficial to your company because not only do you get strategic feedback (either negative or positive, or both), but you get your name out there and draw awareness to those who may be unfamiliar with your company. With designed-personally-for-you surveys, you get the chance to showcase your company – mission, vision, areas of expertise, etc. It’s the “simple” fix your company just may need.

To find out more about our designed-personally-for-you perception surveys and how they can help you KNOW MORE so you can DO MORE, contact Tweed-Weber, Inc. at toll-free at 1-800-999-6615, email us at mail@tweedweber.com, and/or visit us on the web at www.tweedweber.com. Also, be sure to follow us on LinkedIn (Tweed-Weber, Inc.) and Twitter (@TweedWeber).

 

About the author: Gretchen Koch has been with Tweed-Weber, Inc. since 2012 and serves as Operations Manager. She oversees office processes and provides quality control on all market research reports and strategic planning documents.

Tweed-Weber’s Strategic Planning Q&A

1) What is strategic planning?

 

Strategic planning is the process by which an organization envisions its future and develops the necessary procedures and operations to achieve that future. The basic steps of the strategic planning process include preplanning research, SWOT analysis, strategic assumptions, identification of key issues facing the organization, and the development of mission and vision statements, long-range strategies, strategic actions and operational objectives. Overall:

• Defining how you will differentiate your organization in its service area.
• Determining the direction in which your organization should be headed.
• Building change activities into the organization’s daily work activities.

2) Why should an organization do strategic planning?

The primary motive for organizations to do strategic planning is to make decisions based on preplanning research and purposeful thinking. There are many specific reasons for an organization to initiate a strategic planning process, including the following:

• provide a structure for management
• give the organization better control over external forces 
• serve as a tool for decision making and resource allocation
• develop a strategy for innovation so the organization can compete effectively
• bring everyone together in the organization so that they are on the same wavelength
• raise management/employee awareness of current issues and operations 
• reawaken and motivate key people within the organization 
• position the organization for a merger or joint venture 
• create a document suitable for fundraising and/or public relations 
• increase morale within an organization and develop a sense of trust and cohesion 
• set the stage for the organization to make a "quantum leap" to a new level of product/service development or functioning

3) What is the difference between strategic planning and annual planning?

Annual planning has an operational focus and is concerned primarily with concrete goal setting and the scheduling of specific tasks to meet these goals. It does not usually concern itself with an analysis of the external environment or the fit between the organization and the environment. Strategic planning gives explicit recognition to the organization’s outside environment and places an emphasis on the organization’s strategic advantage in meeting the contingencies in this environment. Although strategic planning also involves goal setting, it is broader in scope and much more comprehensive than operational planning.

4) How long does it take an organization to complete a strategic plan?

The amount of time it takes an organization to complete a strategic plan varies greatly depending on a number of factors, including; the size and complexity of the organization, past experience with strategic planning, accessibility of planning data, and time and availability of planning participants. In general, it will take an organization about two to three months to complete a strategic planning process.

5) When should an organization do strategic planning?

While there is no “right” time to do strategic planning, it is usually inadvisable to initiate a strategic planning process if the management team is extremely weak, if there are serious internal conflicts, or if top leadership has recently left the organization. There are advantages to doing strategic planning when the organization is in a relatively strong position, as management may feel more confident about undertaking a serious, in-depth examination of products and services. If things are going well, however, people may feel no real need to change. On the other hand, if the organization is in a state of transition and introspection, there may be more openness to a process of renewal and to consideration of a new direction for the organization.

6) How often does an organization have to redo their strategic plan?

It is a good practice to review and update the strategic plan on an annual basis. For most organizations, adjustments are made at the level of strategies and perhaps goals. Most of the time, changes would not be made on an annual basis to the language of the mission and vision statements unless there have been dramatic changes and shifts in the organization's external environment during the past year.

7) Who should staff the strategic planning activity?

There is no one right answer to this question that would apply to a broad range of organizations. It is typically a mixture of management and staff members. However, it is important for one person to be responsible for guiding and monitoring the process. Even if the group uses an outside consultant, it is still important that there be a staff person on the inside who works closely with the consultant and the strategic planning committee. Typically, this staff person is the president.

8) How much do you mix management and staff in planning?

In general, the planning process will be more productive if it includes participation of management and key staff members. In preparing to plan, one of the important steps is the establishment of the strategic planning committee. All members of the planning committee need to receive an orientation to the planning process so that they understand what strategic planning is, the steps involved, as well as the time commitment required. Beyond the strategic planning committee, other stakeholders can be involved in various information gathering activities including completion of surveys, participation in focus groups, and attendance at periodic review sessions.

9) When implementing the strategic plan, what factors most significantly enhance or inhibit that part of the process?

What is always most critical is the level of involvement that people have while developing the strategic plan. In general, if people are involved in the process in meaningful ways, they will be ready to do their part in implementing the plan that results from the process. The opposite is also true - if people whose involvement is critical to the successful implementation of the plan have not been involved in meaningful ways, they will not be excited about the plan nor will they be very motivated to take some responsibility for implementation.

10) How does an organization stay focused on its vision when there is a major change in the organization's management? Does the organization have to start all over?

If the strategic planning process and the development of organizational vision involved a wide circle of management and staff, it is less likely that a change in leadership will cause the organization to lose focus. You don't have to start over in most cases. In fact, having a strategic plan in place should help in recruiting the new leadership.

If you would like to learn more about strategic planning, give us a call. We can help you Know More, so you can Do More. Call us toll-free at 1-800-999-6615, email us at mail@tweedweber.com and/or visit us on the web at www.tweedweber.com. Also, be sure to follow us on LinkedIn (Tweed-Weber, Inc.) and Twitter (@TweedWeber).

Create an Employee "Think Tank"

The saying, “perception is reality” is never more true when observing employees of an organization relative to how they perform and interact with each other on a daily basis. Having a clear and common understanding of employee perceptions offers enormous opportunities for ideas and improvement in the future. Have you ever wondered how to implement an employee survey to help foster high regard and recognition for employees’ thoughts and opinions, and to help them feel like a valuable part of the team? We can help.  

 

There are different types of employee surveys that help to obtain feedback, and the goal of each of those surveys depends on the questions you want to ask.

 

Employee Climate Survey

 

The typical survey we conduct for our clients is an online Employee Perception Survey, also called a “climate survey.” For this kind of employee feedback initiative, you are trying to understand how employees feel about working at the organization. The following categories are normally used as a basis for asking questions:

• Job perception
• Work environment
• Opportunities for involvement and work improvement
• Management support
• Compensation and career advancement
• Education and training
• Overall understanding of (your organization)

Conducting a climate survey is essential in your efforts to identify areas for internal improvement. Retaining employees is a huge issue for most organizations today, and doing all that you can to create a work environment that fosters respect, teamwork, and loyalty is not only the right thing to do, but a smart one as well. A high level of employee retention positively impacts the bottom line.

 

Employee Think Tank Survey

 

Another type of survey that is gaining speed with our clients is an “Employee Think Tank” survey. For this kind of feedback initiative, you are trying to tap into the minds of your employees by asking more strategic questions that could identify potential opportunities for the company based on what they see and experience at work. The following are some questions to ask employees in this type of survey (just to name a few):

• In our current strategic plan, XYZ actions are described as critical elements for reaching our long-term growth plan. Which one do you feel is most critical to our growth in the future, and why?
• What specific factors do you believe influence customers’ purchasing decisions relative to the products/services we offer?
• What are the top three things you believe customers need most from us? 
• What is one idea you have for making it more convenient for customers to do business with us?
• If there is one area in which you feel we have lost the most ground over the past two years, what would that be, and why?
• What factors do you believe stand in the way of our overall growth?
• What customer service/support activity do you think we should offer to satisfy customer needs/demands, but currently we do not provide?
• Overall, what should we STOP doing or offering because you feel it adds little to no value at all to customers?
• If you became President of our organization tomorrow, what’s the one thing you would do immediately to increase sales, and why?

You would be surprised and thrilled with the depth of thinking and feedback these kinds of questions spark in employees (especially those employees in positions that have direct contact with customers and the marketplace). Because they view the organization from different angles, they provide a holistic snapshot that you can feel confident covers all bases within your operations. Implementing an Employee Think Tank survey will help you see things through a different lens that will help ensure you are not missing the obvious when developing strategies and planning for future growth.

 

How much insight, knowledge, and wisdom is being untapped within your organization? An Employee Think Tank survey will help you find out. We can help you Know More, so you can Do More. Call us toll-free at 1-800-999-6615, email us at mail@tweedweber.com and/or visit us on the web at www.tweedweber.com. Also, be sure to follow us on LinkedIn (Tweed-Weber, Inc.) and Twitter (@TweedWeber). 

Have You Spotted New Customer Trends?

While reading the February issue of Quirks Magazine, I stumbled upon the article “4 customer experience trends for 2014,” and it got me thinking about how with each New Year, new trends are tracked and researched and the things of 2013 are no longer “cool.” This is true with every industry, especially fashion, which turns around new styles each season (sometimes a couple times a season). But how do these new trends of 2014 affect you?

A customer’s experience is the make-or-break for their loyalty with a company. According to the study from New York customer experience management company, LivePerson, consumers are willing to wait an average of 76 seconds for customer service support when visiting a website. That’s 76 seconds for a customer to see if they like, or don’t like, your company.  

Because you only have 76 seconds for a customer to decide your fate, there are some steps you can take to improve the outcome and maintain customers. 

The first is there is always room for improvement. No matter how good one person is at something, there can always be tweaks to make it spectacular. The same goes with any company. In today’s society, consumers are quick to go somewhere else if a deal, service, or product is better – it’s the name of the game. According to Anurag Wadehra, blogger for LivePerson, 33 percent of consumers struggle to help or locate customer service, whereas 49 percent of consumers find websites to be difficult to navigate. By stepping-up your game, those 76 seconds can be a life-changer.

The second is brand trust and loyalty. People tend to stay with or go with companies that have a good reputation and can provide a good quality service. With that said, 78 percent of consumers agree that they will be loyal to a company that provides real-time, one-on-one support. 

The third is, speed and efficiency, especially with our fast-paced society today. Everyone expects to have everything at lightning speed, no matter what the situation. This is especially true with consumers. About three-quarters stated speed and efficiency were the most important factors in creating a great experience.

The last, but not the least, is high-impact moments. How does this affect you? Consumers are looking for anything to help them during their times of need, especially when navigating a website. If you provide the right support, it will be a “high-impact” moment because of the willingness of your company to help them. According to the Quirk’s article, 35 percent of consumers say the actual moment of purchase is when they need the most help. Does your company have an easy, turn-key check out process?

Though this article is driven by trends in the online sector, I thought it was important to write about it because our society is so focused on technology and the impact of this is huge when it comes to companies. It is important to come into the 21st century and adapt to the changes popularized by Gen-Y, since one day they are going to be your biggest customer. As a Gen-Y myself, I know how important it is to have an easy process from navigating a site to check out. I want it to go smoothly and efficiently, and any hiccup makes me go elsewhere. This is true for mostly everyone of my generation because we are used to having everything at the tips of our fingers. How is your company dealing with the shift in technology? Do you think your company is up-to-speed on all of the latest social media, such as Twitter, Facebook, LinkedIn, blogging? Maybe it’s time to analyze the inner-workings of your company and see what your employees are saying about this. 

Let Tweed-Weber, Inc. help your company find its strengths and weaknesses to make your “New Years’” resolutions a reality. Call us toll-free at 1-800-999-6615, email us at mail@tweedweber.com and/or visit us on the web at www.tweedweber.com. Also, be sure to follow us on LinkedIn (Tweed-Weber, Inc.) and Twitter (@TweedWeber). “With every new year, comes a new you.” We have all heard that saying each time another year flies by, but now with the end of the first quarter quickly approaching, it’s time to look to back and see if the new year really did bring a new you.

About the author: Gretchen Koch has been with Tweed-Weber, Inc. since 2012 and serves as Operations Manager. She oversees office processes and provides quality control on all market research reports and strategic planning documents.

The Search for Clarity: Balancing Perceptions with Concepts

A recent article by Itamar Simonson and Emanuel Rosen, reprinted in Quartz, makes the claim that market research can no longer predict what consumers will like. The authors point to a 2007 study in which 10,000 people worldwide were asked about portable digital devices—specifically, the yet-to-be-released iPhone. The study concluded that there was no true need in more developed nations like the United States, Germany, and Japan for one product that would replace existing digital cameras, cellphones, and mp3 players.

When asked to rate their agreement with the statement, “I like the idea of having one portable device to fulfill all my needs,” only 31 percent of those in the United States completely agreed, compared to 79 percent of those in Mexico. In theory, the study’s authors suggested, people in the United States would be much less excited about a phone that is also a camera and a music player.

Thankfully for Apple, this proved to be incorrect.

While the study and subsequent article focus on consumer research, it is possible to draw a parallel with predicting trends in business research. Simonson and Rosen introduce the idea of “O source” information, such as user reviews, expert opinions, and price comparison tools – “other” places one would look for information rather than what consumers have traditionally used – prior perceptions, beliefs, and experiences. It is difficult to conceptualize ideas if we have no concept of what they could be. It sounds like we’re talking in circles with that statement, but think of this: the bewilderment and cries of a young child while playing “peek-a-boo.” The child cannot see you and, therefore, truly believes you are gone. The child, at that stage of development, is incapable of perceiving the existence of something he or she cannot physically behold. This idea of perception versus reality, about which we have previously written, was the stumbling block in that 2007 market research study.

We’ve noted numerous times that market research cannot guarantee results, but that it can guarantee clarity. Asking the right questions—both initially and as follow-ups—is the key to eliciting meaningful information. But it doesn’t stop there. The way an interviewer frames a question is just as important as the question itself.

Imagine answering the following question: “How likely would you be to use one portable device to fulfill all your needs?”

Now imagine answering this question: “If there were a device that could store and play your music, take quality pictures, serve as a web browser, and still provide telephone capabilities, how likely would you be to use it?”

Chances are, you’d be more willing to provide an answer in the affirmative to the second question, likely because of the level of detail, albeit concise, and the theoretical picture it paints. Experienced survey designers and interviewers know how to balance the level of detail needed to accurately paint the conceptual/theoretical picture in the interviewee’s mind with time constraints of a telephone interview.

So while we are inclined to agree in principle with the notion that “market research can no longer predict what consumers will like,” we do so with a proverbial grain of salt: market research that asks incorrect or incomplete questions will certainly prove deficient in predicting trends, while the accurate framing of forward-looking questions will, at the very least, provide a degree of clarity in the otherwise murky waters of assessing a market opportunity.

If you would like to bring clarity to your market research, feel free to call us at 1-800-999-6615, email us at mail@tweedweber.com, and/or visit us online at www.tweedweber.com. Also, be sure to follow us on LinkedIn (Tweed-Weber, Inc.) and Twitter (@TweedWeber).

Tweed-Weber's Information Assessment Profile

Have you ever wondered about your organization’s current level of awareness and knowledge relative to your market(s)? Tweed-Weber has developed a tool that can help you focus on the three essential areas of market information: Market Characteristics, Market Perception, and Competitive Information.

 

In this assessment, we ask you to decide to what extent 15 specific descriptions are true of your organization today. The following are five to show you as an example:

• We have identified the markets that represent opportunity for us. We have further prioritized these markets to focus our efforts on those that represent the greatest opportunities for us.
• We have a tool to monitor our customers’ needs. We systematically use this tool on a continuous basis. As a result, we know precisely, at any time, the needs of our customers. This tool includes an established method to statistically measure our customers’ level of satisfaction with our products and services. As a result, we are continuously aware of our customers’ level of satisfaction with our performance.
• We conduct a competitive assessment with our customers on a regularly scheduled basis. As a result, we are completely knowledgeable as to how our customers perceive us versus our competitors.
• We have an instrument and systematic method to understand the key steps in our markets’ purchasing and distribution processes. We use this instrument on a regular basis. As a result, we are constantly aware of shifts in our markets’ purchasing and distribution behavior.
• We have a tool and method to monitor our markets’ needs. We use this tool on a regular basis. As a result, we are constantly aware of the needs of our markets and their product and service preferences.

After completing the full assessment, Tweed-Weber will score your answers and provide you with your own personal Information Assessment Status. The result will help you to focus on the areas of most need (Market Characteristics, Market Perception, and/or Competitive Information), so you can enhance and optimize your organization’s overall knowledge about your market(s).

 

If you would like to learn more about Tweed-Weber’s Information Assessment Profile, feel free to contact us. We will help you Know More, so you can Do More. Call us toll-free at 1-800-999-6615, email us at mail@tweedweber.com and/or visit on the web at www.tweedweber.com. Also, be sure to follow us on LinkedIn (Tweed-Weber, Inc.) and Twitter (@TweedWeber).