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How to leverage NPS in your marketing communications

Client Experience
Net Promoter® Score
NPS
Service Insights from ClearlyRated
B2B

You can also uncover and capitalize on CX strengths, even celebrate those successes internally. Morale boost anyone? With good NPS survey software, it’s even possible to segment data, slicing and dicing to examine how the perception of your CX changes depending on various customer demographics and locations.

Most NPS users know all this (and love it), but all too often they also miss a golden opportunity—one that’s indicated in the title of this blog post. They underutilize their NPS in marketing communications.

5 Ways to Use NPS in Your Marketing Efforts

You’ve invested in an NPS survey program. Ideally, you’ve also been using those insights to improve your CX and earn an NPS you can be proud of. That’s hard work! Get the most out of it by using your NPS in your marketing efforts. Here are five ways you can start now.

  1. Create an NPS landing page or blog post to showcase your CX and explain your score.

    Remember: When you started your program, you educated people internally. Now it’s time to educate externally. Why? The challenge of using NPS in marketing communications is that your audience may not understand what this score means and how it’s measured. Some customers might even see an outstanding NPS and think it’s terrible. To the average person, a 70% NPS may look like an D on a report card (even though it’s a world-class NPS!). That’s why starting with education makes sense. Just keep in mind that they’re not likely to be motivated to learn about NPS, so keep things simple, digestible and fun.

Create an NPS landing page. This page will serve as the hub for all NPS-related marketing communications. Offer a brief, simple explanation of what NPS is, how it’s calculated and why your organization cares about it (Psst! It’s because you care about your customers). Even just explaining that NPS can range from -100% to +100% goes a long way. We also highly recommend sharing your industry benchmark alongside your own score to offer context. If you have a 42% NPS while the rest of your industry hovers around 25%, that means you offer a far better CX than any other companies your prospects may be considering. Here are industry benchmarks for accounting, staffing, B2B services, HR services, legal services, insurance, and IT services.

Finally, most people love visuals. If you’ve put a lot of effort into improving your CX, consider showing a graph that illustrates how your NPS has improved over time. This very clearly shows that you care about your customers and have made an effort to deliver a great CX. While you’re at it, why not share some of your NPS program wins? Consider including a bulleted list of what you learned from NPS surveys and each action you took to improve. Bonus points if you can show the boost in NPS tied to each improvement.

  1. Share NPS updates with current customers via email.

    Now that you’ve gathered all your NPS wisdom in one place, you can parse that out and share. Get to work repurposing your NPS content and educating your customers, always offering a link back to your landing page. Email updates are a great option for spreading the word. You can show your NPS next to the industry average. You can include insights gained from NPS surveys and how you plan to respond.

Beyond automating a thank you email or sms message to those who answer your NPS surveys (with a link to your landing page), share positive updates whenever you have them. If you’ve finished making a positive change to your processes or added a new tool or feature based on NPS survey feedback, why not share the good news? Or you can plan a regular NPS progress update with current customers. Communications like these remind them that you’re always looking out for their experience.

  1. Display your NPS and any related award badges.

    Some NPS survey programs come with the opportunity to earn awards based on customer satisfaction, like our own Best Of awards. These awards signal to current and potential customers that you’re focused on delivering great service — and that you’re succeeding. So, if you earn a CX-based award, share the good news! Add any associated badges, logos, or icons to your website, social channels, email signatures, and maybe even your Zoom backgrounds. Write an announcement about how and why you earned the award and publish it on your blog, sharing a link on social media. And don’t be shy about calling out all-stars on your team with a tagged mention. It gives them the accolades they deserve while organically bumping your reach on social channels. Once again, you can always include a link to your NPS landing page.
  1. Talk about it on your social media channels.

    Regularly use your NPS survey program to produce engaging social media content. Beyond sharing your NPS with the context of industry benchmarks, announce related awards on your social channels. Share quotes from positive feedback you receive. Share a shout out to your employees when they’re mentioned as being part of a great experience. Show humility and public gratitude for feedback that helps you grow — just post the customer feedback or suggestion you received and explain what you’ve done to make things better. All this activity displays active, consistent customer care.
  1. Ask for reviews and testimonials, and develop case studies.

    When someone takes an NPS survey, they’re giving you their time and some valuable feedback. Make the most of it. Respond to detractors with care and a helpful plan of action. Formerly unsatisfied customers have the potential to be won over and turned into your biggest champions. And when you receive great NPS survey feedback, use it to produce marketing materials. Good reviews can turn into testimonials and case studies—great marketing content. So, reach out to promoters. Thank them, engage them, and maybe even ask for referrals.

While NPS surveys are a great way to gather customer and employee feedback, that’s not all they do. Don’t stop at collecting feedback. Use it to improve your CX and produce effective marketing content while you’re at it.

For more on this very topic, listen to myself and our VP of Customer Success, Bridget Harper in our Survey Says podcast episode.

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All
January 31, 2024
Blog
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Why Customer Experience is Crucial for IT Service Providers

Client Experience
CX
IT

Given today's digital landscape, a great customer experience (CX) has become so vital for IT Service providers that it's virtually a make-or-break requirement. By being committed to managing CX effectively, these firms can steer a strategic path towards success, trust, credibility, and growth.

The Stakes Are High

The game of delivering impeccable IT services is rapidly changing. The customer experience (CX) used to be a "nice to have”, but it's shifted to a mission-critical component of the whole operations landscape. Ensuring that a strategic roadmap includes CX at its core isn't a matter of choice for IT firms – it's an absolute necessity.

Amplifying Your CX and Reaping the Rewards

Bringing this to life looks like fully tuning into CX management — and it means making certain that you're excellent at capturing customer experience successes at every possible interaction. This includes crafting useful content, managing feedback, and, most importantly, infusing customer insights into operations.Facing up to the complexity of total CX management might feel like a tall order, but its value far outweighs the challenge. A standout CX equates to building customer loyalty and garnering positive referrals. And remember, while 16% of customers might not tell you about their service issue, 74% will complain about it to others.

A Customer Service Experience report by Gartner confirms that enhancing service experiences drives retention and growth. In fact, 86% of customers are likely to spend more money after receiving value-enhanced services, and a striking 97% will share their experience.

Why Should Your Firm Invest in CX in 2024?

  • Trust and Credibility | Browsing the internet has become second nature to most clients. With an impressive and well-curated online presence, your firm sends a message of professionalism and reliability that helps build a strong trust foundation with potential clients.
  • Competitive Edge | In a highly competitive landscape, a robust online reputation, symbolizing quality service and positive customer experiences, can set your firm apart from others. It ensures you're the first one clients think of when they require the services you offer.
  • Business Growth | An impressive online presence, coupled with rave reviews and positive testimonials, attracts more prospects leading to business expansion.
  • Recurring Business | Having an excellent customer experience isn't just about flashy marketing efforts. It's about living up to the promises you make to your clients. When you consistently deliver remarkable service, they'll become loyal customers, ensuring a consistent stream of business.

Key Strategies to Enhance CX

  • Understand and Set Goals with Customers | Every customer comes with unique needs and expectations. It’s important for your IT firm to not only listen and understand but also to tailor your services accordingly. Treat each customer as a partner with shared goals to build a long-lasting business relationship.
  • Prioritize Security and Privacy | Given the rising concerns of data breaches, it's crucial to assure clients that their information is safe with you. Display your compliance with international security standards such as GDPR or HIPAA prominently.
  • Offer Self-Service and Automation | As technology evolves, the act of empowering customers to resolve their common problems has become more accessible. By offering self-service options like FAQs, automated responses and chatbots, you not only provide instant solutions but also help in reducing the workload of your customer service team.
  • Provide Proactive Education and Support | Educating your customers about how to make the most out of your solutions and services you offer, proves valuable. Regularly update your customers about new features, common issues and how to resolve them.

Why is NPS Uniquely Useful?

The Net Promoter Score® (NPS) is a great gauge of a company’s CX efforts. The NPS was at an all-time high for the IT Services industry in 2022 since ClearlyRated first measured industry satisfaction in 2011. For reference as you review the numbers, keep in mind that leading B2C companies including Starbucks and USAA, have a 77% and a 75% NPS, respectively. Although the IT industry’s NPS isn’t as strong as its B2C cousins, it has still dramatically increased since ClearlyRated first started measuring NPS in 2011.

  • 2023 IT Services NPS benchmark = 42%
  • -2 points YOY
  • +4 since 2020
  • +39 since its low in 2011

|Look into Insights on 2023 Rankings | NPS® Benchmarks for the IT Services Industry

Building on Solid CX Foundations

For IT service providers to ensure they stay on the ball, they need to boot out the manual mode and bring on proactive CX management. This shift includes using customer insights to gain an online reputation, drive new business, transition from detecting and evaluating customer experience issues, and begin refining the CX from the ground up.

CX Maturity

Managing CX effectively means understanding customer buying behavior, a factor that has grown in importance given that 73% of customers now consider CX as the ultimate decision-maker according to PwC. It involves evolving from rigid, annual surveys to continuous, real-time feedback. This evolving approach enables action in the now and allows for predicting future customer needs, ensuring satisfied customers and ongoing business. Migrating to a customer-focused management style is more than worth the effort – it's a real game-changer.Watch our On Demand webinar - Inside the Data: Highlights from our latest IT Services Industry Benchmark Study

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January 25, 2024
Blog
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ClearlyRated ‘Best of’ Industry Awards Calendar

Service Insights from ClearlyRated
B2B
ClearlyRated Best of Industry Logos
A calendar of ClearlyRated ‘Best of’ industry awards and their registration deadlines.

Last Update: January 9, 2024Every year, ClearlyRated recognizes leading firms in professional service industries whose clients (and/or placed talent or internal employees) have ranked them in the elite class of service excellence.These annual service excellence awards are based exclusively on Net Promoter® Score (NPS) ratings gathered through the ClearlyRated survey program. Eligibility requirements are robust, and all ratings are validated and measured against industry standards on an annual basis - with each year's winners announced starting in February.

ClearlyRated ‘Best of’ Industry Awards Cycle

At the beginning of February each year, ClearlyRated publishes lists of the ‘Best of’ award-winning B2B firms in each of our awarded industries for the current year. As additional firms qualify for the award(s) in their industry, those firm names are added to the published list of winners for the current award year. See the current 2023 ‘Best of’ award-winning firms in our awarded industries:2023 Best of Accounting2023 Best of HR Services2023 Best of Insurance2023 Best of Legal2023 Best of RPO2023 Best of Staffing

Public Announcement Dates for ‘Best of’ Industry Awards

We like to make quite a bit of brouhaha around the announcement of the winner lists at the beginning of February each year. We celebrate the award-winning firms by spreading the word of their NPS® excellence as far and wide as possible. You may have seen our announcement emails, videos, social media posts, podcasts, case studies, and newswire coverage during our February ‘Best of’ industry awards season.‘Best of’ Industry awards announcement dates:

  • 2024 ‘Best of’ Industry Award announcement: Tuesday, February 6, 2024
  • 2025 ‘Best of’ Industry Award announcement: Tuesday, February 4, 2025

Special designation announcement dates:

  • 2024 Best Staffing Firms for Women List announcement: Tuesday, March 19, 2024

The Best Staffing Firms for Women (BSFW) list is an additional special designation that recognizes the staffing firms that provide the best employee experience and advancement opportunities for their female internal employees. >> See the 2023 Best Staffing Firms for Women List to learn more about the Best Staffing Firms for Women designation.

Registration Deadlines for ‘Best of’ Industry Awards
  • Registration deadline to qualify for 2024 ‘Best of’ industry awards: Friday, May 17, 2024
  • Priority registration deadline to survey your stakeholders for the 2025 ‘Best of’ industry awards before the holiday season: Friday, August 16, 2024

Register for the award program in your industry here:Register for Best of Accounting | Register for Best of HR Services | Register for Best of Insurance | Register for Best of Legal | Register for Best of RPO | Register for Best of StaffingAward Eligibility Criteria: Winners for each industry award are selected with a proven competition methodology that eliminates error and ensures firms are unable to game the system.

  • To be eligible for a ClearlyRated industry award, your firm must be located in the United States or Canada.
  • Using the ClearlyRated survey process, clients (and/or placed talent or internal employees) of participating B2B firms are sent an online survey asking them to rate their satisfaction with their firm based on the Net Promoter® survey methodology.
  • Each firm's survey responses are calculated and validated by third party research firm and competition administrator, ClearlyRated.
  • Based on industry benchmarks for the given award year, ClearlyRated determines the minimum satisfaction score that firms must earn to be awarded - ensuring client satisfaction and service quality of winning firms is significantly higher than the industry average.

Learn more about award eligibility in your industry:

If you have any questions whatsoever about the ‘Best of’ industry awards, the upcoming deadlines, or the survey process, please don't hesitate to contact us now!Additional resources:

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All
January 8, 2024
Blog
Read time

How to Leverage NPS in Your Marketing Communications

Client Experience
Net Promoter® Score
Service Insights from ClearlyRated
B2B

The Net Promoter® Score (NPS®) is a powerful tool. One simple question to your customers can reveal the health of your entire customer experience (CX). From there, you can pinpoint and fix areas of weakness, improving your CX. You can also uncover and capitalize on CX strengths, even celebrate those successes internally. Morale boost anyone? With good NPS survey software, it’s even possible to segment data, slicing and dicing to examine how the perception of your CX changes depending on various customer demographics and locations. Most NPS users know all this (and love it), but all too often they also miss a golden opportunity—one that’s indicated in the title of this blog post. They underutilize their NPS in marketing communications.

5 Ways to Use NPS in Your Marketing Efforts

You’ve invested in an NPS survey program. Ideally, you’ve also been using those insights to improve your CX and earn an NPS you can be proud of. That’s hard work! Get the most out of it by using your NPS in your marketing efforts. Here are five ways you can start now.

1. Create an NPS landing page or blog post to showcase your CX and explain your score.

Remember: When you started your program, you educated people internally. Now it’s time to educate externally. Why? The challenge of using NPS in marketing communications is that your audience may not understand what this score means and how it’s measured. Some customers might even see an outstanding NPS and think it’s terrible. To the average person, a 70% NPS may look like an D on a report card (even though it’s a world-class NPS!). That’s why starting with education makes sense. Just keep in mind that they’re not likely to be motivated to learn about NPS, so keep things simple, digestible and fun.Create an NPS landing page. This page will serve as the hub for all NPS-related marketing communications. Offer a brief, simple explanation of what NPS is, how it’s calculated and why your organization cares about it (Psst! It’s because you care about your customers). Even just explaining that NPS can range from -100% to +100% goes a long way. We also highly recommend sharing your industry benchmark alongside your own score to offer context. If you have a 42% NPS while the rest of your industry hovers around 25%, that means you offer a far better CX than any other companies your prospects may be considering. Here are industry benchmarks for accounting, staffing, B2B services, HR services, legal services, insurance, and IT services. Finally, most people love visuals. If you’ve put a lot of effort into improving your CX, consider showing a graph that illustrates how your NPS has improved over time. This very clearly shows that you care about your customers and have made an effort to deliver a great CX. While you’re at it, why not share some of your NPS program wins? Consider including a bulleted list of what you learned from NPS surveys and each action you took to improve. Bonus points if you can show the boost in NPS tied to each improvement.

2. Share NPS updates with current customers via email.

Now that you’ve gathered all your NPS wisdom in one place, you can parse that out and share. Get to work repurposing your NPS content and educating your customers, always offering a link back to your landing page. Email updates are a great option for spreading the word. You can show your NPS next to the industry average. You can include insights gained from NPS surveys and how you plan to respond. Beyond automating a thank you email or sms message to those who answer your NPS surveys (with a link to your landing page), share positive updates whenever you have them. If you’ve finished making a positive change to your processes or added a new tool or feature based on NPS survey feedback, why not share the good news? Or you can plan a regular NPS progress update with current customers. Communications like these remind them that you’re always looking out for their experience.

3. Display your NPS and any related award badges.

Some NPS survey programs come with the opportunity to earn awards based on customer satisfaction, like our own Best Of awards. These awards signal to current and potential customers that you’re focused on delivering great service — and that you’re succeeding. So, if you earn a CX-based award, share the good news! Add any associated badges, logos, or icons to your website, social channels, email signatures, and maybe even your Zoom backgrounds. Write an announcement about how and why you earned the award and publish it on your blog, sharing a link on social media. And don’t be shy about calling out all-stars on your team with a tagged mention. It gives them the accolades they deserve while organically bumping your reach on social channels. Once again, you can always include a link to your NPS landing page.

4. Talk about it on your social media channels.

Regularly use your NPS survey program to produce engaging social media content. Beyond sharing your NPS with the context of industry benchmarks, announce related awards on your social channels. Share quotes from positive feedback you receive. Share a shout out to your employees when they’re mentioned as being part of a great experience. Show humility and public gratitude for feedback that helps you grow — just post the customer feedback or suggestion you received and explain what you’ve done to make things better. All this activity displays active, consistent customer care.

5. Ask for reviews and testimonials, and develop case studies.

When someone takes an NPS survey, they’re giving you their time and some valuable feedback. Make the most of it. Respond to detractors with care and a helpful plan of action. Formerly unsatisfied customers have the potential to be won over and turned into your biggest champions. And when you receive great NPS survey feedback, use it to produce marketing materials. Good reviews can turn into testimonials and case studies—great marketing content. So, reach out to promoters. Thank them, engage them, and maybe even ask for referrals. While NPS surveys are a great way to gather customer and employee feedback, that’s not all they do. Don’t stop at collecting feedback. Use it to improve your CX and produce effective marketing content while you’re at it. For more on this very topic, listen to myself and our VP of Customer Success, Bridget Harper in our Survey Says podcast episode.

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All
November 16, 2023
Blog
Read time

Sagging Survey Response Rates (+ How to Overcome Them)

Response Rate
B2B

When it comes to getting ROI on your customer experience (CX) survey program, response rates play a huge role. Higher response rates paint a fuller picture of your CX. This helps you identify where to improve and, when the feedback is positive, can garner reviews that boost your marketing efforts. Survey programs with high response rates are also more likely to help you identify and re-engage customer accounts that would otherwise be at risk if you hadn’t asked for their feedback. The bad news? Obtaining good response rates is getting harder.

ClearlyRated Maintains Stable Survey Response Rates Amid Industry Decline

Publicly available data shows that the average response rate for CX programs has been dropping. The above chart illustrates this trend with data shared by three large survey companies including ClearlyRated – the only company showing a slight increase from 2018 to 2022. B2B survey companies aren’t alone, though. Survey response rates are dropping across industries, affecting public opinion studies and B2C survey programs alike. Why are they dropping? We don’t have a surefire answer, but we have some educated ideas.

Why Are Response Rates Going Down?

Looking at wider email trends, often a main avenue for soliciting survey responses, it’s easy to see that breaking through the crowd is getting more difficult. In 2022, 333.2 billion emails were sent and received each day, displaying a year-over-year (YOY) increase of 4.2%. So far in 2023, an average of 347.3 billion emails are sent daily – a YOY increase of 4.2% – and the numbers are projected to continue growing as you can see in the chart below.

Total Email Sends Continuously Increasing

[caption id="attachment_7294" align="aligncenter" width="1024"]

Total Email Sends Line Chart

THE RADICATI GROUP, INC.[/caption]Of course, this increase is partially due to the uptick in worldwide email users, but the amount of increased emails sent per user has increased significantly in the last decade. The fact is: The average email user is getting more emails per day every year. And the number of emails sent is inversely related to average response rates. As one number goes up, the other goes down. Email fatigue is real, and many users turn to mass deletions to keep their inboxes under control. This means many email subject lines never get seen, let alone their emails opened and read. We at ClearlyRated, however, have considered another potential culprit for low response rates: Lack of follow up from surveyors. We work closely with our clients to help them run survey programs that include follow up plans – both during and after survey periods – and we’ve seen short-term and long-term increases in their response rates that boost ROI. So, what can you do with this information to help your organization break ahead of the pack when it comes to response rates?

How to Improve Your Survey Response Rates and Get Better ROI from Your Survey Program

Okay, so now you realize that you’re not alone if you’ve seen lower response rates in your own efforts. Response rates are down across industries. But you don’t have to accept this as your fate. Armed with this information, you can adjust expectations within your organization while also doing everything in your power to keep your response rates as high as possible.As you can see from the first chart in this blog post, ClearlyRated survey programs enjoy higher response rates than the industry average. We like to think that’s because we’ve identified best practices and care enough to guide our clients in following them. While there’s no silver bullet, here are three ways to boost survey program response rates.

1. Carefully curate your contact list.

The biggest problem we see related to low response rate is that companies pull every email address for every single point of contact they’ve worked with. While they may figure that more email addresses increases their chances for more responses, this practice often negatively affects response rates. That’s because companies that do this end up including client contacts who haven’t worked with them for years, not to mention people who never actually interacted with their services—like someone from accounting who simply paid the bills. So, if you’re facing a low response rate, the first thing you should check is your data set and the criteria you use to create it. Pull a fresh list, strip it of duplicates and generic email addresses, and then go a step further. Send it to your employees that work directly with your clients to ask them for verification. If possible, integrate your survey tool with your CRM so you’ll be more likely to start with cleaner data. ClearlyRated, for instance, integrates with Bullhorn and Salesforce, with more CRM and ATS integrations, including niche systems, in the works.

2. Educate clients pre-survey and actively engage them during the survey period.

Give your client base a heads up before your survey launch, so they can begin thinking about what they’d like to share and can keep an eye out for their survey invitations. You can do this via mass communication channels and by asking employees in the field to touch base personally—especially for key accounts. After your survey has launched, watch the response data. Get a list of who hasn’t responded and try to figure out why. Many of our clients have had success by encouraging client-facing employees to check in and ask for survey responses. To help focus your efforts, consider prioritizing your non-response list using financial data. These efforts can encourage an immediate boost in your response rates. A note when it comes to poor feedback: Don’t sit on it. Act immediately. The ClearlyRated platform, for example, includes a feature for instant sharing to get feedback to the right internal contacts for service recovery.

3. Share results post survey.

Once your survey has closed, go through your data. Identify trends and delve deeply into the comments. Focus on quality and depth of feedback. Learn from it, make positive changes, and then engage your client base by sharing these insights and the actions you’ll take to do better. Use the 2-1-1 formula for client survey follow up: Share two things you’ve learned you’re doing well, one area you found you can improve, and one action you’re taking to make progress on it. Closing the feedback loop by reporting back to your clients can help increase your response rate over time. When you follow up, it teaches clients that you truly value their feedback and that they can help improve their experience by responding to your surveys. Those who responded will be glad they did and will continue to in the future, while those who didn't are more likely to answer the next survey. Not only are your program’s response rates likely to increase over time, but client engagement and retention will too. Who knows? Maybe you’ll even buck industry trends and watch your response rates steadily climb.When you work with an expert provider, they should build these best practices and more into their process, helping their clients achieve higher response rates and more satisfaction data to take action on.

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October 20, 2023
Blog
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NPS® 101 for RPOs

Net Promoter® Score
RPO

The original post was updated in October 2023

As an RPO organization, you strive to deliver great service to your clients. And in 2023, your clients have come to expect nothing short of an excellent experience with your company.But, what steps can you take to demonstrate your commitment to your clients and prospects? And how can you leverage the quality of the service you provide to improve reputation and accelerate growth?While there's no single answer to these questions, there are resources that your company can employ to harness client satisfaction for growth. One powerful resource is a single metric known as the Net Promoter® score, or “NPS®” for short.The concept was created by Fred Reichheld at Bain & Company and Satmetrix, and was later introduced as the Net Promoter® Score methodology in 2003 when Reichheld published an article in the Harvard Business Review - 'The One Number You Need to Grow'.

What is NPS? A primer for RPOs

Even if you're not familiar with the concept of NPS, you've likely participated in an NPS survey.The NPS survey methodology asks your clients how likely they are to recommend your firm to a friend or colleague using a numeric scale of 0 - 10, ten being extremely likely and zero being not likely at all. (Sound familiar?)The true power of the NPS methodology lies in reporting. To calculate NPS, responses to the survey question are divided into three categories:

  • Promoters (9-10): Your most loyal, enthusiastic fans. These clients are highly satisfied with your services and are loyal to your company. Promoters represent your strongest allies and are most likely to promote your services to their networks.
  • Passives (7-8): These clients are happy (for now) but demonstrate an indifference to their experience with your firm, and may be tempted by competitors. While not as immediately concerning as Detractors, these clients represent a risk to retention and service reputation. Put frankly, they cannot be expected to be loyal to your company or promote your services to their own networks.
  • Detractors (0-6): Your most at-risk group of clients. Not only are you at risk of losing the business of Detractors, they are also the most likely to share negative feedback to their networks regarding their experience with you.

Your NPS "score" is calculated by subtracting the percentage of Detractors from the percentage of Promoters. By way of example, ClearlyRated's lifetime NPS score is 84%, which is derived from the 86% of Promoters across our company survey history minus the 2% of Detractors across our company survey history.86% - 2% = 84% NPS. Easy peasy.

What is a 'good' NPS score for RPOs?

When it comes to NPS, you have a few options for determining what constitutes a "good" score for your firm.

  1. Look at global NPS standards - which categorize 50% NPS as "excellent" and 70% NPS as "world class."
  2. Compare your company's NPS against competitors' scores. The 2023 NPS benchmark for HR service providers is 46%. But service leaders (winners of the 2023 Best of RPO award) averaged 70% NPS this year.
  3. Look to service leaders across industries. The chart below shows published NPS scores for brands across industries. You can begin to see how clients of recognizable service leaders like Nordstrom rate their company (75% NPS) versus, say, Comcast - a notorious service laggard - who received a score of -1%.

Why does NPS work?

  • It's simple. Because it's a single metric, NPS is easy to measure, track over time, and use to benchmark your company's client satisfaction and service quality against the rest of the industry.
  • NPS is a data-driven approach relying on insights directly from the client. The concise format of the survey allows you to focus in on the information that really matters while taking the guess-work out of assessing how your clients feel about you.
  • Time is everything (it's short!). People tend to turn and run when they see long surveys. And as much as your clients are ready and willing to provide you with feedback - they are protective of their time.
  • It promotes transparency. By quantifying intangible concepts like client satisfaction and service quality, NPS provides RPOs with a singular metric to weigh performance, set improvement goals, and to rally your team around. When everyone in the organization has a clear understanding of how their behavior can inform NPS, they'll begin to really care about client satisfaction and service quality as a practice and a philosophy.

Next Steps with NPS

  • Ready to get started with NPS? Contact the ClearlyRated team for insights, best practices, and a tour of our survey platform (designed specifically to support professional services firms).
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All
October 10, 2023
Blog
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NPS® 101 for Insurance Providers

Net Promoter® Score
Insurance

The original post was updated in October 2023

As an insurance broker or agent, you provide the client service that differentiates a buyer's experience from a commoditized interaction. You strive to consult, support, and provide expertise to your clients - all while delivering an exceptional service experience. And in 2023, your clients have come to expect nothing short of an excellent experience with you and your organization.But, what steps can you take to demonstrate your commitment to your clients and prospects? And how can you leverage the quality of the service you provide to improve company reputation and accelerate growth?While there's no single answer to these questions, there are resources that your organization can employ to harness client satisfaction for growth. One powerful resource is a single metric known as the Net Promoter® Score, or “NPS®” for short.The concept was created by Fred Reichheld at Bain & Company and Satmetrix, and was later introduced as the Net Promoter® Score methodology in 2003 when Fred published an article in the Harvard Business Review - 'The One Number You Need to Grow'.

What is NPS? A primer for insurance providers

Even if you're not familiar with the concept of NPS, you've likely participated in an NPS survey.The NPS survey methodology asks your clients how likely they are to recommend your company to a friend or colleague using a numeric scale of 0 - 10, ten being extremely likely and zero being not likely at all. (Sound familiar?)The true power of the NPS methodology lies in reporting. To calculate NPS, responses to the survey question are divided into three categories:

  • Promoters (9-10): Your most loyal, enthusiastic fans. These clients are highly satisfied with your services and are loyal to your organization. Promoters represent your strongest allies and are most likely to promote you to their networks.
  • Passives (7-8): These clients are happy (for now) but demonstrate an indifference to their experience with you, and may consider taking their business to your competitors. While not as immediately concerning as detractors, these clients represent a risk to retention and company reputation. Put frankly, they cannot be expected to be loyal to your organization or promote your services to their own networks.
  • Detractors (0-6): Your most at-risk group of clients. Not only are you at risk of losing the business of detractors, they are also the most likely to share negative feedback to their networks regarding their experience with you.

Your firm's NPS "score" is calculated by subtracting the percentage of detractors from the percentage of promoters. By way of example, ClearlyRated's lifetime NPS score is 84%, which is derived from the 86% of promoters across our company survey history minus the 2% detractors across our company survey history.86% - 2% = 84% NPS. Easy peasy.

What is a 'good' NPS score for an insurance provider?

When it comes to NPS, you have a few options for determining what constitutes a "good" score for your company.

  1. Look at global NPS standards - which categorize 50% NPS as "excellent" and 70% NPS as "world class."
  2. Compare your firm's NPS against competitors' scores. The 2023 Insurance Industry NPS Benchmark is 36%. But service leaders (winners of the 2023 Best of Insurance award) averaged 81% NPS this year.
  3. Look to service leaders across industries. The chart below shows published NPS scores for brands across industries. You can begin to see how clients of recognizable service leaders like Nordstrom rate their company (75% NPS) versus, say, Comcast - a notorious service laggard - who received a score of -1%.

Why does NPS work?

  • It's simple. Because it's a single metric, NPS is easy to measure, track over time, and use to benchmark your organization's client satisfaction and service quality against the rest of the industry.
  • NPS is a data-driven approach relying on insights directly from the client. The concise format of the survey allows you to focus in on the information that really matters while taking the guess-work out of assessing how your clients feel about you.
  • Time is everything (it's short!). People tend to turn and run when they see long surveys. And as much as your clients are ready and willing to provide you with feedback - they are protective of their time.
  • It promotes transparency. By quantifying intangible concepts like client satisfaction and service quality, NPS provides insurance brokers and agents with a singular metric to weigh performance, set improvement goals, and to rally the team around. When everyone in the organization has a clear understanding of how their behavior can inform NPS, they'll begin to obsess over client satisfaction and service quality as a practice and a philosophy.

Next Steps with NPS

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October 10, 2023
Blog
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NPS® 101 for HR Service Providers

Net Promoter® Score
HR

The original post was updated in October 2023

As a provider of outsourced HR services (like a PEO, ASP, HRO, or RPO) you strive to deliver great service to your business clients. And in 2023, your clients have come to expect nothing short of an excellent experience with your company.But, what steps can you take to demonstrate your commitment to your clients and prospects? And how can you leverage the quality of the service you provide to improve reputation and accelerate growth?While there's no single answer to these questions, there are resources that your company can employ to harness client satisfaction for growth. One powerful resource is a single metric known as the Net Promoter® score, or “NPS®” for short.The concept was created by Fred Reichheld at Bain & Company and Satmetrix, and was later introduced as the Net Promoter® Score methodology in 2003 when Reichheld published an article in the Harvard Business Review - 'The One Number You Need to Grow'.

What is NPS? A primer for HR service providers

Even if you're not familiar with the concept of NPS, you've likely participated in an NPS survey.The NPS survey methodology asks your clients how likely they are to recommend your firm to a friend or colleague using a numeric scale of 0 - 10, ten being extremely likely and zero being not likely at all. (Sound familiar?)The true power of the NPS methodology lies in reporting. To calculate NPS, responses to the survey question are divided into three categories:

  • Promoters (9-10): Your most loyal, enthusiastic fans. These clients are highly satisfied with your services and are loyal to your company. Promoters represent your strongest allies and are most likely to promote your services to their networks.
  • Passives (7-8): These clients are happy (for now) but demonstrate an indifference to their experience with your firm, and may be tempted by competitors. While not as immediately concerning as detractors, these clients represent a risk to retention and service reputation. Put frankly, they cannot be expected to be loyal to your company or promote your services to their own networks.
  • Detractors (0-6): Your most at-risk group of clients. Not only are you at risk of losing the business of detractors, they are also the most likely to share negative feedback to their networks regarding their experience with you.

Your NPS "score" is calculated by subtracting the percentage of detractors from the percentage of promoters. By way of example, ClearlyRated's lifetime NPS score is 84%, which is derived from the 86% of promoters across our company survey history minus the 2% of detractors across our company survey history.86% - 2% = 84% NPS. Easy peasy.

What is a 'good' NPS score for HR service providers?

When it comes to NPS, you have a few options for determining what constitutes a "good" score for your firm.

  1. Look at global NPS standards - which categorize 50% NPS as "excellent" and 70% NPS as "world class."
  2. Compare your company's NPS against competitors' scores. The 2023 NPS benchmark for HR service providers is 46%. But service leaders (winners of the 2023 Best of HR Services award) averaged 74% NPS this year.
  3. Look to service leaders across industries. The chart below shows published NPS scores for brands across industries. You can begin to see how clients of recognizable service leaders like Nordstrom rate their company (75% NPS) versus, say, Comcast - a notorious service laggard - who received a score of -1%.

Why does NPS work?

  • It's simple. Because it's a single metric, NPS is easy to measure, track over time, and use to benchmark your company's client satisfaction and service quality against the rest of the industry.
  • NPS is a data-driven approach relying on insights directly from the client. The concise format of the survey allows you to focus in on the information that really matters while taking the guess-work out of assessing how your clients feel about you.
  • Time is everything (it's short!). People tend to turn and run when they see long surveys. And as much as your clients are ready and willing to provide you with feedback - they are protective of their time.
  • It promotes transparency. By quantifying intangible concepts like client satisfaction and service quality, NPS provides HR service firms with a singular metric to weigh performance, set improvement goals, and to rally your team around. When everyone in the organization has a clear understanding of how their behavior can inform NPS, they'll begin to obsess over client satisfaction and service quality as a practice and a philosophy.

Next Steps with NPS

  • Ready to get started with NPS? Contact the ClearlyRated team for insights, best practices, and a tour of our survey platform (designed specifically to support professional services firms).
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All
October 10, 2023
Blog
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NPS® 101 for Law Firms

Net Promoter® Score
Legal

The original post was updated in October 2023

As a lawyer or legal practice administrator, you strive to deliver great service to your clients. And in 2023, your clients have come to expect nothing short of an excellent experience with your firm.But, what steps can you take to demonstrate your commitment to your clients and prospects? And how can you leverage the quality of the service you provide to improve firm reputation and accelerate growth?While there's no single answer to these questions, there are resources that your firm can employ to harness client satisfaction for growth. One powerful resource is a single metric known as the Net Promoter® Score, or “NPS®” for short.The concept was created by Fred Reichheld at Bain & Company and Satmetrix, and was later introduced as the Net Promoter® Score methodology in 2003 when Fred published an article in the Harvard Business Review - 'The One Number You Need to Grow'.

What is NPS? A primer for law firms

Even if you're not familiar with the concept of NPS, you've likely participated in an NPS survey.The NPS survey methodology asks your clients how likely they are to recommend your firm to a friend or colleague using a numeric scale of 0 - 10, ten being extremely likely and zero being not likely at all. (Sound familiar?)The true power of the NPS methodology lies in reporting. To calculate NPS, responses to the survey question are divided into three categories:

  • Promoters (9-10): Your most loyal, enthusiastic fans. These clients are highly satisfied with your services and are loyal to your firm. Promoters represent your strongest allies and are most likely to promote your firm to their networks.
  • Passives (7-8): These clients are happy (for now) but demonstrate an indifference to their experience with your firm, and may consider taking their business to your competitors. While not as immediately concerning as detractors, these clients represent a risk to retention and firm reputation. Put frankly, they cannot be expected to be loyal to your firm or promote your services to their own networks.
  • Detractors (0-6): Your most at-risk group of clients. Not only are you at risk of losing the business of detractors, they are also the most likely to share negative feedback to their networks regarding their experience with you.

Your firm's NPS "score" is calculated by subtracting the percentage of detractors from the percentage of promoters. By way of example, ClearlyRated's lifetime NPS score is 84%, which is derived from the 86% of promoters across our company survey history minus the 2% detractors across our company survey history.86% - 2% = 84% NPS. Easy peasy.

What is a 'good' NPS score for a law firm?

When it comes to NPS, you have a few options for determining what constitutes a "good" score for your firm.

  1. Look at global NPS standards - which categorize 50% NPS as "excellent" and 70% NPS as "world-class."
  2. Compare your firm's NPS against competitors' scores. The 2023 Legal Industry NPS Benchmark is 37%. But service leaders (winners of the 2023 Best of Legal award) averaged 80% NPS this year.
  3. Look to service leaders across industries. The chart below shows published NPS scores for brands across industries. You can begin to see how clients of recognizable service leaders like Nordstrom rate their company (75% NPS) versus, say, Comcast - a notorious service laggard - who received a score of -1%.

Why does NPS work?

  • It's simple. Because it's a single metric, NPS is easy to measure, track over time, and use to benchmark your firm's client satisfaction and service quality against the rest of the industry.
  • NPS is a data-driven approach relying on insights directly from the client. The concise format of the survey allows you to focus in on the information that really matters while taking the guess-work out of assessing how your clients feel about you.
  • Time is everything (it's short!). People tend to turn and run when they see long surveys. And as much as your clients are ready and willing to provide you with feedback - they are protective of their time.
  • It promotes transparency. By quantifying intangible concepts like client satisfaction and service quality, NPS provides law firms and legal practice administrators with a singular metric to weigh performance, set improvement goals, and to rally the team around. When everyone in the organization has a clear understanding of how their behavior can inform NPS, they'll begin to obsess over client satisfaction and service quality as a practice and a philosophy.

Next Steps with NPS

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All
October 10, 2023
Blog
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NPS® 101 for Staffing and Recruiting Firms

Net Promoter® Score
Staffing

The original post was updated in October 2023.

As a staffing provider, you strive to deliver great service to your clients and candidates. And in 2023, these stakeholders have come to expect nothing short of an excellent experience with your firm.But, what steps can you take to demonstrate your commitment to your clients and talent? And how can you leverage the quality of the service you provide to improve firm reputation and accelerate growth?While there's no single answer to these questions, there are resources that your firm can employ to harness client satisfaction for growth. One powerful resource is a single metric known as the Net Promoter® score, or “NPS®” for short.The concept was created by Fred Reichheld at Bain & Company and Satmetrix, and was later introduced as the Net Promoter® Score methodology in 2003 when Fred published an article in the Harvard Business Review - 'The One Number You Need to Grow'.

What is NPS? A primer for staffing firms

Even if you're not familiar with the concept of NPS, you've likely participated in an NPS survey.The NPS survey methodology asks your clients how likely they are to recommend your firm to a friend or colleague using a numeric scale of 0 - 10, ten being extremely likely and zero being not likely at all. (Sound familiar?)The true power of the NPS methodology lies in reporting. To calculate NPS, responses to the survey question are divided into three categories:

  • Promoters (9-10): Your most loyal, enthusiastic fans. These clients are highly satisfied with your services and are loyal to your firm. Promoters represent your strongest allies and are most likely to promote your firm to their networks.
  • Passives (7-8): These clients are happy (for now) but demonstrate an indifference to their experience with your firm, and may be tempted by competitors. While not as immediately concerning as detractors, these clients represent a risk to retention and firm reputation. Put frankly, they cannot be expected to be loyal to your firm or promote your services to their own networks.
  • Detractors (0-6): Your most at-risk group of clients. Not only are you at risk of losing the business of detractors, they are also the most likely to share negative feedback to their networks regarding their experience with you.

Your firm's NPS "score" is calculated by subtracting the percentage of detractors from the percentage of promoters. By way of example, ClearlyRated's lifetime NPS score is 84%, which is derived from the 86% of promoters across our company survey history minus the 2% detractors across our company survey history.86% - 2% = 84% NPS. Easy peasy.

What is a 'good' NPS score for a staffing firm?

When it comes to NPS, you have a few options for determining what constitutes a "good" score for your firm.

  1. Look at global NPS standards - which categorize 50% NPS as "excellent" and 70% NPS as "world-class."
  2. Compare your firm's NPS against competitors' scores. The Current Staffing Industry NPS Benchmarks are 36% (when rated by clients) and 30% (when rated by placed talent - an all time high since 2013). But service leaders (winners of the 2023 Best of Staffing award) averaged NPS scores of 77% from their clients and 73% from their talent this year.
  3. Look to service leaders across industries. The chart below shows published NPS scores for brands across industries. You can begin to see how clients of recognizable service leaders like Nordstrom rate their company (75% NPS) versus, say, Comcast - a notorious service laggard - who received a score of -1%.

Why does NPS work?

  1. It's simple. Because it's a single metric, NPS is easy to measure, track over time, and use to benchmark your firm's client satisfaction, talent satisfaction, and service quality against the rest of the industry.
  2. NPS is a data-driven approach relying on insights directly from your clients and placed candidates. The concise format of the survey allows you to focus in on the information that really matters while taking the guess-work out of assessing how your key stakeholders feel about you.
  3. Time is everything (it's short!). People tend to turn and run when they see long surveys. And as much as your clients are ready and willing to provide you with feedback - they are protective of their time.
  4. It promotes transparency. By quantifying intangible concepts like client satisfaction, talent satisfaction, and service quality, NPS provides staffing and recruiting firms with a singular metric to weigh performance, set improvement goals, and to rally the team around. When everyone in the organization has a clear understanding of how their behavior can inform NPS, they'll begin to obsess over client satisfaction, talent satisfaction, and service quality as a practice and a philosophy.

Next Steps with NPS

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All
October 9, 2023
Blog
Read time

NPS® 101 for Accounting Firms

Net Promoter® Score
Accounting

The original post was updated in October 2023 As an accounting service provider, you strive to deliver great service to your clients. And in 2023, your clients have come to expect nothing short of an excellent experience with your firm.But, what steps can you take to demonstrate your commitment to your clients and prospects? And how can you leverage the quality of the service you provide to improve firm reputation and accelerate growth?While there's no single answer to these questions, there are resources that your firm can employ to harness client satisfaction for growth. One powerful resource is a single metric known as the Net Promoter® score, or “NPS®” for short.The concept was created by Fred Reichheld at Bain & Company and Satmetrix, and was later introduced as the Net Promoter® Score methodology in 2003 when Fred published an article in the Harvard Business Review - 'The one Number You Need to Grow'.

What is NPS? A primer for accounting firms

Even if you're not familiar with the concept of NPS, you've likely participated in an NPS survey.The NPS survey methodology asks your clients how likely they are to recommend your firm to a friend or colleague using a numeric scale of 0 - 10, ten being extremely likely and zero being not likely at all. (Sound familiar?)The true power of the NPS methodology lies in reporting. To calculate NPS, responses to the survey question are divided into three categories:

  • Promoters (9-10): Your most loyal, enthusiastic fans. These clients are highly satisfied with your services and are loyal to your firm. Promoters represent your strongest allies and are most likely to promote your firm to their networks.
  • Passives (7-8): These clients are happy (for now) but demonstrate an indifference to their experience with your firm, and may be tempted by competitors. While not as immediately concerning as detractors, these clients represent a risk to retention and firm reputation. Put frankly, they cannot be expected to be loyal to your firm or promote your services to their own networks.
  • Detractors (0-6): Your most at-risk group of clients. Not only are you at risk of losing the business of detractors, they are also the most likely to share negative feedback to their networks regarding their experience with you.

Your firm's NPS "score" is calculated by subtracting the percentage of detractors from the percentage of promoters. By way of example, ClearlyRated's lifetime NPS score is 84%, which is derived from the 86% of promoters across our company survey history minus the 2% detractors across our company survey history. 86% - 2% = 84% NPS. Easy peasy.

What is a 'good' NPS score for an accounting firm?

When it comes to NPS, you have a few options for determining what constitutes a "good" score for your firm.

  1. Look at global NPS standards - which categorize 50% NPS as "excellent" and 70% NPS as "world class."
  2. Compare your firm's NPS against competitors' scores. The 2023 Accounting Industry NPS Benchmark is 41%. But service leaders (winners of the 2023 Best of Accounting award) averaged 81% NPS this year.
  3. Look to service leaders across industries. The chart below shows published NPS scores for brands across industries. You can begin to see how clients of recognizable service leaders like Nordstrom rate their company (75% NPS) versus, say, Comcast - a notorious service laggard - who received a score of -1%.

Why does NPS work?

  • It's simple. Because it's a single metric, NPS is easy to measure, track over time, and use to benchmark your firm's client satisfaction and service quality against the rest of the industry.
  • NPS is a data-driven approach relying on insights directly from the client. The concise format of the survey allows you to focus in on the information that really matters while taking the guess-work out of assessing how your clients feel about you.
  • Time is everything (it's short!). People tend to turn and run when they see long surveys. And as much as your clients are ready and willing to provide with you feedback - they are protective of their time.
  • It promotes transparency. By quantifying intangible concepts like client satisfaction and service quality, NPS provides accounting firms with a singular metric to weigh performance, set improvement goals, and to rally the team around. When everyone in the organization has a clear understanding of how their behavior can inform NPS, they'll begin to obsess over client satisfaction and service quality as a practice and a philosophy.

Next Steps with NPS

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All
October 9, 2023
Blog
Read time

Has AI Already Taken Over Online Reviews?

Online Reviews
B2B

On their own, fake online reviews are nothing new but what is new is a powerful tool – AI – that can write them more convincingly and more quickly — and it’d be short-sighted not to admit the temptation that many businesses will face. In 2022, alone, Tripadvisor detected 1.3 million and Google identified 115 million fake reviews. The importance of online reviews and ratings to business success can’t be understated. Unfortunately, this has incentivized companies of all types and sizes to push for reviews that are anything but genuine. Until recently, most fake reviews were generated by online review farms – often in third-world locations – paid to improve businesses’ online ratings. If you’ve read any of those reviews, you likely recognized them for what they were thanks to canned, overused phrases and imperfect English. But today’s AI changes everything with its command of multiple languages, its lightning speed, and the fact that it’s a low-cost tool. Already a Guardian journalist has demonstrated ChatGPT’s ability to crank out differentiated, well-written fake reviews. It may not be long before bad actors use tools like these to publish fake reviews at a rate in which today’s detection procedures simply can’t keep up.

The Current (and Ever-Evolving) State of AI-Generated Content

Scroll through popular social media outlets, and you’re likely to see AI-generated images— some comically obvious and others harder to perceive. In fact, experts have issued warnings such as: “Detecting deepfakes and AI-generated content is an ongoing challenge as the technology continues to evolve. As AI models improve and become more sophisticated, identifying disinformation becomes increasingly complex.”For the purposes of AI’s effects on online reviews, let’s focus on AI-generated text. AI-generated copy has proliferated since the late 2022 release of ChatGPT, a powerful and commonly used generative AI tool. Already AI-penned content can be found in product listings on eCommerce websites, in marketing copy, and as entire eBooks published in Amazon’s Kindle store. But will the public remain comfortable with AI’s growing uses? Forbes Advisor published survey results in July 2023 that show mixed public sentiment. On one hand, more than 75% of consumers are concerned about AI’s potential to spread misinformation and a majority aren’t completely comfortable with businesses using AI. That said, 65% say they would personally use ChatGPT over search engines to find information online. And as more people interact with AI, it will get even better at appearing to write as a real person—which takes us back to its potential for fake online reviews.

AI’s Infiltration of Online Reviews

As early as April 2023, there were reports of AI-generated reviews on Amazon. How could the world be sure? Well, it’s a dead giveaway when a review begins: “As an AI language model…” But we all learn from our mistakes, right?Plus, as NBC News points out, “AI-generated reviews aren't entirely against Amazon's rules. An Amazon spokesperson said the company allows customers to post AI-generated reviews as long as they are authentic and don’t violate policy guidelines.” But how can platforms be certain the review is based on an authentic experience? While Amazon is allowing users to post reviews written with help from AI, it’s been cracking down on fake review providers, filing a lawsuit and requesting assistance from social media platforms where businesses connect with review brokers and where these brokers create fake accounts from which to publish fake reviews.As mainstream review sites strategize, review farms can get ever savvier with the help of AI tools—and we mere mortals may have a harder time detecting the fakes. In fact, one study found that humans can only identify fake reviews 55% of the time. Will that number go down as AI-generated reviews get sneakier?

The Federal Trade Commission’s Response

In 2022, the Federal Trade Commission (FTC) took a stand for protecting online transparency by making an example of companies that cherry-picked reviews (by only publishing positive ones), gated reviews (by filtering rating results and only asking happy customers to write a review), and encouraged entirely fake reviews. This year, the FTC issued a warning about “the widespread emergence of generative AI, which is likely to make it easier for bad actors to write fake reviews."To deter companies in its war against fake reviews, the FTC has sought a new weapon for its arsenal: a fine of up to $50,000per infraction aimed at companies that either sell, buy, or promote fake reviews and ratings. The question here is: How easy is it to detect fake reviews—and will FTC enforcement be able to keep up with perpetrators?

Proactive vs. Reactive Approaches: How ClearlyRated Blocks Fake Reviews

To promote online transparency, we don’t rely on a reactive detection and removal process for fake reviews. While admirable in its aims, a reactive approach just won’t cut it, especially with the threat of AI-generated content. Our strategy positions us to be proactive instead, verifying reviews as they are collected and before any are published. With this process in place, we prevent fake reviews from being sought and published in the first place. From the beginning, we designed our platform to make it extremely difficult for any company to collect fake reviews. Our customer intake process screens for potential bad actors, and our platform only allows reviews from contacts in our customers’ data sets. This means that only real, vetted customers can rate or review companies with a ClearlyRated profile. Not one review or rating can appear on any of our customers’ profiles without the reviewer receiving a personal invitation as a member of their customer data set.Finally, we employ a proprietary system that automatically searches for and flags various signals. This system helps us identify potential issues that may otherwise slip through the cracks, such as companies answering surveys for customers who didn’t respond. In fact, we do catch two to three rogue actors each year who try to submit fake reviews for their companies—and we have a process for remediation depending on the severity. Our goal has always been to help our customers improve their customer experience (CX) by getting a full understanding of their CX, and to recognize those that earn positive customer feedback. By cheating the system, everyone loses.Unfortunately, most review platforms don’t have a way to verify whether each reviewer actually interacted with the company they’re rating. Therefore, it falls to consumers to keep the source in mind when reading reviews. Look into and recognize the differences between review platforms before deciding whether you trust them. You may decide that not all review platforms hold the same weight, and you’ll be wiser for it. While we sincerely hope this isn’t the case, it may not be long before having verified ratings, reviews, and testimonials will become a true differentiator. Why not start promoting that now—on your website, in proposals, and during conversations with your customers? Demonstrate your commitment to transparency and your goal of delivering a great CX. Learn more about how ClearlyRated can help you achieve that goal today.

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September 29, 2023
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What We Learned by Analyzing Client Survey Response Rate Data

Research/Data
Response Rate
B2B

At ClearlyRated we believe it's good business for B2B service providers to place the client experience (CX) at the heart of their growth strategy. That’s why we’ve made it our mission since 2003 to help B2B firms get honest feedback about their service. Doing so helps them both to improve their CX and to credibility differentiate themselves based on it. However, in order for businesses to get the most out of their survey feedback, they need to focus on their response rates. Helping B2B firms get honest feedback has not only positioned us to guide firms on improving their CX, but also to gather proprietary data from decades’ of surveys across multiple industries. Knowledge is power, so we’ve decided to draw new insights from our vast data set—and to share them with you, specifically our data on response rates.

How We’ve Used Our Data to Unlock Insights and Define Best Practices

We’ve harnessed the information in our data sets to both create a new tool and publish a deep study. Now we offer our new Response Rate Calculator to any B2B firm that wants to predict their client survey response rate based on day one of their survey launch. Also, after compiling and analyzing data from the NPS® surveys in our Best of Staffing® survey program, we completed a comprehensive study focused on improving client survey response rates. The insights from this analysis can help organizations yield higher response rates with more meaningful feedback. In this way, we hope to help our clients improve their survey programs and ultimately, their customer experience. Get a sneak peek into some of the best practices below.

3 Ways to Improve Your Survey Response Rates

Set up your client satisfaction survey for early success with these three three survey design tips.

Make the survey invitation personal.

While addressing the recipient by name is a good start, this tip goes beyond that. When communicating about your survey program, keep it personal by sending emails from someone the recipient will know rather than a generic company email address.* You can also ditch the fancy-looking HTML email in favor of plain text emails to achieve a higher response rate. * This doesn’t apply to survey invitations when you employ an objective third-party survey partner that sends the survey. In this case, your staff can still communicate personally about the survey program ahead of its launch.

Keep your survey short and sweet.

Longer surveys often yield incomplete responses and abandoned surveys. Remember: your respondents have busy schedules and many other tasks on their plate. Respect their time and get better response rates by carefully selecting your survey questions and writing them in simple language. Keep the full survey under 10 questions and make answering easy with multiple choice or sliding scale answers. You can include an optional comments field for those who want to add more detail to their responses.

Create an accessible survey experience.

Make it easy for clients to answer your survey whenever they find a free moment. This may mean responding to your survey on their phone while waiting for the dentist or on their tablet while taking the train home, so ensure your survey is mobile-friendly. Finally, you should also consider adding a “preview” option that allows respondents to see all questions (hopefully a short list!) before they respond, so they can assess how long it will take them. Keep in mind that they’re more likely to complete your survey if it’s short and to the point. Get more best practices to maximize the response rate to your client satisfaction survey, including when and how to communicate with clients about your survey program as well as how to ensure they receive your survey invitations. After all, if they don’t get your survey, how can they respond to it?

What Else Can You Find in Our Response Rate Report?

Download our response rate analysis report to learn more about managing successful client survey programs that help you deliver your best service, creating strong relationships with your customers and using their positive feedback to grow your client base. Our report includes information on:

  • Response rate trends and benchmarks
  • Additional best practices for getting higher survey response rates
  • And more takeaways about the types of client respondents you may have and how to encourage their feedback
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August 22, 2023
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Why DEI Questions Matter in an Employee Survey

DEI
Employee Experience
B2B

These days it goes without saying: The pandemic and simultaneous social movements gave people a new perspective and reordered their priorities. For many people, work and career got knocked down a few rungs while flexibility, fulfillment, and inclusion moved up. Hence, the Great Resignation (or the Great Reshuffle, depending on how we look at it). Thankfully, the record-high quit rates we saw in 2021 and 2022 have slowed, as noted in the latest Bureau of Labor Statistics report. But as the dust settles, we’re still faced with increasingly high employee disengagement. Believe it or not, you can unlock powerful data by conducting an employee survey. To engage and hold onto your employees, you must nurture an atmosphere that fosters true inclusion and a sense of belonging for all. As our CEO Eric Gregg suggested early in the pandemic, leaders must show their employees that they care about their experience and want to support them—not just with words, but with tangible action. He noted that, for those who don’t, “It might not lead to a talent flight today, [but] it’s going to lead to a talent flight tomorrow.” As the COVID-19 began to spread across the globe, we at ClearlyRated were busy creating an employee-facing survey program for our clients. Little did we know how essential it would be to meet such a timely need. We launched our internal employee satisfaction survey program in June of 2020. Not long after, we started receiving many thoughtful questions from our clients and partners about the diversity, equity, and inclusion (DEI) aspect of the program. Here’s a peek behind the curtain with Eric’s take on how and why we ensured that:

  1. DEI insights are baked into our employee surveys.
  2. Employees will feel comfortable sharing honest feedback.

Q: How did ClearlyRated decide to incorporate diversity, equity, and inclusion (DEI) considerations into the internal employee survey product?

Eric: The idea to include DEI in our employee surveys came from one of the newer members of our team at the time who asked an important question: “Is it enough to impact just within our four figurative walls, or is there an opportunity to impact a wider audience?” The question struck a chord. Why wouldn’t we utilize our skills and experience to help our clients take action on something they likely already care about but don’t always know how to address? We serve multiple industries that employ millions of people directly and many more millions of people in a temporary capacity. Helping to positively influence the entire industries and improve EX across the board made a ton of sense. We already knew as we watched the pandemic cross the ocean that it’d be important to get feedback from employees. There was so much anxiety, change and social unrest. And we could give firm leaders an opportunity to assess where they were on their DEI path and give them the tools to improve.

Q: What are the questions in the survey that ask about DEI, and how did ClearlyRated select them?

Eric: This was a challenge. When planning a survey, what you aim to do is balance its depth, the number of questions, and its accessibility so that people who have many different things going on will take it to deliver a high response rate. Our existing survey had important questions for overall employee experience—one’s we’d been leveraging for over a decade—so we started with that. Then we did our homework and pulled three additional DEI-focused questions around the sense of belonging; leadership actions; and the opportunity for advancement regardless of race, gender and any other aspect other than performance. What’s even more important than those questions, and those questions are vitally important, is understanding how on all of the other questions—on fairness of compensation, flexibility, overall willingness to recommend the firm—differ spending on whether respondents are a white male versus a non-white male, a female, or a member of the LGBTQ+ community. We’re uniquely positioned to gather and use those demographics to help firms identify if they’re inadvertently leaving people behind. The only way you create a place where people can bring their best and full selves to work every single day is by understanding where those differences lie.

Q: How can business leaders ensure that employees feel comfortable answering survey questions?

Eric: The question is: How do you make sure your employees feel comfortable and confident answering the questions openly and honestly, especially the more personal survey questions? It’s one thing to answer, “What does this company do well?” and “What does this company need to improve?” It’s another thing to ask respondents to identify themselves in a particular way that may make them feel vulnerable. The key is to consider how your survey process can build trust. One of the things we do for clients at ClearlyRated is send the survey ourselves. This way, the surveys are coming from an objective third party (me, actually) rather than appearing to come from HR or even the CEO of the firm. And we coach our teams to explain that from the beginning—that an outside party is conducting the survey and that their employer won’t have direct access to it. When it comes to segmenting data – drilling down to specific groups of people – wel also help to make sure there are parameters in place that minimize the ability for somebody to drill down deep enough to identify individuals. A lot of that comes down to managing sample sizes. If the number of a particular group of people is below the sample size threshold, then we help clients build safeties into their system that prevent people from segementing too far, even inadvertently.

Q: In what ways will the DEI insights generated from the ClearlyRated employee survey empower business leaders to take action?

Eric: The most important thing following a survey program is to take action on the feedback you receive, especially around DEI. With the data that a good survey program provides, you’ll get a view of how your entire organization views the state of your DEI and any progress you’ve may. You’ll also have the ability to highlight how perceptions may differ by various demographic groups. Finally, you’ll gain context by gaining the option to compare your data with your industry peers’ to see how your journey measures up. With that knowledge, leaders can consider logical next steps. We recommend focusing on a gap analysis. Are there areas where the perceptions vary by demographic? We understand that somebody who’s new to an organization may have a different perspective than a colleague who’s been with you for 10 years, but we should all aim to eliminate cases where somebody feels like their opportunities are different because of how they identify. The only way that that happens is taking real action based on strong data insights.

Do you have questions about DEI or ClearlyRated’s Employee Satisfaction Survey Program?

We’d be more than happy to connect with you on this topic and others related to EX. Feel free to contact the ClearlyRated team or chat with a real person now to learn more about our employee satisfaction survey program. Want to learn more before chatting with us? No problem. Click here for a self-guided demo of our employee survey program. You can also watch the full video here with Eric’s perspective on how B2B service firms can leverage the ClearlyRated employee satisfaction survey to measure and improve their DEI outcomes. This video was recorded in 2020 around the initial launch of our employee survey program.

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July 12, 2023
Blog
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Best Staffing Firms for Women Webinar Recap

Employee Experience
Staffing

Recently, we had the pleasure of announcing our inaugural list of Best Staffing Firms for Women. This designation recognizes firms that deliberately foster work environments in which women can thrive and are more likely to receive parity in career growth and compensation.

Why Are We Shining a Light on Women in Staffing?

As our CEO, Eric Gregg, shared in a recent webinar, “Breaking the Glass Ceiling: Strategies from the Best Staffing Firms for Women,” women represent 68% of the staffing workforce, yet are:

  • 62% less likely than men to feel they’re compensated fairly
  • 26% less likely to feel they “always belong” at their firm
  • 42% less likely to to believe that their firm operates a meritocracy

And their perceptions are not wrong. The fact is: Women in staffing are underrepresented in higher-level roles and compensated at lower rates than men at every level. When we look at the numbers, we see that women in staffing are below the “equity line” in both director-level (-13.5%) and executive-level roles (-35%). On the flip side, women are overrepresented in support roles. This imbalance doesn’t stop at representation. Overall, women in staffing earn $0.77 for every dollar their male counterparts are paid. In fact, there isn’t a single staffing role in which women match their male peers in compensation. In many cases the higher women rise, the less money they make in comparison. Female branch managers, for instance, make $0.82 for every $1.00 their male peers get paid. And while women have gained ground since the 1970s in terms of compensation, the additional loads they bore during the pandemic led to a severe setback in their collective compensation as compared to men’s. Despite being undervalued, women offer many benefits to their employers—especially when in leadership roles. An article published by the American Psychological Association notes, “Decades of studies show women leaders help increase productivity, enhance collaboration, inspire organizational dedication, and improve fairness.” So, how can you attract more women to your organization and better support your female employees to prepare them for leadership roles? Eric explored this with Tammi Heaton, the co-CEO of Pridestaff, and Kim Whiteley, SVP of MeeDerby. Tammi and Kim have spent 26 years and 16 years at their companies, respectively, and each of their organizations made the list of Best Staffing Firms for Women.

Ways to Support Women in Staffing From Best Staffing Firms for Women Winners

During the webinar, Eric, Tammi, and Kim explored the ‘whys’ behind women’s leadership gap as well as what their own organizations do to actively support and promote women in their workforces. Below are some actionable takeaways. 1. Give women opportunities to expand their capabilities and experience—and encourage them to broaden their perceptions around their own potential.Tammi suggests offering women opportunities to grow by exposing them to things they wouldn’t normally do via sub-committees or customer advisory boards. Not only will they gain experience, but they’ll also build their network. She noted that this practice spurred her own career beginning in 2002 when she shared an idea with leaders and was empowered to put a plan together and run with it. “Half of what we know isn’t taught in school,” Tammi says, so it’s essential to create a work atmosphere where women feel empowered to grow. Supporting their ideas and encouraging them to pursue their plans can retain women over time and improve their readiness for leadership roles. Progress can be made by nudging women toward leadership roles. Tammi and Kim both acknowledged that everyone is always slightly underqualified for their next job. But women, they noted, tend to feel this more acutely than men. We noticed this at ClearlyRated too. Often, women candidates were disqualifying themselves before they’d even applied for our open roles. To remedy that, we’ve added language to our job descriptions explaining that we consider applicants who don’t meet all the criteria. 2. Promote mentorship and leadership development.“Ask women about their challenges and how they perceive their skills and potential, especially because women have a tendency to be harder on themselves,” says Tammi, who encourages active career pathing conversations. She also recommends connecting female employees with women mentors who are already in leadership positions. Connecting women with formal mentor relationships and leadership programs can help talented women who wouldn’t normally advocate for themselves. Kim noted that several MeeDerby clients earned a spot on the Best Staffing Firms for Women list. One such firm is Adecco which recruits female employees into Engage 2022, its formal leadership development program for women. Adecco’s CEO has committed to fill 50% of its VP-level roles with women leaders by 2030.3. Foster flexibility.Kim pointed out that the years in which most people advance their careers often coincide with typical childbearing years. Many women get passed over because they’re pregnant, on leave or caring for young children. This issue has been exacerbated as an increasing number of women also begin to care for their parents along with their children.“These women get overlooked rather than included in conversations,” she says, yet they’re still more than capable of taking on challenges and excelling. “Ask them what they can handle and manage. When we do, we learn that they can manage a lot more than we think as long as we give them the opportunity to do it—and the flexibility to do it in a way that works for them.”After she had her son, Kim left a former job herself. She had also been managing care for her parents and wanted to work at an organization that allowed her to be performance-driven while also having more control over her schedule. Fortunately, she landed at MeeDerby where employees are given the flexibility to handle personal responsibilities with a schedule that works for them while still gaining opportunities to rise in the organization.“We just ask that if you’re going to be away from your desk, you give a heads up to your team so people will know not to expect an immediate response. You don’t even need to explain why,” she says.She and Tammi both recommend thinking outside the box about how a job can get done. Tammi shared that PrideStaff supports women returning to work by allowing them to ease back in, sometimes with a three-day schedule. Some women who returned to work via this option, she says, are now top performers. “Empathy doesn’t mean there’s a lack of accountability,” Tammi says.When an employee needs extra flexibility due to outside circumstances, she recommends that managers offer support and several options while setting expectations and timelines to prevent surprises on either side. 4. Actively recruit women who’ve felt sidelined or left behind at past roles. YUPRO is another of MeeDerby’s clients that qualified for a spot on the Best Staffing Firms for Women list. Its CEO Michelle Sims encourages employees to refer to anyone who felt they didn’t have a voice at another organization. Her current head of recruiting came into the company this way.Tammi echoed the importance of reaching out to people who’ve felt sidelined, adding that PrideStaff’s first franchise owners were women who felt left out in their organizations. Now she affirms that they are PrideStaff’s strongest performing branches. To hear more details from their discussion as well as Tammi and Kim’s answers to the following attendee questions, watch the full webinar.

  1. “What advice do you have for male-dominated organizations that have so far failed to consider women for leadership roles?”
  2. “As we look forward to the next five years, do you see it getting better in the industry? Is there any real change happening?”
  3. “What are some things you can do in your recruiting process to hire the next generation of female leaders?”
  4. “Are there programs you’d recommend women participate in within the industry to further their career and grow their network?”
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June 28, 2023
Blog
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3 Tips to Get Data and Feedback on Your Employee Experience

Employee Experience
Staffing

Originally published May 2022, updated June 2023 Throughout the early 2020s, the pandemic paired with social upheavals and shifting worker priorities led to climbing turnover rates. As companies across all industries struggled with retention, more were forced to care about their employee experience. While many organizations have long understood the importance of their client and customer experience (CX), less realize how essential their employee experience is to success—and slacking on employee experience is growing riskier.Why? Unengaged employees can harm your ability to deliver positive CX. And declining retention rates can lead to low morale and instability among your workforce. Winning at EX stabilizes and engages your workforce while increasing your chances of scoring a great CX. To begin, get a solid understanding of where your employee experience currently stands. Identify what you’re doing right, where you have space to improve, and where your biggest risks lie. By capitalizing on what you do well and learning how you can improve from your employees, you can improve engagement, boost employee wellbeing, and better support DEI initiatives. Do this by gathering both objective quantitative data (rating numbers) and subjective qualitative employee feedback (comments). One of the simplest, fastest and most sustainable ways to obtain essential employee experience data is an employee survey program.

Use these three tips to execute an employee survey that maximizes its positive impact on your firm:

1. Don’t go too general. Do get specific with your questions.

Vanilla questions yield vanilla feedback. Go deeper. Invite feedback on specific aspects of your EX, including opportunities for growth, benefits and perks, and your firm’s diversity, equity, and inclusion (DEI) efforts. DEI plays a major role in EX and engagement. Research shows that inclusive companies are more likely to coach people for improved performance and to identify and build leaders—both factors contribute to better retention rates. So include questions that help assess your firm’s DEI performance and ask for specific feedback on how you can improve these efforts. Then be prepared to act on your employees’ feedback.

2. Don’t ask for names. Do keep things anonymous.

When you launch an employee survey, you want real, honest feedback—right? Well, you’ll be more likely to get it if you keep responses anonymous. This gives your employees the freedom to give candid feedback without fear of retaliation. In fact, studies have shown that anonymous surveys “promote greater disclosure of sensitive… information compared to non-anonymous methods.” Plus, employees who typically don’t like to draw attention to themselves are more likely to share, generating higher overall disclosure rates and more accurate results. When you give your staff peace of mind that their feedback is anonymous, you’ll likely see an increased response rate and more honest feedback—two elements that go a long way in transforming your EX efforts. Working with third-party survey providers can both ensure that anonymity is protected and help your employees feel more comfortable sharing their feedback.

3. Don’t overcomplicate EX reports. Enable ongoing tracking and unlock clear comparisons by keeping it simple.

Implement an employee satisfaction metric like Employee Net Promoter® Score (eNPS) that can be tracked over time and compared across teams within your firm. Keep in mind that a simple metric doesn’t keep you from segmenting data to gain valuable insights. On the contrary, it makes slicing and dicing data easier, giving you the ability to compare eNPS scores by department, office location, or demographics like gender, race, and age. Segmenting data groups can help you identify and learn from bright spots as well as draw out insights on exactly where you need to make improvements. It also unlocks the ability to more easily compare your organization’s EX against industry benchmarks to see how you measure up and why you might be leaking talent to competitors. If ever there was a time to invest in EX, it’s now. Internal employee engagement and retention are more essential than ever in maintaining stability within your organization and delivering an outstanding CX that keeps you competitive for the long term.

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June 27, 2023
Blog
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Digital Surveys vs. Paper Surveys

Client Experience
Online Reviews
Service Insights from ClearlyRated
B2B

We’ll come right out with it – Digital surveys beat paper surveys. The '90s have made a comeback, but that doesn’t extend to old-school survey techniques. The only time it’s better to use a paper survey is when the majority of your survey pool can’t be reached online. The fact is; paper surveys are time consuming and more expensive. Plus, they risk data loss. Digital surveys, on the other hand, save money and require less labor. Online surveys don’t require two-way postage, multiple mailings, or costly replacement questionnaires. You also don’t need to spend time manually entering responses into a database. Instead, your response data gets captured and cataloged automatically for near real-time analysis. This enables you to use the extra time that would have been spent inputting the data to review the responses and develop your CX strategy. So you may think this debate is an obvious one (favoring digital surveys) but believe it or not, from our experience traditional leaders are typically more comfortable with paper surveys. You might also hear them say the common (and often dreaded) phrase "We've always done it this way", but you're in luck to help fuel your case for modernization, we've compiled 6 advantages of digital surveys that show why they win this debate.

6 Advantages of Digital Surveys Over Paper Surveys

Digital surveys do more than save time and money. They also create a more efficient process, more accurate databases, and a more convenient experience. Here are six ways online surveys do it better than paper surveys.

1. They generate more data.

Response rates for mailed surveys have been declining for years. These days, online surveys get higher response rates than paper surveys. Higher response rates translate to more data and more accurate insights. Why do online surveys yield better response rates? It may be due in part to convenience (we’ll get to that), but it’s also the fact that your team has more control from start to finish. For instance, you can track responses and easily retarget anyone who hasn’t yet responded. Plus, your surveys and the responses can’t get lost in transit. Digital responses get captured immediately and safely stored in databases. Depending on the software you use, you may even get instant data analysis.

2. They enable a more efficient process.

Online surveys can be set up and launched more easily than paper surveys—and your responses roll in almost instantly. This means your team spends less time creating the survey and entering data, and more time analyzing feedback to make timely improvements. Following the 80/20 rule is key to survey success. 80% of your time should be spent responding to feedback and only 20% should be focused on the survey design. When you get immediate access to survey feedback, you can take action sooner and improve your service recovery

3. They create less room for error.

When you mail paper surveys, your staff must read individual responses then manually enter each survey’s data—hopefully correctly. Unfortunately, human error tends to creep in, especially when a task gets tedious, and muddy data will lead to incorrect insights. But when you launch an online survey, no one gets tasked with logging the response data. Instead your respondents enter their answers directly into your system, leaving less room for error and yielding more accurate results. Plus, if you make an error when creating your digital survey, you can make live updates. Incorrect email addresses are more easily rectified than physical addresses, and typos in your answer options can be immediately corrected when your survey is hosted online.

4. They’re more convenient.

You should always look for ways to improve your customer experience, and streamlining their survey experience by offering it online does just that. People are simply used to doing things digitally now. Plus, digital surveys can be done more quickly than paper ones, so people are more likely to respond. Also, online surveys make it easier for your clients to take the survey in their own time, especially when your online survey is mobile responsive. This means they can respond on their phones while riding the train into work or waiting in the school car line to pick up their child. They also won’t have to keep track of a physical envelope and make sure to place it in a mailbox. Instead, they simply tap a link, answer the survey on their chosen device, and get immediate confirmation that their feedback has been captured.

5. They improve flexibility.

Digital surveys unlock the ability to employ survey logic that just wouldn’t work with a printed survey. This means you can tailor question paths based on respondents’ answers. Let’s say someone indicates that they only use one of your two solutions. You can program your survey to automatically skip any following questions that relate to the unused solution—and add one to assess their interest in and need for the additional solution. This customization, only possible with online surveys, is yet another way digital surveys improve the experience for survey takers.

6. They offer more ways to collect and use positive feedback.

Some online survey partners go a step beyond surveying. They also:

    • Make it easier to gather a library of client testimonials
    • Generate client satisfaction scores that you can use to track your progress and illustrate your reputation for great service
    • Offer ways to qualify for and earn third-party awards which you can use in your marketing efforts to prove credibility and a positive track record

Our research shows that every generation, from Gen Z to Baby Boomers, takes validated ratings, client satisfaction scores, and third-party awards into account when selecting B2B service providers. So, yes, we may be biased. But, as our customer success gurus Ryen and Bridget say in their recent podcast episode, “Digital surveys are the way of the future.” If you want to hear their thoughts about paper versus online surveys (and whether to put marshmallows in your hot chocolate), listen to this Survey Says podcast episode: The Debate: Paper vs. Digital Surveys.

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June 6, 2023
Blog
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4 Simple Ways to Get High-Quality Referrals from Your Customers

Service Insights from ClearlyRated
B2B

Referrals are the best—right? Not only are they the least expensive way to generate leads but they’re often the highest quality leads. Plus, B2B buyers hold high trust for referrals while looking for new vendors. In fact, 84% of B2B decision makers begin their buying process with a referral. But before you can reap the benefits of a robust referral program or simply ask your business development team to begin requesting them, you need to make sure your company is truly referable.

What does it mean to be referable?

When you achieve true referability, it means your clients both:

  • Feel comfortable referring others to your business and
  • Want to refer others to you

The key is to give clients confidence that they won’t be steering someone in the wrong direction. Even then they’ll only want to refer people to your business if they experience one or all of the following:

  1. They feel that you’ve made a noticeable impact on their success
  2. They care about you and your success
  3. They receive an incentive to refer others to your business

This means that to increase your referability you should focus on:

  1. Giving clients long-term confidence in your business.
  2. Earning their advocacy through an outstanding client experience (CX)—and maybe even give them some skin in the game (if referral programs are allowed in your industry)

4 Ways to Be More Referable

Boost your referability with these four tips. They’ll help you demonstrate value and earn your clients’ trust so they’ll be happy to give you referrals.

1. Invest in your CX at every stage.

Your CX starts before you’ve even earned a paying customer. That’s right, how you treat your prospects is the first stage of your CX. It’s when you win them over and likely make some brand promises about what you’ll deliver and how. The next stage is onboarding new clients. This is ultimately when you want to make sure they feel good about their decision to work with you. From there your CX continues indefinitely but never grows less important. This is why it’s essential to consistently and continually request feedback from your clients. Only then can you identify weak points in your CX and capitalize on your strengths. As you do, your clients see you demonstrate care by asking for their feedback and responding to it with positive changes, they’ll be more likely to trust your company both now and in the future. And once you’ve earned their trust, they’re more likely to give you referrals.

2. Formalize and communicate your unique process.

Think about how you deliver your product or service. Is there a clearly defined process? Maybe it starts with which questions you ask prospects and how you educate them on potential solutions. Next consider your onboarding period. As you welcome new clients, do you use unique checklists or assign an onboarding specialist to guide them through onboarding and early training? For existing clients, what are your communication standards, check-in frequencies, and service level agreements (SLAs)? Finally, how often do you check on your SLAs? Each step of your process should enhance your CX, adding value for every stage of your relationship. Record your process, making sure every person and team is trained on it and knows their part. Once you do, you can share it with current and prospective clients so they know what to expect and can see you delivering what you promised.

3. Prepare to welcome and wow referrals.

Referrals are valuable leads. Not only are you more likely to close deals that start with referrals, but referred clients often have a higher lifetime value. So don’t waste them. Make sure your teams know how important it is to respond to referrals quickly. You may even consider creating an accelerated process for responding to referred leads. Roll out the red carpet and make every referred prospect glad they found you. Plus, when you treat these leads well, the person who referred them to you will be more likely to send others your way.

4. Always thank clients for their referrals.

Whether or not a client’s referral results in a closed sale, always thank them. They went out on a limb for your business, and that’s not something to take lightly. It’s something to share gratitude for and encourage. Consider including this as a step in your process for responding to referrals. While a quick email is nice, consider going the extra mile with a handwritten card or even a small gift.

Learn How to Identify the Right CX Goals and Generate More Referrals

If you’d like to learn more about how to improve your CX, you can start with your current clients. Ask them for feedback on your service, processes and team. One of the best ways to do so is with a Net Promoter Score (NPS) survey. NPS surveys require little time from your clients, and the right program will not only capture client feedback data but also help you analyze it for actionable insights. As your work to foster a positive CX, you’ll be ready to make the most of any and all referrals that come your way. You may even launch a successful referral program. To learn more about our NPS survey solutions, including how to integrate referral programs, chat with a live person now or click to see how it works.

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May 23, 2023
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