Designing & conducting an effective customer satisfaction survey involves the following key initiatives:
Customers will always buy based on their expectations & perceptions. And they will share those expectations & perceptions. A customer satisfaction survey effectively designed & conducted - with an action plan implemented around the feedback - will more than pay for itself.
It would be difficult to find an organization that is not interested in improving its degree of customer loyalty. Yet, customer satisfaction survey data across multiple industries reveals that customers - due partly to the competitive options available to them - want to see improvements in the quality of the products, services & experiences they receive. As a result, customers can tend to view products & services as commodities & make their buying decisions based primarily on price.
At the same time many organizations that don't pretend to be the least expensive continue to gain market share by creating relationships with customers who would not consider buying from their competitors. Not understanding our customers’ definition of value is a root cause of customer dissatisfaction. But this vital information usually can’t be accurately obtained informally or anecdotally.
'Best in class' performers meet their customers' needs, wants & expectations the driving force behind everything they do - and realize that this necessitates asking through an ongoing 'customer listening' process. Without such a process it’s easy to miss the early warning signs that a customer has become dissatisfied & is ‘shopping’ the competition. And since relatively few organizations do this well – effectively ‘listening’ can provide a significant competitive advantage.
Speaker Profile
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc.
Maximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etc.
Strategic Planning: Facilitating Strategic Planning Events, Establishing Succession Plans, Installing Business Performance Metrics, etc.
Enhancing Customer Loyalty: Conducting Customer Satisfaction Surveys, Facilitating Customer Advisory Councils, Developing Standards of Performance and Scripts for Key Customer Touch Points, etc.
The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac to :
• Align corporate organizational structures with their strategic initiatives - while insuring value creation for their customer bases.
• Ascertain customers’ primary needs and perceptions of organizations’ performance relative to that of their competitors.
• Develop and implement customer loyalty enhancement processes - based on specific customer feedback - that delivered sustainable advantages in the marketplace.
• Implement performance management programs, executive coaching, compensation systems and other HR processes to strategically direct and reward desired employee behavior.
Prior to founding his own firm 25 years ago, Pete had 15 years of experience -at the plant, divisional and corporate levels - in Human Resource and Quality functions. Pete held leadership positions - to include the V.P. of Human Resources and Quality - with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical and Access Integrated Networks.
Pete also frequently develops and facilitates a variety of leadership development programs including: Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management, The Fundamentals of Human Resource Management, Recruiting, Interviewing & Selection, Employment Law and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.