This morning we released the latest version of an annual client-favorite: “How Companies Improved Their CXi Scores, 2013.”
As we do each year, we compiled a list of brands whose scores went up five or more points in our Customer Experience Index over the past year (in this case between 2012 and 2013). We asked CX leaders from those brands if they’d be willing to tell us what they did to drive those improvements. Finally, we synthesized their answers into a list of best practices that others can learn from.
As you’d expect we heard about a host of projects designed to boost the three aspects of customer experience quality. Here’s just a sampling of what we uncovered:
- Meets needs. Marriott used one of my favorite qualitative research techniques - diary studies - to understand exactly when its guests would need a mobile device during their travels. The firm identified roughly 300 user needs that a mobile device could fill, prioritized them, and are using the resulting hierarchy as a road map for future investment.
- Easy. Vanguard and Progressive were just two of the brands that said they upgraded web site designs to make it easier for customers to get the information they need online.
- Enjoyable. Days Inns trained more than 20,000 employees in how to make hotel guests feel welcomed.

As I sit at my kitchen table enjoying the quiet of my house before my kids come home, I know that I will move to my office and shut the door once that tranquility is shattered by their arrival. Then later this evening, once the house is again quiet with the monsters nestled in their beds, I might just take a few calls propped up on pillows in my bed. Yes, I do that regularly. Heck, they call it a laptop, right? This is the "home" scenario. On the road, workplaces and spaces vary even more. I really work best from a hotel room, or the hotel bar if I have a good headset on. None of this is new for me; I have played the role of an itinerant worker for years. But for a long time my employers continued to put my name on a door or cubicle. For me, that has now changed. No more nameplate for me. Employers are increasingly waking up to the fact that many employees (or "information workers," ugh... hate the term) just don't need or even want a fixed office or space. And, likely more importantly, the employers don't want that either. An empty office is an under-optimized asset. Both demand-side and supply-side forces converge to drive workplace and space diversity.