The Secret to Improving CX Survey Response Rates

It is a fact that CX survey response rates have been declining. Additionally, we are being surveyed more and more every day about every mundane thing in our lives. Even the federal government is in on it—an executive order in 1993 directed federal agencies to gather public feedback on how well they delivered services and to strive to offer a comparable level of customer experience with private companies. Orders similar to that one have continued into the present day.

But, with surveys being the lifeblood of nearly all customer experience (CX) programs, what is a CX practitioner to do to improve their CX survey response rates? Much has been written about the tactical things a survey owner can do: list hygiene,  fatigue or quarantine rules, visual appeal of the invitation, subject line, formatting, time estimates in the invitation, etc.  And while these elements can have some impact, they are temporary band-aids for the over-surveying problem.

The Secret to Improving CX Survey Response Rates Is…

I’ll let you in on a secret: if you truly want to improve and sustain your response rates, look to your CX program (specifically your closed loop processes). There are two critical things any company can do to improve its response rates, and they tie back to the inner and outer loop concepts described in the Net Promoter SystemSM.

You’ve probably heard that it’s vital for organizations to close these loops, as doing so can help you achieve everything from Experience Improvement (XI) to enhanced customer retention and sustained business growth. That’s true!  But effectively closing these loops also provides an incentive and opens a door for continuous feedback from your customers or members.

The Inner Loop

The inner loop refers to the systems, processes, and teams that organizations use to respond to customers one-on-one to address negative feedback. Having an effective inner closed loop process is of obvious importance to any company that wants to keep its doors open, let alone create a differentiated and meaningful experience for customers. Fail to close the inner loop, and you open the “leaky bucket.”

However, if you can build a system that allows you to receive customer feedback, analyze it for actionable insights, and respond both meaningfully and expediently, you’ll have a much easier time retaining customers and extending their lifetime value. You will learn more about their individual preferences and may even potentially cross-sell or upsell them to additional products and services.

There is also plenty of research that demonstrates that customers whose complaints have been successfully resolved tend to leave higher review scores than customers who never had a complaint in the first place! Finally, by responding to customers when they have complaints, you demonstrate that you have listened and acted on their feedback, giving them a strong incentive to provide feedback again in the future.

The Outer Loop

The scope of the outer loop is considerably wider than that of the inner loop and requires more organizational resources, cross-silo cooperation, and team coordination.  Rather than focus on individual customer interactions and complaint resolution, the outer loop is about the actions your organization takes on the collective feedback you’re receiving to drive Experience Improvement and communicate those improvements back to a much broader segment of customers (if not your entire customer base). The one-on-one interactions that comprise the inner loop are certainly important, but the outer loop is all about incorporating those into a cumulative group effort to drive sustained Experience Improvement.

This improves your CX survey response rates by demonstrating to all customers that your organization truly does care about feedback and attempts to take action to improve the overall customer experience. This provides a feedback incentive even for customers who may not have shared it in the past, as they see the direct benefit.

Widening Focus

Click here to read my full-length Point of View on how focusing on your CX program will actually help you achieve better outcomes. In the meantime, take advantage of anything you might have learned here to meaningfully improve your inner and outer loop processes. I promise you you’ll see a difference.

Blended Experience

In 2022, modern retailers will face many challenges as the industry continues to recover from the global pandemic. During the unpredictable lockdown, retail brands were forced to transform their in-person experiences to digital ones. And now, according to our most recent EX & CX Retail Trends research, both customers and employees expect a blended experience.

But what does the term “blended experience” really mean? Well, it’s essentially bringing the digital experience to the in-store experience. Hence, “blended”. Still not getting the gist of it? Then let’s take a look at three concrete examples we’ve discovered based on data our Strategic Insights Team collected from consumers and employees across North America. Here’s what people are truly expecting:

Blended Experience #1: Buy Online, Pick Up Instore

It’s no surprise that being able to buy products online is an expectation, but customers also want options on how to receive said product. During quarantine, retail stores often offered same-day home delivery, curbside pick up, and buy online, pick up in-store (BOPIS). The question is, which of these will last? 

For employees, curbside and delivery have proven expensive to operate and don’t drive sales like in-store traffic does (especially if retail employees are working commission).  Meanwhile, because delivery is no longer considered a free necessity, and because curbside pick-up times aren’t as flexible, customers are less impressed with these options. So, BOPIS is a compromise: customers get to easily buy products online and receive their items relatively quickly, while employees get to engage with customers in-store while avoiding the obstacles those pickup types present.

Blended Experience #2: Pick Up, Walk Out (Automatic Payment)

After a long two years, customers and employees are used to a contactless experience and find it convenient for reasons beyond COVID. Additionally, with grocery stores continuing to capitalize on self-checkout experiences and innovations like Amazon Go’s Just Walk Out technology, more customers are expecting the retail industry to follow suit. Simply removing checkout lines can save retail stores over $37.7 billion and allow customers to shop without the hindrance of wasting time waiting in line.

Blended Experience #3: Virtual Try-On

Augmented reality in retail blew up during the pandemic. And, with the many social media filters that younger customers use daily, it’s no wonder that virtual try-on capability has emerged as a top expectation. Of course, customers would rather not wait to change in a stall or travel all the way to a store, but the real kicker is that virtual try-on actually minimizes a lot of risk for them.

One of the greatest barriers for online retail experiences is the reality that customers can’t really try on what they buy. With a virtual feature like this, customers get a visual sense of how the items they’re eyeing could fit in their lives, without ever having to leave home. After a virtual try-on experience, customers are reassured that their purchases truly suit their desires, reducing the chance of returns.

The In-Store Experience of the Future

It’s clear that, when it comes to retail, customers want a blend of digital and in-person experiences, not just one or the other. Both types of experiences have their pros and cons, and it’s our job as experience professionals to deliver an integrated interaction that brings forth each of their valuable qualities. Hopefully, these examples can help your brand take a second look at the experience you’re currently providing customers and spark meaningful Experience Improvement (XI) this year.

But this dynamic doesn’t stop at just blended experiences. The retail world is being impacted by changes in feedback methods, the influence of social media, and the Gen Z perspective. There are many opportunities beyond blended experiences for retail stores to meet customer needs, which you can learn more about in our new eBook: EX & CX Trends: What Retail Brands Need to Know in 2022.

Regulatory Compliance

Companies are investing heavily in artificial intelligence (AI) to save money and time—especially those in industries who have to constantly deal with regulatory compliance documents. After all, who wants to sift through endless amounts of tables and lists? Those working in legal, medical, or financial sectors are often all too familiar with this infamous struggle. And considering this, it makes sense that PwC predicts AI could contribute $15.7 trillion to the global economy in the near future. Busy work, laborious practices, and the humdrum of paperwork are not the most ideal job duty for any employee. This poses an important question: is AI powerful enough so that no employee will ever have to touch a regulatory compliance document again?

To help you answer that question, here are the top three things you need to consider:

Consideration #1: What Is Artificial Intelligence?

Fundamentally, we should think of artificial intelligence as a tool rather than a replacement for human expertise. AI doesn’t accomplish anything without a proper wielder to fully comprehend how to use it. Therefore, it’s key to rethink your AI strategy. Ask yourself, how are you approaching AI? 

Let’s first take a look at the problem at hand. Regulatory compliance documents require an extreme attention to detail due to their naturally complex text structure. That’s why traditional text analytics don’t necessarily do the trick. Essentially, what you want AI to do is to read, check, and extract data from a document that’s written and filled out by humans. 

The thing is these documents aren’t standardized, resulting in arbitrary changes in format and other elements. This puts AI in a tough situation. As a technology that functions through learning from examples, how can it learn if the examples change unpredictably?

Consideration #2: AI Cannot Succeed Alone

That doesn’t mean you should totally scrap AI, it just needs a little help. In the case of regulatory compliance, AI cannot succeed alone, but it can be a core part of your success. To tackle regulatory compliance documents, you need a combination of three technologies: 

  • Semi-Structured Data Parsing
  • Natural Language Processing
  • Machine Learning and AI

Each of these technologies supply needed functions, such as extracting text, understanding the meaning of a text, pattern recognition and response, etc. But with all these helpful aids, the human eye still remains the most reliable. Technology may not be able to totally replace humans in this context, but it can certainly provide a solution that mitigates the heavy burden of regulatory compliance.

Consideration #3: Designing an Effective and Personal AI Strategy

It’s likely that your specific industry and country encounters problems other companies outside of your field or location don’t. In that way, making sure that your AI implementation covers all bases in the documents you process can feel like a solo battle. And that’s why you need to invest in a platform that will allow for the customization your brand needs. Regulatory compliance documents vary depending on the business setting and thus have unique requirements for AI to fulfill.

Wrapping It Up

So the short answer is no, in this case AI cannot fully replace humans in regulatory compliance. But it can certainly aid businesses in working more efficiently and effectively. Rather than approaching this as AI or humans, one or the other, it should instead be AI for humans. Many AI for compliance tools fail to provide useful solutions because they don’t understand this complex relationship.

If you’re interested in learning more about how to sharpen your approach to AI for regulatory compliance, read the full white paper where we also include specific case examples!

Customer Experience Governance

The term “customer experience (CX) program” refers to an immensely broad concept. But at the same time, a “customer experience program” encompasses countless daily actions and processes. How do you keep track of all your efforts? And what do you need to do to keep them going? That’s where a customer experience governance foundation comes in—and more specifically, where this governance checklist we put together for you becomes the most useful.

Think of it as the ultimate cheat sheet you need to ensure that your program is meeting all the standards it needs to make an impact. If you are able to cross off all the elements, you’ll be able to put in place the right framework—allowing your organization to continuously match your customers’ needs. Additionally, you’ll bring everyone together towards a consistent company mission. To help you start off your own CX governance checklist, let’s take a look at three must-haves:

Must-Have #1: Defined CX Leaders

Customer experience governance begins with a dedicated council to support your ongoing program’s initiatives and efforts. The key here is inviting a diverse range of stakeholders to the larger CX conversation. What should each team contribute and receive so that the program is distributing significant value across the board? 

Not only is enabling leaders important to understanding the needs of the business and customers, but it also establishes a successful foundation for cross-business communication. The worst you can do for your program is to set it in a silo where no one is being heard. Customer experience improvement should be a company-wide investment because it can make a company-wide impact.

Must-Have #2: CX Program’s Rules and Regulations

Without rules and regulations, your CX governance structure will collapse. Clearly mapping out your program’s goals, outcomes, KPIs, etc. on a realistic timeframe sets you up for success. Teams across the business will be more enthusiastic and determined to overcome challenges if they’re directly involved in the planning process. Rather than someone from the outside demanding that a team meet certain KPIs by a certain time; it’s more likely that employees will be able to deliver on those requests through the support and understanding of their manager’s personal engagement with the program. And that’s how a healthy CX culture can be cultivated in the workplace—with a healthy customer experience governance foundation.

Must-Have #3: Ongoing Inspiration for Teammates Across the Company

Oftentimes, there needs to be an even greater push to drive a CX program to the forefront of your business initiatives. For that to happen, you need to broadcast what your program is, the value it produces based on concrete data or customer stories, and how it’s working wonders for customers. The more teams on board with your program will help sustain it in the long run and produce greater results. 

There are endless ways to share customer experience with and inspire your teammates—whether it’s an elevator pitch presentation of why a CX program matters or sending consistent updates of how the program is making impactful changes among your customer base. You might need to think a little creatively as each industry operates differently. But there are no shortage of avenues to reach the employees who would support your cause through and through.

Now a Customer Experience governance checklist isn’t a static one. It calls for continuous revision, additions, and hopefully completions! So this isn’t the end. There are probably countless boxes you can think of right now that need to be filled. Get a headstart adding to your checklist today by reading the full white paper where we give an in-depth look at what will make your program stick.

What You Need to Know About Gen Z Customer Experience

If we were to sum up what brands need to know about Gen Z customer experience preferences (and employee experience preferences) in a few words, it would go something like this: they’re different. Revolutionary even. This may seem like an oversimplification, but when you think about it, Gen Z grew up in a world that is more connected than ever, has more access than ever, and accomplishes everything faster than ever. It makes sense, then, that their standards for customer and employee experiences would be higher than ever, too.

Because Gen Z makes up 26% of the global population, their preferences should already be playing a significant role in your business strategy—and their influence will only grow! That’s why we put a magnifying glass over these emerging consumers and employees in our recent 2022 Experience Trends report, to give you the intelligence you need to create a positive impact with Gen Z, whether you’re trying to convince them to become loyal customers or recruit them to be engaged employees. 

Here’s what you need to know according to our data:

What Is Most Important for the Gen Z Customer Experience & Employee Experience?

Tip #1: Seamless and Efficient Experiences Are a Must

We’ve spent a lot of time on the InMoment blog discussing the importance of a seamless experience. It doesn’t matter what channel or touchpoint, your customers and employees should have a sense of consistency every time they interact with your brand. And for Gen Z, seamless experiences are table stakes when it comes to maintaining their loyalty. Gen Z shops both online and in store, so it’s imperative that they are able to experience the same level of convenience, personalization, and general experience excellence across the board.

Tip #2: Gen Z Is Unlikely to Complete a Traditional CX or EX Survey

Get ready for a mic drop moment: Gen Z is simply less likely to fill out a traditional survey. In the course of our research we found that:

  • In the US:
    • Only 19% of your emerging customers (Gen Z) are likely to complete a traditional survey
    • Only 22% of your emerging employees (Gen Z) are likely to complete a traditional survey
  • In Canada:
    • Only 28% of your emerging customers (Gen Z) are likely to complete a traditional survey
    • Only 41% of your emerging employees (Gen Z) are likely to complete a traditional survey

So what feedback collection methods should you be using if you want to gauge the Gen Z customer experience? We suggest  Microsurveys, social media and review sites, and live chat to gain the intelligence you need to compete for Gen Z’s loyalty.

Thinking of adapting your approach to customer experience surveys, and customer feedback in general? Our experts have derived a four step process to help you leverage all of your data, and only send surveys when they’ll be most effective. Check it out for free here!

Tip #3: Social Media Influencers Have Significant Reach

Gen Z’s first exposure to your brand is likely via social media, and more specifically, through social media influencers. We asked Gen Z consumers about whether they used an influencer code to make a purchase in 2021, and if they are likely to use influencer discount codes in the upcoming year. Here’s what they told us:

  • One of three emerging Gen Z customers had used a social influencer code in 2021
  • One of three emerging Gen Z customers were planning to use a code in 2022

From these numbers, it’s clear social media influencers will continue to, well, influence the emerging consumer. If you haven’t considered leveraging influences to acquire new customers, then it’s time to start!

Tip #4: Strong Brand Values Are Make-or-Break 

Gen Z has high standards when it comes to the brands they support, and even higher standards for the brands they work for. When looking into a possible employer, our research found that Gen Z is looking for three primary values. Here they are as explained by Gen Z:

  1. Culture: “[I] am likely to choose a [company] that allows me to express myself […] and [get] creative with mentorship and support.”
  2. Diversity: “I’m looking for [a company] that bring in diverse [experiences and] talents that can challenge one another.”
  3. Connectivity: “I believe that success [means] bringing everyone together […] we all [want] to be part of the equation [not just our executives].”

To successfully recruit this value-driven generation, brands should take care to emphasize these core values in job descriptions, internal messaging, and beyond.

Tip #5: Gen Z Has Little Tolerance for Bad Behavior

We’ve all seen the news stories: customers in store or aboard flights displaying outlandishly bad behavior when confronted with mask policies or low stock of desired items, and taking their anger out on employees. We were curious about what Gen Z thought of these displays and whether it affected their perception of the brand involved.

We asked, “What would you think if you witnessed a customer acting aggressively toward an employee at a place of business?” Gen Z responded with overwhelming compassion for the employee in the situation, and even mentioned that “I would interject […] No one should be treated that way.” 

What Are You Doing to Prepare for the Next Generation of Consumers & Employees?

As Gen Z becomes an even more prominent customer and employee segment, their CX and and EX preferences will become even more important to your business. So what are you doing today to emphasize and enable Gen Z customer experience expectations? How are you connecting with them? How are you collecting feedback from them to understand how they perceive your brand?

You need to have a strategy in place, and our experts are here to help. Learn how our XI Platform can support your efforts to create optimize Gen Z customer experiences by reaching out to us here or in the chatbot at the lower right hand corner of your screen.
You can also read more from our 2022 Experience Trends Report here!

Deprioritising Customer Experience

It’s no secret that the Head Of Operations and the Head Of Customer Experience often have differing priorities. This happens because each party, due to their experience, sees the business through a different lens. In fact, COVID-19 has further encouraged most businesses to prioritise a more operational lens, decreasing their focus on the customer experience. As things begin to open up, however, this lack of emphasis on creating positive customer experiences could prove to be problematic as the care a company has put into CX initiatives during this pandemic will surely affect their business post-pandemic.

My name is Justin Rehayem, Head of APAC Solution Designer at InMoment, and I’ve seen this first-hand. To be clear, I do not believe that businesses prioritising operations over customer experience the past few years means that they do not care about the customer experience. However, decreasing CX initiatives in the short term can truly cause some long term effects, especially when it comes to customer churn. 

We can’t change the past, but what we can do is learn from it. When future times of crisis present themselves (as they’re sure to do) we as CX professionals can carry forward this lesson: that both operations and customer experience need to be prioritised in order to make it through hard times. 

Balancing Operations and Customer Experience: A Case Study

To get a better look at this concept, let’s analyse a policy at an ANZ airline.

First, some context for our international readers. New Zealand’s international border remains closed to the world until at least April 30th 2022, with arrivals having to undergo a 14 day hotel quarantine. In April 2021 however, New Zealand entered into a quarantine free travel agreement with Australia leading to a surge of flight bookings throughout 2021 and into 2022. Unfortunately, due to the rise of the Delta variant, this quarantine free travel agreement was short lived. With quarantine back on the table, as you would expect, airlines had to cancel their international flights and offer credits or refunds to their customers. 

But what about domestic flights within New Zealand? You would expect those to be converted into a credit as well since the international visitors cannot enter the country and board the plane. Well, not all airlines agree. Some airlines took a stance that since domestic borders are open, and since the domestic flight can take off, then ‘normal fare rules apply.’

An operations leader might view this situation as the customer’s fault since the international visitor chose not to purchase a flexi fare. Therefore, they should not be entitled to a credit, and must pay the change fee of $50 if they wish to move their flight.

What complicates the policy above is the fact that now there is no certainty when New Zealand’s international borders will open quarantine free, what with the rise of the Omicron variant and nations reverting back to lockdown measures. So what does an international visitor do? Do they change their flight to a future date and pay $50? And risk paying another $50 if the borders are not opened, or just forfeit their airline ticket all together?

Whatever they choose, I can tell you with certainty that when customers have a negative experience, they develop a negative perception of the brand. And this negative perception doesn’t stop with one person, research indicates that an individual’s negative experience with a brand is shared with at least five other people. 

A customer-focused policy will view the long term impact this policy can have on a customer’s lifetime value and compare it against the financial impact that a customer centric policy will have on the business. This must be at the root of their reasoning as they advocate for the customer, showing the financial impact of both operations-focused and customer-focused policies side by side. Why? Numbers are the universal cross-functional language spoken by the CEO, CFO, and COO. 

What Is the Financial Impact of Customer Churn?

As an example, let’s quantify the possible financial impact to an airline with a less customer-focused policy.

You probably will have gathered by now that I am one of those unlucky customers that have been impacted by the policy having lost $260 on two economy tickets. My partner and I fly at least twice a year to visit family, and you probably can guess by now that I won’t be flying with an airline that doesn’t have customer-focused policies in place. And at $600 a return flight per person, that equates to $2400 in lost revenue per year I choose to fly with a competitor. 

Remember how I said that an individual’s negative experience with a brand is shared with at least five other people? Well in my case that number is around 100—since I have around 100 international guests flying overseas for my wedding. With airline tickets so competitively priced, who do you think they will be flying with? So assuming that all my guests follow through on their promise to book a customer-focused airline, then that’s already $60,000 in lost revenue. 

So what did this airline gain from deprioritising the customer experience? In my specific circumstances, they may have gained back my forfeited economy flights for $260, but they also forfeited $62,400 in lost revenue over the next 12 months. If the business had offered its international visitors a flight credit for their domestic flight, what would they have lost? The answer is not much, especially compared to the cost of a disgruntled customer.

Wrapping Up: Customer Churn Is Always Costly to Businesses

It’s important for businesses to take into account customer stories like this one when designing policies. A policy focusing that deprioritises customer experience has the potential to cost your business big time when it comes to recurring revenue.  

To learn more about customer churn and its impact to your business, check out this article, “Understanding the “Why” Behind Customer Churn”

Employee Engagement

Employee engagement has become a hotter topic than ever in the age of The Great Resignation. Millions of employees are quitting their jobs and heading elsewhere, leaving countless organizations scrambling to retain their remaining talent and/or evaluate why their workforce is in such flux. If your org is in that boat right now, we can help you keep sailing with a look at three elements that create and sustain employee engagement:

  1. Organizational Culture
  2. Customer-Focused Processes
  3. Ambassadorial Behavior

Element 1: Organizational Culture

One of the hard truths about The Great Resignation is that many departing employees feel that their former organizations lacked a supportive workplace culture. Contrary to popular belief, feelings like these existed long before the COVID-19 pandemic; that event, and the stress that came with it, simply added fuel to an existing fire. Culture is fundamental to an employee’s sense of purpose and belonging, so see whether that word is cropping up in feedback from current and former workers. If it is, you should take a hard look at why employees are feeling that way, ideally with the assistance of an experience platform that can isolate actionable insights from unstructured feedback.

Element 2: Customer-Focused Processes

Another element that’s key to employee satisfaction is the chance to make a difference for customers. What this means for organizations like yours is not just giving those chances to frontline employees, but also giving other departments that aren’t customer-facing a chance to see how their work contributes to making that difference. Sharing data in this way is also handy for making customer experiences more consistent, because it gives everyone in your organization the same holistic, 360-degree view of your customer to reference.

Element 3: Ambassadorial Behavior

Improving workplace culture and refining customer processes are involved and difficult tasks. However, it’s well worth brands’ time to invest in both not just for the sake of retention, but also for creating bold, human connections with your customers that transcend individual interactions. When employees feel meaningfully supported by their organizations and that they have a chance to make a difference in customers’ lives, they won’t ‘just’ stick around—they’ll feed that passion directly into customer relationships and help you maintain an audience with unwavering brand loyalty. In this way, ensuring your employees are happy creates a feedback loop that keeps your customers happy (and keeps them from seeking out your competitors).

A Closer Look

How else can greater employee engagement improve your workplace, your brand, and your experiences? Click here to read our full-length point of view document on employee advocacy. Inveterate employee experience (EX) expert Michael Lowenstein draws on decades of research to sketch out a clear, helpful perspective on how best to advocate for your employees and meaningfully improve experiences for everyone!

Non-Purchaser Feedback

When it comes to collecting feedback, of course we want to hear what our actual customers have to say about their experience. But, what about those individuals who have yet to make a purchase? Without a transaction, these non-purchasers won’t receive an invitation to take a survey—but, their experience is just as important to listen to and understand. In fact, non-purchaser feedback can offer you additional perspective that you wouldn’t get otherwise.

Non-purchaser feedback is valuable for many reasons—it can help point your brand to the reasons why customers might not be completing transactions as well as help you discover critical experience gaps in the customer journey

Here are three customer experience (CX) solutions you can use to connect with and understand the experience of non-purchasers:

Solution #1: Use a Digital Intercept on Your Website

One of the most prominent solutions is to use digital intercepts on your website. An example of this is Foot Locker—this retail brand uses an ‘always on’ listening tab on their homepage that collects feedback from both customers and non-purchasers. 


When it comes to connecting with customers that haven’t completed a purchase, digital intercepts are a creative solution for collecting feedback. For example, Foot Locker uses a web survey that pops up in an iframe after customers browse for more than five minutes, if they abandon their cart items, or if they return using the same IP address multiple times without completing a transaction. 

These are all opportunities to engage with your customers and better understand their experience, allowing you to better inform your business on what actions need to be taken to improve these experiences—and improve conversation rates.  

Solution #2: Encourage Employees to Invite Non-Purchasers to Participate 

Because the employee experience (EX) is tied so closely to the customer experience (CX), of course we recommend to involve your frontline staff as much as possible in your overall CX program. These employees can be your greatest asset when it comes to connecting with non-purchasers. 

Many retailers use posters throughout the store to encourage feedback, and others will hand out QR codes on cards to shoppers if they leave empty handed. Simply asking staff to promote the feedback program to both customers and non-purchasers will boost the volume of feedback and insights for your business, and help you understand more about the in-store experience gaps and opportunities to improve. 

Having a CX program that incorporates the voice of employee is a modern day ‘must’. Make sure you have an easily accessible channel for your employees to share the feedback that they are hearing from customers each day. It is far too valuable to ignore! 

Solution #3: Consolidate Your Solicited Customer Feedback with Your Unsolicited Social Feedback

Let’s face it, 80% or more of the customer feedback you’ll collect will come from customers, people that have made one or many purchases from your brand. A channel that is already rich in non-purchaser feedback is social. There are loads of reviews that exist today about your brand, about your website, or about the in-store experience that a non-purchaser has already shared. If you are reading and acting on these already, that’s terrific. 

The next step is then to consolidate all this rich non-purchaser feedback into your broader CX program. Having all your feedback in one location improves your level of understanding, broadens the range of customers you’ll hear from and leads to much clearer decision making across the whole of your business.

Chevron Federal Credit Union

Stagnant NPS scores. Data silos. Slow response rates. Chevron Federal Credit Union realized it needed a change. As a not-for-profit, member-owned organization, Chevron Federal Credit Union’s mission is to provide the highest level of personalized service to customers. But when it became difficult to effectively measure and improve experiences, Chevron Federal Credit Union partnered with InMoment to create a holistic strategy for its customer service initiatives—and were able to power some incredible results.

Here are the three steps Chevron Federal Credit Union took to reinvigorate its customer experience (CX) program:

Step #1: Streamline Surveys to Align CX Objectives Across the Business

Instead of sending surveys irregularly without a clear plan, Chevron Federal Credit Union began to streamline its surveys for a more integrated approach. Developing and sequencing surveys takes preparation, so this meant Chevron Federal Credit Union had to align its many business sections to set a precedent for consistent survey sendouts. Even though the surveys were unique to its department, Chevron Federal Credit Union’s partnership with InMoment gave them the opportunity to combine data from across the board. This holistic view of their data allowed them to understand how different sources of information were informing one another and telling a greater story.

Step #2: Implement Advanced Text Analytics to Enable Closed Loop Feedback

To enable closed loop feedback, Chevron Federal Credit Union implemented the technology platform’s advanced text analytics capabilities. This allowed the organization to capitalize on the data collected from the new survey approach. With the ability to automatically collect, normalize, and analyze open-ended survey responses as well as online comments and reviews, Chevron Federal Credit Union was able to immediately identify the areas in which to take action. Unified survey management and customized dashboards could support all of Chevron Federal Credit Union’s customer experience objectives going forward—and so the next step was obvious.

Step #3: Turn Member Feedback into Experience Improvement

With more than 110,000 members in eight states, how do you turn survey data and feedback into efficient action? Chevron Federal Credit Union integrated the platform with the Salesforce case management solution so that the right people would be instantly notified whenever a customer gave a low survey score. Before it’s partnership with InMoment, it took Chevron Federal Credit Union a few weeks to process survey data and present that information to front-line managers and employees. Now, case management allows for actionable responses within the same day a survey is submitted. Having a reliable follow-up procedure helps Chevron Federal Credit Union maintain its vision to provide members with the quality service that keeps them coming back year after year.

Making Meaningful, Long-term Improvements

Chevron Federal Credit Union overcame customer experience problems many businesses struggle with: turning survey metrics to meaning, systematizing structured and unstructured data, and providing excellent customer support.

Here’s what Chevron Federal Credit Union’s President and CEO John Berlin had to say:

“We realized that to improve our NPS score and other metrics, we needed to move beyond the basic survey tools we’d been using to create a more modern, cohesive, and data-driven customer experience program. This was a big, ambitious step for us, so we knew we would also need an experienced, capable CX partner to help us get there.”

This success story can be your success story too. Read the full case study to learn more.

Retain Employees

It’s popular to believe that COVID-19 created the unprecedented employee exodus we’ve all come to know as The Great Resignation. For months now, we’ve seen brands struggle to retain employees as millions of workers across virtually every sector of the economy and society leave their jobs, citing a similarly diverse range of reasons for leaving. These include, but are by no means limited to, insufficient pay, hazardous work environments, and having to put up with belligerent customers.

What’s at the Root of the Struggle with Employee Retention?

Though it’s natural to assume that the timing of this event means it’s strictly a product of COVID, the truth about the Great Resignation and employee disengagement in general is that the pandemic didn’t create either phenomenon; it simply exacerbated existing employee issues. Factors like low pay or dangerous work existed long before COVID, which means that the disease isn’t the root cause of The Great Resignation so much as it’s the straw that broke the camel’s back.

The other hard truth that feeds into The Great Resignation is that, frankly, a lot of companies are having trouble retaining their workers because they never understood or invested in improving the employee experience (EX). These brands thus lack the resources, infrastructure, and capabilities necessary to rescue at-risk employee relationships, acquire new talent, and deliver on customer expectations in a time of great turmoil. 

No matter where your organization falls on the EX maturity spectrum, one thing has become clear: improving employee engagement, retention, and acquisition requires a new, more holistic means of addressing employee behavior and commitment.

A Quick Note on Employee Burnout, Disengagement, and the Like

Before we get to those holistic means, though, I think it would be helpful to briefly touch on the difference between disengagement, disconnection, and another term I’m sure you’ve heard a lot recently: burnout. 

The terms are not interchangeable; disengagement and disconnection refer to an employee’s lack of interest and/or investment in their work and organization’s mission. Meanwhile, burnout denotes feeling overwhelmed and mentally unwell as a result of said work or mission. 

My goal with this piece is to help you anticipate and solve for disengagement before it leads to that burnout.

3 Elements of Holistic Employee Engagement

Element #1: Anticipate Changing Needs

The first element of thinking about employee engagement and commitment more holistically is being cognizant of how employee needs and systems will change tomorrow, not ‘just’ what they’re like today. This is particularly important to consider as Millennials’ and Gen Z-ers’ slice of the workforce continues to grow. One of the most important things these digital natives want is a chance for meaningful growth, and if they feel that your brand isn’t considering that or how their needs will change, they will quickly turn elsewhere to find it. With the rise of remote and hybrid work environments, respectively, employees have more options here than ever before.

Element #2: Readily Recognize Value

A second element that can affect employee engagement and commitment is whether or not they feel valued. It’s easy for employees who contribute to organization success to disengage if their contributions aren’t being recognized. In other words, if they feel underappreciated despite their commitment and day-to-day effort, they’ll become discontent and, ultimately, churn. 

There are a number of ways to solve for this problem, such as creating a closed-loop process by which employees can contribute their insights and ideas. These processes are well-honed at best-in-class organizations—some brands not only incentivize idea submissions, but also give employees a cut of the savings their ideas generate.

Element #3: Foster Meaningful Connections

Finally, with the significant workplace changes we’re seeing, creating meaningful connections amongst coworkers and teams has become a critical challenge for leaders. Building sustainable workplace camaraderie in an often-remote work environment, the kind that truly leads to high-performing teams, is easier said than done. 

But the same principles leading to healthy workplace relationships (communication, trust, vulnerability, empathy, kindness) must still exist and be built anew as team composition evolves. Brand leaders who can pull this off will have not only driven improved business outcomes like operational efficiency, but also have built a culture of high employee engagement, commitment, and retention.

Ensuring employees feel heard, understood, and connected are essential to your organization’s success, so the ability to ingest solicited, unsolicited, structured, and unstructured employee feedback is invaluable to finding actionable intelligence. This is especially important when you consider that employee perception of work is the next great diversity frontier. Sex, race, and gender identity are all highly important for organizations to consider, but I firmly believe that diversity in how we as employees  perceive an efficient, effective workplace should be considered in a similar context.

A Better Tomorrow

Considering employee needs, making employees feel valued, creating sustainable camaraderie, and appreciating workplace diversity are all vital to engaging employees holistically, not just to preventing disengagement. Creating and sustaining a workplace environment built on these four pillars is no small task, but it’s what brands will need to achieve if they want to create meaningful experiences for their employees. 

Do that, and your employees will return the favor in the form of greater passion and, ultimately, a greater investment in your customers’ experiences, creating greater success for your organization.

CX Incentives

Though customer experience (CX) programs are always changing and evolving, one element that many brands constantly consider is whether to add a CX incentives program to those initiatives. 

On its face, such a program may seem quite straightforward—directly reward experience outcomes or add incentives to existing programs, and you’re good to go. However, there are actually quite a few factors that organizations need to look at while weighing an incentives program, not the least of which is ensuring that such programs aren’t subject to abuse or distortion (check out this eBook to read about the cons of incentivizing your CX program). We’ve put together a few lenses through which to view CX incentives. Let’s go through them!

  1. Behaviors
  2. Feedback-Based Incentives
  3. Incentivizing Existing Behaviors

Lens #1: Behaviors

This lens is fundamental to any rewards program because it challenges you to consider which behaviors you’re trying to change. Perhaps more importantly, in whom are you trying to change those behaviors? Taking a behavioral magnifying glass to a potential rewards program helps define its purpose. At the same time, though, brands need to be mindful that behavioral reporting can be skewed. Consider that possibility as you establish which behaviors you’d like to see change and how such changes are reported; that consideration goes a long way toward skew-proofing your CX incentives. 

Lens #2: Feedback-Based Rewards

This question is a bit more specific to EX initiatives, but we’ve seen it come up a lot when working with clients on their rewards programs. It’s hardly uncommon for organizations to reward employees, but whether you’re incentivizing above-and-beyond behavior or encouraging higher engagement, there’s always the risk that some reporting could be exaggerated. The best way to sidestep this potential obstacle is to base your incentive rewards on customer feedback. It’s a pretty safe bet that your employees deserve recognition if the insistence on it is coming directly from your customers!

Lens #3: Incentivizing Existing Behaviors

Most CX incentives programs are built with the goal of changing or improving certain behaviors in mind, but what about staying the course? If your brand is in a good place right now (i.e., most of your employees are passionate about your organization’s mission and you’ve formed bold, human, and invested relationships with your customers), there’s nothing wrong with incentivizing everyone to just keep doing what they’re doing. Even if you see room for improvement in your CX or EX spheres, incentivizing existing behaviors can help provide a good foundation for rewards initiatives before taking things higher. As always, though, remember to consider how that behavior is being reported and how else it could be tamper-proofed.

The Next Step

Considering the purpose and effectiveness of your CX incentives program is of obvious importance, but what else do organizations need to strategize as they build or refurbish such initiatives? Additionally, how can incentives programs help directly stimulate meaningful change and Experience Improvement (XI)? 

Click here to read our full-length white paper on the world of CX incentives programs, in which expert David Ensing considers these initiatives from every angle and presents a carefully researched perspective you can leverage.

Digital Intercept

We’ve all been there. You’re shopping for something online and you start to compare options on different websites. You’re excited to explore a particular item, but as soon as you click into the brand’s website, a little window pops up asking you what you think of the website experience. “What experience?” you think. “I barely just entered the page!”

This little pop-up window is more commonly known in the customer experience (CX) industry as an intercept or digital intercept. Though the use of a digital intercept has great intentions, the unfortunate truth is that it can often harm the customer experience more than it improves the experience. 

How Traditional Intercepts Damage the Experience

The ultimate goal of digital intercepts should be to get valuable feedback about your website and user experience so you can innovate and improve; however, some common practices can actually be perceived as intrusive, ill-timed, or irrelevant.

  1. Intrusive

When a customer is casually perusing a site, a random pop-up can feel intrusive to the overall experience; they can feel hassled or like their interaction with your site has been interrupted. Ultimately, what may have been meant as a well-intentioned prompt can feel invasive and could cause a customer to abandon your page.

  1. Ill-timed

If a survey window pops up as soon as a customer arrives at your homepage, your customer has not been able to get a good look at the full page, much less get an impression of how it functions or if they have any suggestions. Therefore, they most likely won’t have much feedback to give you—if they choose to participate in the survey at all. 

  1. Irrelevant

Traditional practices with intercepts are one-size-fits-all; very rarely are they customized to ask the right questions at the right time. This lack of customization means the questions asked are not directly relevant to a customer’s individual experience, leaving the brand with shallow feedback that won’t make a real difference.

What Are Best Practices for Digital Intercepts? 

The end goal of an intercept is not about collecting as much data as possible, but about giving customers the opportunity to provide useful data at the right time.

Here are some suggestions on how brands can do just that: 

Don’t: Create One-size-fits-all Intercept Surveys

Do: Map Out Possible Site Pathways for Customization

Instead of drafting one intercept survey to serve your entire site, consider all the different touchpoints you want to collect data from and then craft questions.

  • Keep in mind how users are browsing your site and craft intercepts around that information. For instance, a feedback tab may be perfect for desktop users, but it’s far too small in size for mobile users. Consider using a banner on your mobile site instead.
  • Be creative! Triggers can be used together to target specific user groups for feedback. For example, if you want to collect more feedback from customers in a specific state, you can set a trigger based on IP addresses.

Don’t: Ask Unnecessary or Irrelevant Questions

Do: Gear Questions Toward the User’s Specific Experience

In order to get the best feedback possible, you have to ask the right questions about the right experience for each type of customer. For instance, a question asking about the checkout experience would be irrelevant to a customer who has yet to make a purchase. Instead, set a trigger for an intercept to appear for a customer with a few lingering items in their bag to learn why they haven’t taken the plunge. 

  • Keep it simple. Surveys that are too long are less likely to be completed and also take away from the user experience. Try to keep it to a few high-quality questions so you can get the information you need without losing your customer’s attention.
  • Revisit the map of possible visitor pathways you created to help prescribe questions to specific user situations. The more tailored your questions can be to a customer scenario, the better. For example, you can ask specific questions targeting those who use the mobile site in order to improve the mobile design and experience.

Don’t: Have Something Pop Up Right Away

Do: Give Customers Time to Provide Informed Feedback 

The phrase “garbage in, garbage out” is especially relevant when you’re collecting data; if you aren’t collecting quality feedback, your insights won’t create real business impact. This is why it’s especially important to give your customers the opportunity to navigate your site before asking them to give you feedback.

  • Strategically place a feedback tab or another always-available channel on the website for instant feedback. This way, customers have the ability to provide you with feedback outside of the triggers you’ve set up.
  • Set up an intercept for customers who have lingered on the site for some time but haven’t made a purchase or reached out. This allows you to check in and see if they have any questions or concerns.

Enhance, Don’t Interrupt

Whenever you set up an intercept survey on your website, you should ask yourself if it will enhance or interrupt your customer’s experience. If you seek to enhance the experience with every question, you are well on your way to the best feedback, insights, and positive business impact.

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