Author: Franz Malten Buemann

  • How our Support Team Contributes to Product Launches

    Launching a new feature is an exciting time at Buffer. It’s the culmination of days, weeks and sometimes even months of the work that goes into building something new. There’s lots of excitement and a lot to celebrate. It’s also a significant time for our Support team. A product launch can generate a lot of conversations with our customers. We want to be ready to handle that ticket volume, quickly answer any questions about any nuance of the new feature, and effectively channel feedback to the product teams that built it.Launching a new feature can be a step into the unknown — our customers are creative and will use our product in ways we didn’t anticipate and ask questions for which we didn’t prepare answers. In some edge-case scenarios, they may uncover bugs we didn’t know about or have great suggestions for future iterations of the feature that we could add to our product roadmap.We have refined a process for working on launches, ensuring that the relevant people from the product, support, and marketing teams come together to work on the launch plan. In this post, we’ll share a little about what we do in preparation for launches to create the best possible outcome for our customers and our team.Reviewing new feature functionalityOur Product team frequently shares updates to our product roadmap — the outline and timeline of the features we’re planning to build. Transparency is one of our strongest values, and we share this timeline publicly with customers here.At an early stage, a Product Manager will create a design brief describing the new feature’s functionality so that the engineers and designers can start planning their approach to bringing it to life. The Customer Advocacy team will also take a look — as the team that works incredibly closely with customers, we hear from our most vocal users about what features they’d love to see us add or what parts of their current workflow they’re looking to improve. We can offer valuable insights and suggestions to help shape the feature. Working alongside marketingOnce the product manager has put a delivery date in place for a new feature, the Marketing team start putting the wheels in motion for the launch event. We typically want to make a big deal of a launch to ensure that as many existing and potential customers learn about it. The Product Marketing Manager will work with the Product team to choose the launch date, and the Customer Advocacy team will ensure we’ve got good inbox coverage for the proposed date.The Product Marketing Manager will start drafting the comms for the launch, including the emails, blog posts and social content. Our Customer Advocacy team also gets to review this, as it helps us to anticipate the customer response. Beyond the new feature’s functionality, the marketing communications shares the story of why we’ve built it and how it benefits customers.Testing out the featureThe design team will often share a design prototype internally, an interactive preview of how the new feature would look and function. The Customer Advocacy team are usually eager to try it out. This helps us understand how it works and allows us to make suggestions for any tweaks or changes.A week or two before the launch, the product is usually ready for some testing. Initially, this is internal before we start inviting customers to take a look.Testing helps us ensure that the product is high quality and easy to use before it gets into our customers’ hands. It helps uncover any last-minute bugs or issues we can fix before launch. Some members of the Customer Advocacy team will usually be involved in testing. We are our customers’ first point of contact when they need help, answering questions and helping troubleshoot problems. So, we must have a good understanding of the product before it launches. That way, we’ll be ready to help our customers get the most out of it. Creating external resourcesWithin our Customer Advocacy team, we have a customer education team. They’ll be involved from an early stage to start creating Buffer’s Help Center articles, preparing customer-facing guides and resources that describe how the feature works to answer common questions. We often share these resources in the emails and blog posts we create when we launch a feature. It will cover more technical detail and the nitty-gritty including any important technical limitations or complex processes. The blog posts and emails often focus more on the high level features and benefits of the new feature.Updating the internal release guide and training out teamWe create an Internal Release Guide for the Customer Advocacy team for each new feature that describes how it works and highlights the good-to-knows, such as plans for future iterations. Depending on how customers use it, some additional functionality might be planned for the future, and we might anticipate questions about this. For example, when we first launched TikTok publishing, we didn’t have access to the TikTok API for direct publishing, and we used a workaround to help share scheduled posts to the TikTok app. We knew customers would ask about the possibility of direct publishing, so we anticipated this question in the Internal Release Guide and shared the context around the limitations and the plans for the future.The Internal Release Guide is a working document, and it includes a space for capturing customer feedback from our email and messaging inboxes and an area for the Customer Advocacy team to ask questions. The Product Manager and Marketing Manager will review the feedback and answer any questions that come up there. A lot of the time, the customer feedback and questions that come up help us develop our help center articles. We may not have anticipated all the frequently asked questions ahead of them actually being frequently asked!If you’d like to take a peek at the template we use for the Internal Release Guide, you can download a copy in .pdf format here. Feel free to use it and adapt it to your needs – I’d love to hear from you if you do! I’m on Mastodon here: @davechapman@mas.toIn addition to the Internal Release Guide, we have internal training sessions for significant or complicated product changes.Anticipating inbox volumeWhen we launch a feature, we expect an increase in the volume of questions and tickets on the support channel in response to the marketing communications on email and social. A day or two before the launch, we aim to double down on the inbox to reduce the volume in advance. For a significant feature launch, we’d aim to maximize team coverage. Tuesdays work well for us, with the highest number if team mates available, and we’d avoid any syncs or meetings that would take us away from the inbox on these days.[Callout: We work a four day work week at Buffer. See how our Customer Advocacy team works just four days a week while keeping up customer support.]We’ll also prepare macros and snippets containing pre-written sentences and phrases to help us quickly respond to anticipated questions. These work well as a way to consistently share the steps needed to navigate particular settings, for example. These all get added to the Internal Release Guide to share within the team.Launch dayCreating a dedicated channel for the launch is a great way to keep everyone informed. It helps keep track of what is happening with the launch and makes it easy for the team to access information about it. We have a dedicated Slack channel for launches, and we’ll share essential milestones and timings, such as:the initial rollout to 5 percent of users (important last check for any unexpected issues!),roll out to 100 percent of users,the blog post is live,launch emails are sentetc…This screenshot shares just a little sneak peek into our #launches Slack channel:It’s also handy to have one place to direct team members who are looking for information. The Customer Advocacy team will be working in their regular channels and using the Internal Release guide as a resource for asking questions and sharing non-urgent feedback.SummaryWhen a new product or feature is launched, there’s often a lot of excitement, and hopefully many happy customers! The Customer Advocacy team will be working with users who have various questions, and some may have concerns or run into issues, if there are some unexpected bugs or trouble. We do our best to ensure the team is prepared to handle all of these situations, and carefully planning product launches makes a big difference to how things go on the day of the launch and the days soon after. Having a plan, and working closely with the product, engineering, design and marketing team along the whole journey of bringing a product to market, gives our Customer Advocacy team the best chance contributing to a successful launch day. There is always more we can do to prepare for a launch, and we take time to reflect after each one. It’s always a learning experience. Here’s a run down of our current approach:Review the exploration/discovery brief once the product team have mapped out their plans for the new feature. At this stage the Customer Advocacy team can offer valuable insights, as well as potentially put the product manager directly in touch with customers who might have some great perspectives to shareReview the design prototypes. These often give us our first idea of the look and feel of the new feature and it’s our chance to offer feedback and perspectives to the design team.Create an Internal Release Guide, to describe the features, including the ‘good to knows’, and create a space to answer questions and collect feedback.When the engineering team is finished, the Customer Advocacy team run thorough testing to make sure everything works as expectedPrepare the Customer Advocacy team to focus on the inbox, ‘all hands on deck’ style, both ahead of the launch to clear any inbox backlog, and during the launch to maximize response timesCreate an inbox filter so that that members of the product and marketing teams can keep an eye on the responses to the launch emailsGather the team in a special launch Slack channel on launch day, to share the excitement and follow along with the rollout and announcementsReview the feedback and questions that have come up in the Internal Release Guide. This typically helps us evolve the customer facing Help Center resources as well as keeping everyone up to date and informed.As Buffer has grown, our product and engineering teams have also increased in size. And as our product becomes more powerful, we must work together to roll out a new product or feature successfully. Launching a new product is a lot of work, but it’s worth it when you see customers using it and getting value from it. And as a Customer Advocacy team, it’s even more gratifying to help them every step of the way.What does a product launch look like for you? I’d love to hear your stories! You can reach me on Mastodon here: @davechapman@mas.toThis post was originally published on Buffer’s customer support blog.

  • Amazon Smile gets a frown

    I’m pretty sure how the first meetings went almost a decade ago:

    “Well, we’re paying our affiliates 5% for referrals. If we pay charities a tenth of that and call it a donation, it’ll be great PR and we’ll also make a profit on every sale because we won’t need to pay a full commission…”

    Amazon didn’t invent the online affiliate concept, but the company certainly turned it into a significant engine for growth. If a consumer bought a $100 item that someone in their program linked to, they would pay the referrer about $5. That meant they had little chance of actually turning a profit on that sale, but it led to millions of new customers, people who came back again and again. It also usually turned one sale into a few…

    The end result is that Amazon has paid many billions of dollars in affiliate fees, and their affiliates (like Wirecutter, CoolTools, and formerly, Squidoo) sometimes built entire businesses around the simple idea that recommending a product and sending someone to the biggest online retailer to buy it could lead to income.

    Smile turned more than a million non-profit charities into affiliates at a bargain rate. Now, that $100 purchase turned into forty cents sent to the cause of your choice.

    I used to send you, my esteemed readers, to Smile links, but when I realized how little each donation was, I switched to geni.us, and so our donations went up 10x.

    To date, Amazon Smile has sent charities more than $500,000,000. That’s not a ‘donation’ of course, it’s simply an allocation of marketing spend. And yet, half a billion dollars makes them a very significant donor in aggregate, one of the biggest corporate donors in the world.

    So why cancel the program?

    I have a few guesses:

    The new management at Amazon is aggressively streamlining programs and expenses to enable focus and increased profitability. Programs that involved a lot of people and time got harder to justify.

    They’ve always done a bad job of explaining the program, as evidenced by the fact that many people (including me) were surprised that the aggregate donation number was so big.

    Most charities aren’t very good affiliates. My guess is that few of the million recipients did much at all to persuade their donors to buy from the smile link that donated back to them.

    And perhaps most of all, as Amazon continues to dominate online retail, the affiliate program is probably less important strategically, and cutting costs on that front may seem like a simple way to increase short-term profit.

    Western industrial culture has had a hard time thinking about charity all the way back to Community Chest and the United Way. If the ‘game’ is to maximize profit, then sending money to good causes seems to undermine that. Some people argue that companies have a corporate social responsibility, that the compact they sign with the community is to not simply take as much profit as possible but to invest for the long-term well-being of the places they work and the people they work with. Or, as may be the case here, it’s simply a marketing tool.

  • Why is Martin Luther King inspiring?

    Martin Luther King Jr. is widely regarded as one of our generation’s most prolific figures, as well as a pivotal figure in the American civil rights movement. King’s famous “I Have a Dream” speech is well-known, but his dream remains unfulfilled. Racial segregation persists in many forms around the world, lowering the quality of life for people of colour significantly. This article will explain Martin Luther King Jr.’s legacy, the work of Coretta Scott King and her granddaughter, Yolanda King, as well as provide answers to some of the most frequently asked questions about him and his family. Martin Luther King Jr. was a pivotal figure in the Civil Rights Movement in the mid-1950s (National Geographic, 2020). King Jr. was a key figure in the Montgomery Bus Boycott and a baptist minister before being chosen as the leader of the Civil Rights Movement in Montgomery, and then the wider South. King Jr. was a key figure in the Montgomery Bus Boycott, the Southern Christian Leadership Conference, and the March on Washington for Jobs and Freedom, where he delivered his famous speech (History.com, 2009; The MLK Jr. Research and Education Institute). King was a member of a Birmingham African-American community committee that investigated an early case of racial segregation (National Geographic, 2020). The following paragraphs delve deeper into his subsequent work. Montgomery Bus Strike Montgomery was the epicentre of the civil rights movement in the United States. Following Rosa Parks’ famous refusal to give up her bus seat to a white passenger, advocates and activists organised a 382-day “bus boycott” (History.com 2009). Said activists formed the Montgomery Improvement Association to protest racial segregation, with King as its leader (Lewis, 2022). Together with the Women’s Political Council, which is made up of at least 200 Black women, the move “ignited a certain kind of Southern civil rights movement” (Brice, 2020). submitted by /u/seemaroy89 [link] [comments]

  • OG Instagram acc for sale with 10k followers

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  • How to Become a Salesforce Consultant – The Next Step in Your Career Path

    Salesforce Consultants implement and optimize Salesforce products in an effective and scalable way that is in line with their clients’ requirements. With a consultant involved, Salesforce becomes like a block of plasticine to an organization, molding to exactly how their business operates.  In this post,… Read More

  • AppExchange Marketing Program: What’s In It For ISVs?

    Marketing your business can be a challenging task. Ensuring you choose the right platform to market is vital in order to open your business up to numerous growth opportunities. However, the Salesforce AppExchange Marketing Program (AMP) may be beneficial to ISVs looking to boost their… Read More

  • Have Your Say in the 2023 Annual Salesforce Design Survey

    Calling all design-minded Trailblazers! Do you want to create human-centered experiences that help end users be successful? This can take many forms – from optimizing flows and making visual interfaces, to mapping ecosystems and aligning stakeholders.  To support those like you who are designing on… Read More

  • Best Practices Guide to Marketo Programs

    Just found this 5$ (super affordable) Marketo ebook w/ 5 stars!!! – read the amazon description 🙂 It’s def worth the 5 bucks! submitted by /u/jlamp50 [link] [comments]

  • Why Call Center Retention Matters

    If call center retention keeps you up at night, you’re not alone. In the era of the “great resignation” and in an industry with record staff turnover, employee retention is on every manager’s mind. The numbers are sobering. According to the 2021 ICMI report, a contact center’s average employee turnover rate was 58% per year. This figure is about 10 percent higher than the US average employee attrition rate of 47.2%. What’s up?
    Every field has employee turnover, of course. But stressful industries like contact centers stand out. Let’s take a closer look at why call centers see so much agent turnover and consider the solutions.

    TIP:
    Tools like Fonolo Voice Call-Backs relieve agent stress and keep customers off hold by offering call-backs during call spikes. Conversation Scheduling let callers schedule a call-back up to 15 days in the future.

    Why Does Call Center Retention Matter?
    It’s worth the effort, we promise. The cost of losing an employee is much higher than most people realize. The hard costs of employee turnover are easy to measure – and significant. They include money spent on administrative taskwork, interviewing, hiring, and onboarding.
    Soft costs are harder to see, but they cost money too. There is low productivity surrounding an employee leaving: co-workers are spread thin while covering extra duties, and supervisors scramble to keep things running smoothly.

    FACT:
    It costs 30-50% of their salary to replace an entry-level employee. Mid and senior-level employees cost companies between 150% – 400% of their salary to replace. Bottom line? Train, compensate, and engage your employees!

    Why Do Call Centers Have High Turnover Rates?
    Low wages are a factor
    Higher compensation is always a good place to start. Most call center agents are underpaid for their skillset and education, compared to the market. Indeed says, the average hourly rate for US call center agents is $16.50. That’s about a dollar per hour less than a data entry clerk and two dollars less than an administrative assistant – comparable jobs with considerably less stress.

    DID YOU KNOW?:
    Zippia reports that 65% of contact center agents have college or university education

    Stressful work
    Call center work is stressful. Agents can feel like they’re putting out fires all day long. They deal with frustrated, upset, and sometimes angry customers, responding calmly and with empathy — but the stress takes a toll. Studies by Toister Performance Solutions show that a whopping 74% of agents are at risk of burnout. When customers have been waiting on hold, often for hours, it only makes things worse.
    Lack of training and opportunity
    Call centers put considerable resources into onboarding, but even that can comes up short. Despite spending an average of 6-12 weeks training new call center employees, half of agents say the initial training needs to be more hands-on and engaging.
    Once agents are hired, the training tends to stop. And there is little opportunity for advancement. Call centers are often viewed as separate entities in a company and do not always offer the traditional career path that an employee might have if they joined as an administrative assistant or data entry clerk.
    But your employees want to grow and progress in measurable ways, financially, professionally, and personally. When their goals aren’t met, employees can disengage and start to look for fulfillment in other workplaces.
    More Benefits of Call Center Retention
    There’s plenty to lose if your employee turnover rate is too high. We’ve already discussed the dollar figures. Employee churn is expensive! But there are other things to be gained by lowering your employee turnover rate and creating a healthy, supportive professional culture where people want to work. Who doesn’t want that? Here are some other benefits of lowering your employee turnover:

    Agents become more efficient at their jobs.
    Knowledgeable, experienced agents can become brand ambassadors.
    Skilled agents offer higher quality customer service.
    Happy agents = happy customers.

    How do you calculate employee turnover? 
    Use this simple formula to calculate employee turnover. Most contact centers calculate this number on an annual basis:
    Number of agents who quit ÷ average number of agents on staff x 100 = attrition rate expressed as a percentage.
    5 Call Center Retention Strategies That Work
    Hire carefully
    Throw your search nets wide and include social media and video posts to attract digital natives to your contact center. Call center work is increasingly technical – some even say that contact center employees are the first generation of AI workers – and you’ll benefit from the expertise and experience of millennials. Offer career open houses where prospective employees can observe your company’s culture and facilities. And hire carefully, ensuring your new staff members are team players who can express empathy and handle stressful situations.
    Train thoroughly 
    Once you’ve identified and hired excellent staff (way to go!), you’ll need to train them well. Be transparent about company goals, processes, and performance metrics, and employ effective onboarding strategies. Set up new hires with a mentor if you can. And don’t rush things. A survey done by ASAPP research found that reduced training lowered agents’ confidence and competence – and led to an uptick in absenteeism.
    10 Proven Training Methods to Improve Your Call Center Performance
    Training should not be a one-and-done scenario either. ASAPP also reported 38% of agents said ongoing training and career growth opportunities would improve their jobs.
    Offer automation tools to support employees 
    Call volumes at inbound call centers increased dramatically during the pandemic. Gartner says 41% of call centers reported higher than usual volumes during the pandemic, with some reporting increases as high as 800% over previous levels. Customer volumes remain high.
    Automation and AI-supported tools can help deal with high call volumes and lower your agent’s stress. You can use chatbots to answer simple queries. In fact, IBM predicts that 80% of routine customer queries can be answered by AI-enabled chatbots. And call-backs can keep callers off hold and lower call spikes by rescheduling calls for quieter periods. Fonolo’s Visual IVR provides even more flexibility, letting customers select a call-back from any device at a time they prefer.
    Promote engagement
    Engagement is a key piece of the puzzle when it comes to keeping call center agents happy and slowing down employee turnover. What improvements can you make?

    Create a positive culture
    Recognize achievements and offer meaningful rewards
    Use metrics and offer mentoring
    Provide ongoing training programs and opportunities for advancement
    Support your agents with the right tools and technology

    Offer hybrid and remote work options
    Remote work is one of the most effective agent retention strategies, according to a Time Doctor study which says 59% percent of people would choose a job with hybrid or remote work options. The same study found people working from home were 22% happier than those working in an office. Working from home is here to stay, and contact centers need to offer agents flexibility, or they will lose them to companies that let agents decide where they want to work.
    Spend Smarter for Better Employee Retention
    Managers know call center retention is important and are already spending money on staffing, training, and engagement. You need to optimize your investment! Once you’ve ensured your agent compensation is competitive, consider upgrading your work environment and letting agents choose to work remotely if they want to. Make training an ongoing part of your workplace and offer opportunities for advancement.
    Finally, a careful audit of your workflows can show you where automation can offset workload, relieve employee stress and improve call center retention. Call it a win, win, win scenario!The post Why Call Center Retention Matters first appeared on Fonolo.

  • B2B SaaS Customer Journey Mapping

    ​ https://preview.redd.it/ascn42bcp1da1.jpg?width=1118&format=pjpg&auto=webp&s=946e52520eb8f43a2145748d4d66376b8462d6e7 Customer journey mapping allows businesses to gain insight into how their customers interact with their products. You can compare your customer’s journey to the common journeys of other customers or use it to ensure that the customer experience is as good as possible at all stages of the process. Read More –> https://medium.com/@rkoleta/b2b-saas-customer-journey-mapping-edcba5d39ff5 #customerexperience #CX #journeymapping #b2bsaas submitted by /u/rickkoleta [link] [comments]