Social CRM is not about media but a new approach to customer relationship

Summary : everyone has an idea, even a rough one, of where social CRM is taking us but no one exactly knows what will be the levers. A common mistake is to keep on managing customers the old way, as a passive target whose only function is to buy in a system where value is created to his detriment. The whole by using new channels. This way of doing things does not improve anything and even harms those who practice it. So we need go step back to basics and manage the customer relationship instead of managing the customer. It forces us to rethink, point by point, the components of this relationship : its subject, the exchanges, stakeholder identities, its follow-up and its exploitation. Social CRM is not a matter of media but a new approach to a customer that has become a stakeholder and an active player of a value co-creation processus.

I had the opportunity to talk with Paul Greenberg, during the last Lotusphere. We shared our opinions about what social CRM was, wasn’t and the state of the art.

Our first acknowledgement was that, even if nearly everybody agree on the big picture, everyone has his own definition and vision. Is it a problem ? Not at all since it’s obvious that, as for enterprise 2.0, so many cultural, organizational and even industry-related factors play a role what makes that’s there’s not a single SCRM model but an SCRM concept that has to be adapted to each organization.

Our second point of agreement was about the “social channel”. Moving from CRM to SCRM does not only mean using new channels to replicate old behaviors. For instance using Twitter of Facebook to push the same special offers as with the old emailings. At best it’s social marketing, at worse it’s spam and, even more, it gets on people’s nerves because they are bombed with useless information while they get no answer when they try to use the same channel to talk to the enterprise. (Yes…it’s a two-ways channel, contrary to email that always mention “do not reply”…strange way to envision customer relationship isn’t it ?).

Consequence of these two points : social crm is rather an approach to customer relationship than a matter a channel. I’d even go further : people can do social CRM “face to face”, by phone, on any channel. What matters is to consider the customer as a stakeholder and draw all the consequences.

So, I suggested Paul what would be, in my opinion, a minimalist social CRM program :

• Segmentation of the audience and delivery of a message, of information and contents, and even specific services for each segment. Contrary to received ideas, enterprises don’t talk a one community but to many communities they don’t own. For instance, an airline will have its own fans, the Airbus A380 fans, those who love travels, their “high contribution” customers, those who are stranded in a far country. Each category expects something different : some want to dream, some “insider information”, some special ofers, some service. Some will never be customer but contribute to establishing the brand online, some are good customers that have to be engaged and retained, some need to be convinced to be acquired.

• Organization a customer case management system that makes that, whatever is the channel that’s used, the message goes inside the organization, is handled by the right person (what would look like the junction of advanced case management and social networking) then goes back to the customer without any break in the flow. (Keeping in mind that it’s not the perfect answer to everything).

It’s a little bit light and minimalist but that may be a good start. In fact, like we agreed with Paul, so few organizations have reached this point that it’s better than nothing for a start.

But, since it appears that it’s about a new vision of the relationship between organizations and their customers, here’s how I’d see things point by point. [Read more...]

Corporate e-reputation is the visible part of an impressive iceberg

Summary : enterprises fear, and sometimes with good reasons,  the impact on their reputation of what their employees could write on the web. But this fear is sometimes so disproportinate that it leads to ludicrous situations. New balances have to be found in this domain, but that’s not all. The image of the organization, its business behaviors, ethics, also impact employee’s pride, motivation, engagement…and their propensity for harming their employer. Even worse : beyond the visible part that is made of one’s image and reputation, the same causes impact deeper mechanisms that drives quality, performance and the sustainability of business.

Lots of businesses are careful about the impact of their employees’ behaviors on their reputation. Should something negative appear somewhere on the web and an impressive self-defense system is activated. Employees have already been sharing their opinion about their employer with family and friends for ages and there’s nothing new here. The point is that, now, they can share with so many people that the situation has become critical from a corporate point of view.

In some cases we have to admit that employees are going to far beyond what the law and his employment contract allow. Of course we can discuss the right for privacy but there are things one can’t say publicly…even not at all. Not because the organization is over-sensitive but because law says so. That’s as simple as that and apply to the web as well as to any situation in real life.

But, not being comfortable with this new and unavoidable transparency, businesses are sometimes over sensitive and react to anything that’s said about them, regardless to the subject and context. This may make us wonder about to what extent employees belong their employer and what is the limit to having and sharing an opinion. The following video may look caricatured but it raises actual questions that are not that far from reality.

Would businesses want it or not, employees can impact their reputation but not as much as they may think. Once the moment of panic that comes with the emergence of a new phenomenon has ended, they’ll have to accept what’s unavoidable, learn to know what deserves a sanction and not, what is like using a bozooka to kill a fly and what deserves no reaction. After all the absence of criticism is suspicious and transparency can, to some extent, made the organization more human with its qualities and defaults.

A more human organization…that’s the point…

[Read more...]

E-reputation needs ethics

Facing the incrreasing importance of social medias, enterprises have to manage their reputation fields and on a scale that are really new to them. They can either do it by themselves or hire external professionals who’ll put use knowledge and expertise of this new market to help businesses. There’s nothing really ne here.

But some promises are made to novice enterprises often leave me doubtful.

• “Eliminate negative contents”

I’d like to know how such a miracle can be made. Of course, if any content is defamatory and is a clear attempt to harm a company’s reputation, it’s a legal issue and the old good recipes may apply. But what to do with it’s an argued publication, relying on tangible facts ? Discuss, explain, negociate ? Why not, and it may work. But there is no way to promise the content will be deleted when it’s not reprehensible on a legal point of view. Maybe some think of threats and pressure, what is the best means to get the opposite of what’s expected and is the evidence of a lack of ethics if such means are used without telling the enterprise how the promised results would be pursued.

• “Generation of positive contents”

If negative contents can’t be eliminated, diluting them in an ocean of positive contents may be a good option. So, why not, provided things remain objective. But the danger of attempting to distort the reality is actual. I recently heard an employer brand director saying that businesses have to be cautious and not oversell there message if they want to avoid viloent backfires. But what to do if a clients asks his service provider to insolently lie ? Tell him that he should use criticizes to improve his product that if their client or their company sucks, social media won’t fix it ? Or say “Sir yes Sir !” ? I know many people that can have the first discourse but I’m also worried that many may choose the second.

Let’s be clear : disguising reality to show the best possible image does not bother me at all : that’s call advertisement. On the other hand, when these methods are applied to things such as reputation, where trust and transparency matter, that’s nothing but theft. Any professional who forgets to explain that to its clients commits a professional fault, nothing ing less.

Anyway, when advertisement and reputation are confused and the methods of the first applied to the second, the price is often high for the customer. Businesses have to do both but  should also avoid confusion.

Communication, e-réputation, marque, marque-employeur, medias sociaux, publicité

Branding without an improvement process is a flash in the pan

Now that people realize that the traces everyone (businesses or individuals) leaves on the net impact their economic activities everyday more, “branding” is becoming a very trendy issue. First “personal” then, logically, “corporate”.

Then, things should be as perfect as possible in a perfect world. Everyone will be able to know everything about anyone, so will be able to make the best possible decisions, companies won’t make “casting mistakes” anymore and applicants will be sure to find employer they perfectly fit with. I don’t know if you share my opinion…but this seems to be too easy to be true…and efficient.

There is, according to be, a big misunderstanding on the starting assumption. Whereas some undestand “transparent information”, some others understand “the most positive information. I’d rather say that everyone want the most transparent information about the others but only want to give positive information about himself. This leads to a win-loose game where everyone looses for a simple reason. The mechanism relies on trust, so, at the very moment the information is biased, trust will disappear and everybody will come back to the usual “it’s useless, it doesn’t work, it’s a sham”.

I feel hard to believe that, even if in a perfect world it would solve everything, the social side of the process, that’s to say the validation of the information by third parties, will change anything. Because there are a lot of people that are not comfortable with all these things and because companies, even if they know people don’t believe them anymore, are still reluctant to make speak those who are believed.

Is it a flash in the pan ? Not at all. But communication in the large sense of the word has to be rethought as a lever in an ongoing improvement process and not only as a way to deliver a message.

[Read more...]

HR 2.0 as an ongoing process

This post is the continuation of the one I wrote on the central role HR have to be given in the change process businesses need to undertake to grow in the current economy.

Most often, identifying a need implies that a project has to be undertaken. A project is made of a number of known and planned actions. Is the need about training, a training program will be undertaken. A need about HR marketing (retaining staff members, improving employer’s brand) ? It will be a communication project. Etc..

HR 2.0 or, not to mix things, adopting social computing tools from the web 2.0 to serve an HR strategy imply a new way of doing things. I don’t say it has to replace all what’s being done now, it has rather to be seen as something complementary.

In the above mentioned post I wrote that HR people will have to learn how to deal with the fact we were mainly talking about things that have an impact n HR and that are not into their hand but in line manager’s. HR having to pilot managers, provide them with a framework but not having to be directly involved in end actions.

Here are a few examples.

[Read more...]

Personal Branding won’t go without Corporate Branding

Personal Branding is a very fashionable topic today. More than that, it’s a deep trend that is overdiscussed because of its yougness. A day will come that it will be so obvious that no-one will feel like arguing anymore. The purpose is to manage one’s reputation and professional brand in order to :

- those who are looking for informations about someone find what’s needed to assess his skills, his ability to do hold a defined job.

- this person appears as the “right person” when recruiters are looking for a defined profile without having any name in mind.

This may also help freelances to find missions but let’s admit it’s more about an applicant to recruiter relationship.

Being one of those who think that a good recruitement is more about bringing together people and companies who really fit the one with the other instead of making a selection, I think that the other side of the relation has to be improved too : the one that helps applicants to have a better undertanding of the company. Recruitment is like waltz or rock n’roll : you’ll never dance very long if you don’t get the right partner.

The current crisis that makes  so many people look for any kind of job musn’t make us forget major issues that will happen in the future.

[Read more...]

Danone explorers : In Real Life recruitment 2.0 for Y Gens

A few weeks ago I was invited by Danone to attend their Danone Explorers event, a moment when the company and students who are looking for an internship can meet.

I already wrote many things about Danone on my French blog but nothing here. I think there are a few things you have to know before reading further.

• The biggest point about Danone is their “dual project”, both business and societal. Every business decision has to take into account its societal effects. The purpose is not to balance business decisions by societal programs but to make decisions that deal with both at the same time. It’s a very important component of the corporate’s culture and management, and someone business focused without any societal awareness has many chances not be hired or not feel comfortable for long working at Danone. For Danone, the way people do business is at least as important as business itself.

• Danone has an informal culture. Of course, plants and factory need very strong processes. But for the rest, “the rule is the exception” or “exception is the rule”. As one of their VPs once told me, “we will always be smaller than most of our competitors, so we need to be smarter, run faster”. Initiatives are welcome and people are encourage to share ideas and best practices together by themselves.

• A survey showed their clients and partners valued a lot this culture, this “Danone Way”. It proved that it was identified as a key factor of performance, inside but also outside the company. A few years ago it made Danone’s people realize that their culture, one of the most intangible business assets, was a key performance lever.

• Many things to add…this company is worth being known and studied. Really outstanding !

What’s interesting in Danone explorers, is that Danone tries to seduce members of the famous Generaton Y and, as a consequence uses all the levers that are supposed to be efficient with tehm : proximity, discussions, exchanges, personalized dialogues, transparency, games, adult to adult conversations intead of parent to child.

Of course, in these times, we can expect a “full 2.0″ approach to tool such a logic. Not at all.

[Read more...]