NPS: The Ultimate Question

Imagine if you could ask one question that would tell you if your customers would buy more of your products and services or if they were going to your competitors! Looking at how revenue has increased or dropped in your different product and service lines is useful but it is a rear view mirror approach – it tells you your past, not your future. Customer surveys, by phone, face-to-face interviews, focus groups or on-line surveys are common ways to find out how customers see your products but they ask a lot of questions, take a lot of time, and are costly.

How many of us cringe when we get that phone call, are stopped in the shopping mall or get an email from the ‘customer representative’ who just wants a few minutes of our time to answer questions about our experience of company X’s product or services? Our first thought is often; “Oh yeah, a few minutes my foot, I know you’ll wind up asking 30 or 40 questions and take at least 15 minutes of my time!”   Our response is often’ “No thanks, I am busy right now!” – and that’s why the response rate to these surveys is often lower than 30%.

Fred Reichheld in his new book, The Ultimate Question, suggests that there is one question that predicts better than anything else if your customers are going to continue their business with you.  This question leads to a ‘Net Promoter Score’ which indicates the amount of commitment … Continue reading

HR Edge Magazine Interviews Dr Mitchell Kusy and Dr Elizabeth Holloway

HR EDGE: In your extremely insightful book, you expose the dynamics of the toxic workplace and provide practitioners with clear guidance on how to deal with this serious problem. The book’s rich observations stem from the exhaustive research you conducted with over 400 business leaders, many from the Fortune 500 List. I am curious as to how you managed to get so many business leaders to “open up” to you about the “dark side” of their workplaces?

Dr. Holloway: Interestingly, these leaders were more than willing and prepared to share their stories. Many had never talked about it before. For most, I think the interviews we conducted were cathartic. Leaders also are genuinely interested in understanding how to better deal with these kinds of individuals. We know that toxic individuals can cost the company substantially in both human and financial terms. Leaders understandably want solutions.

Dr. Kusy: It came as a complete surprise to us that 94% of the respondents in our research reported they had worked with or were currently working with a toxic person. So far, most solutions have been short-sighted— simply firing the person without attention to the effect the toxicity has had on the team, the culture, and the leaders. The fact is, a toxic personality can infect a whole team and potentially bring down a company.

HR EDGE: In your experience, how well does the “average” person cope with a toxic colleague or a toxic boss at work?

Dr. Kusy: Although much has been written … Continue reading