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What Managers Are Getting Wrong About The World’s Greatest Job Ad

May 29, 2019 by Blake Thorne 10 Comments

This piece was originally published in 2015. It has been updated with new data and advice for 2019.

Here’s how the story usually goes. Sometime in the early 20th century, British explorer Ernest Shackleton needed to hire a crew for an upcoming expedition to the South Pole. So he placed a newspaper ad:

“Men wanted for hazardous journey. Low wages, bitter cold, long hours of complete darkness. Safe return doubtful. Honor and recognition in event of success.”

The copywriting — and its strong, direct language — has been printed, reprinted, and talked about for decades. It’s beautiful. Possibly the world’s greatest job ad.

Though his accomplishments went largely uncelebrated in the years after his death, Shackleton, in recent years, has become a revered leadership figure thanks to new literature on his life and career.

The Shackleton ad copy has taken on a life of its own, with hiring managers and entrepreneurs pointing to it as an example of how to lure exceptional people to your organization.

But there are two problems here. For one, the ad probably never existed. Even if it did, many people — it seems — are missing the point.

Cells, Pods, and Squads: The Future of Organizations is Small

May 16, 2019 by Janet Choi 3 Comments

This post was originally published in 2014. It has been updated with new data and advice in 2019.

Think small and you will achieve big things. That’s the counterintuitive philosophy that nets Finnish game company Supercell revenues of millions of dollars a day.

[Image via Giphy]

So really, how do you build a billion-dollar business by thinking small?

One key is the company’s pod team structure. Autonomous small teams, or “cells,” of four to six people position the company to be nimble and innovative. Similar modules — call them pods, squads, or startups within startups — are the basic components in many other nimble, growing companies, including Spotify and Automattic. The future, as Dave Gray argues in The Connected Company, is podular.

Still, small groups of people do not necessarily make a thriving business, as the fate of many a fledgling startup warns. What is it about the pod team structure that presents not just a viable alternative but the future of designing how we work together?

20 Vetted Tools and Tips for Managing Time Zone Differences

December 4, 2018 by Blake Thorne 17 Comments

[Image Source: Unsplash]

If you work on a remote team, there’s a good chance you’ve struggled with managing time zones.

With co-workers and subscribers spread all over the world, it can be hard to keep track of what time it is where your colleagues are. Even if you’re not working remote, it’s easier than ever to end up doing business with someone in a different time zone. As our world becomes more connected, discovering a good time zone meeting planner becomes more important than ever.

Here at I Done This, we face this challenge daily. We’re a small team dispersed across three continents. The work day is finishing up for some of us just as it’s getting started for others, which is why asynchronous communication is so important. There’s only a short window of time for us to communicate in real time, and that window is critical to our productivity.

Here’s a look at some of our favorite time zone apps and strategies for managing our workflow.

How to Leverage Psychology to Provide Better Customer Support

November 8, 2018 by Walker Donohue Leave a Comment

Despite the growing popularity of instant-messaging support and “conversational agents”—better known as chatbots—actually talking to a customer on the phone is one of the best ways to engage in a real conversation and learn more about a customer’s problems.

Done right, such conversations can be helpful, valuable, and even fun. But we don’t tend to hear about those interactions. Instead, we usually hear horror stories of automated switchboards, interminable wait times, and disinterested customer support staff.

Everybody has a terrible story about customer support. Whether it’s waiting on hold for three hours to speak with someone at the IRS, having to explain a problem repeatedly to one support rep after another, or dealing with random disconnections in the middle of crucial support calls, we’ve been conditioned to accept that customer support is a uniquely terrible experience to be endured rather than a satisfying, rewarding part of patronizing a business.

According to data from GetApp Lab, all that most customers want from a support experience is to speak with a real live human being. That’s it.

[Source]

It’s no secret why a majority of customers want to speak with a real person during support calls. It’s one of the best channels for quickly identifying and solving complex customer problems. When we really understand where our customers are coming from, it’s much easier to solve their problems and build trust.

Why Customers Dread Calling Customer Support Numbers

If speaking with a customer support rep is so effective, then why do so many people dread the thought of picking up the phone and calling an 800 number to speak with one?

On average, American consumers spend around 30 hours every year on the phone with customer support personnel. Because we spend so much time on these calls, we already have preconceived notions about how the entire experience will play out. We’re already on the defensive before we even finish dialing, which becomes a self-fulfilling prophecy.

Although many consumers have legitimate grievances with telephone-based customer support, most of the negativity surrounding these calls is rooted in the perception that companies don’t respect customers’ time. Calling a customer support line isn’t just a pain in the ass—it’s often a considerable investment of time that prevents customers from doing other things. Even if there’s a very good reason for a lengthy wait to speak with a support rep, every minute a customer wastes waiting on hold damages that company’s brand. It creates negative perceptions about that company that can be very difficult to undo, even if the actual support call goes well.

These experiences also play a significant role in whether a customer will even attempt to contact customer support in the first place. It doesn’t matter how skilled, knowledgeable, or friendly your support reps are if your customers don’t even want to pick up the phone.

Customer Support Is a Critical Competitive Advantage

Instead of treating customer support as an afterthought, think of it as a way to further differentiate yourself from the competition. Talking through an issue with a customer over the phone allows you to get to the heart of the problem—and ultimately solve it—much faster, but it’s also a unique opportunity to strengthen the relationship with the customer and create a positive association with your brand.

The better the customer support experience, the more positive the association—a crucial competitive advantage in any industry.

However, before you can deliver a world-class customer support experience, it’s important to understand why your customer chose to call you in the first place. Customers who prefer phone support are often looking for:

Quick solutions to complex problems. Voice support allows your support reps to ask detailed, probing questions and guide customers through the support process in real time. Even relatively minor issues like password resets can be solved much faster in a simple phone conversation, as opposed to instant messaging or chatbot support.
A more intimate, personal experience. Voice support isn’t just effective; it’s also a way to provide the kind of personalized white-glove service your tired, stressed-out customers crave. The more difficult the problem, the more your customers will appreciate attentive customer support.
Difficult conversations. Even customers who are furious still want their problems to be acknowledged. Voice support is ideal for customers who want—or even need—to vent their frustrations. The immediacy of voice support helps the customer feel as though their voice is being heard and gives your reps the opportunity to calmly walk customers through the solution they want.

It’s vital to understand the mindset of the customers who choose voice support over other channels. The needs of a customer who chooses to pick up the phone to speak with a rep are very different from those of a customer who opts to utilize live chat. Similarly, customers who favor email support aren’t likely to need as prompt a response as someone who calls your support team.

Understanding the differences in the needs of customers who choose different support channels is the first step in creating better, more rewarding support experiences. Likewise, considering the frame of mind a customer is likely to be in during a support call allows your reps to preemptively address problems before they arise and alleviate the frustrations of the caller.

The biggest challenge to overcome for voice support personnel is the negativity surrounding perceptions of voice support itself. A little understanding goes a long way, and by demonstrating empathy with customers and proving that you genuinely value their time, you can prove that customer support is a crucial part of your entire business, not merely an afterthought.

Give Your Customers the Support They Deserve

Your customers don’t just expect you to provide best-in-class support experiences when things go wrong—they also need to be understood and met where they are. Voice support is one of the most effective ways to solve your customers’ problems, but only if your reps understand where your customers are coming from long before the phone rings.

Great customer support isn’t just about solving problems; it’s also about building relationships, strengthening your brand, and helping people feel that their time is as valuable to you as their business.

P.S. If you liked this article, you should subscribe to our newsletter. We’ll email you a daily blog post with actionable and unconventional advice on how to work better.

How To Plan For Daily Standups During The Holidays

December 8, 2016 by Willa Rubin Leave a Comment

daily-standups-holiday

For many employees, the holidays offer a welcome break in routine. But for team leaders, the last few weeks of December put a pin in their team’s productivity.

When so many people take off at the same time, it leaves the few remaining souls at the office with a ton of work on their plates. They need to get more work than usual done, and in less time.

Every second they spend in their typical in-person daily standups (that would otherwise help them track progress) eats away at time they could be using to pore through their mountains of work.

Frequent checkins are an important part of ensuring individuals are on track to meet their goals and working as a team. But especially when the holidays roll around, managers need to alter how they run standups and create additional support, without sacrificing their employees’ time or autonomy.

Here are some ways to revive your daily standups and simplify your workflow during holiday madness.

How to Make Sound Decisions About Your Product Design’s Future

October 26, 2016 by Willa Rubin 2 Comments

Product design is all about tradeoffs—and when we designed I Done This 2.0, we had a lot to consider. We added new functionality, like blockers. But we also noticed a few patterns in our user behavior data that we weren’t quite sure what to do with.

We find, for example, that a higher volume of short entries helps people feel great about their work, and it’s more interesting for their co-workers to read. Does that mean we should encourage this behavior, and cap entries after a certain number of characters?

Ultimately, we set our default in I Done This 2.0 to shorter entries, but we added an optional button to allow longer entries. We don’t want to fall down the rabbit-hole of offering too many configuration options—but we also don’t want to lose customers who find our product useful. When it comes to exact entry length, we’re passing the baton to those who know their team’s needs best—team leaders.

I Done This: Short Post, Best Post?

October 18, 2016 by Kathryn Vandervalk Leave a Comment

The more you write on your “Done List,” the less likely your co-workers are to read what you write. 81% of educated people don’t even read what they see—they skim.

I Done This 2.0 automatically sets the default length of a Done List post at about 12 words. We’ll never limit the amount of words you post, but the default setting encourages you to fit your post on one line, like this:

idonethis1
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Why You Should Stop Copying Google’s Employee Perks

May 24, 2016 by Sasha Rezvina 2 Comments

Not only is Google rated the #1 place to work year after year, but it’s one of most valuable companies on earth. And that’s by no coincidence. To get there, Google spent years perfecting their employee perks to create a positive and highly-productive environment.

Google Campus Dublin - Gasworks - Microkitchen - Floor Identity: Waterworld - Foto Peter Wurmli - © Camenzind Evolution

But Google has only been able to grow into a $360 billion company by trying bold new things and constantly iterating their systems—not by blindly applying the successful models of other companies.

To succeed as a startup, you also have to be careful not to just adopt trendy fads, but rather find what works best for you through constant iteration. In fact, there are tons of companies that do the opposite of what Google does and thrive as a result.

Here are some examples of super successful startups that refrained from Googlifying their environment.

Your Employees Are Underperforming…They Just Don’t Know It

November 3, 2015 by Charlotte Dillon 1 Comment

As an executive, criticism is an essential part of your job. Your role is to get your team working as efficiently as possible. This means reminding employees of impending deadlines, hounding them to finish tasks, and firing off nit-picky memos. It’s important work, but it comes at a high cost: employee confidence.

Hard and fast criticism might seem the quickest way to get your team to work better. But if negativity is all they hear from you, you’re harming your company’s productivity.

Unconfident employees are less likely to approach you with out-of-the box ideas, teach themselves a new coding language, or apply for that promotion where they would excel.

Confident employees are productive employees. The problem is, most people aren’t as confident as they should be, since they don’t accurately perceive their abilities and competency.

If they’re not cognizant of their capacity, they probably aren’t working at it. If they’re under-confident, they’re underperforming.

Here’s the good news: confidence isn’t fixed. By applying a couple of positive psychology tools, you can boost their confidence and their productivity.

How To Start Real, Meaningful Conversations With Your Email List Subscribers

October 15, 2015 by Blake Thorne Leave a Comment

By now you’ve heard all about the benefits of building an audience over an email list.

Let say you’ve even set up a Mailchimp account and built an awesome landing page for capturing emails. You’ve targeted the people you want to reach and aggressively marketed your landing page. You’re even starting to see some emails coming in. Your list is growing.

Now what?

One of the biggest challenges entrepreneurs and marketers have with their email list strategy is figuring out how to connect with people once they’ve signed up. Too boring, people unsubscribe. Too sales-y or pushy, people unsubscribe. Bother people too much and they’ll unsubscribe.