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Tag: customer feedback

  • How to Use Customer Feedback to Unlock Growth and Loyalty | Entrepreneur

    How to Use Customer Feedback to Unlock Growth and Loyalty | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    It’s time to retire the “faster horses” quote, particularly if you want to stay competitive in 2024. The quote in question has been attributed to automobile mogul Henry Ford and goes something like this: “If I had asked people what they wanted, they would have said faster horses.” In essence, it’s a brush-off to customer sentiment and desire. It’s also completely off-mark in an era where buyers are getting exactly what they want from brands — and moving on if they don’t.

    According to research from McKinsey and Company, consumers want a collaborative exchange with brands. Nearly three-quarters are asking for personalization in their interactions with companies. They’re also being selective with their splurges, making it essential for businesses to listen to their needs and respond accordingly. Brands that remain in tune with shoppers will win their loyalty. Brands that don’t? Well, they’ll be as outdated as the Model T.

    In other words, marketers and customer service professionals have to put a premium on the importance of customer feedback. Customer feedback is one of the most valuable sources of information that any organization can glean. When you have real-time feedback from your buyers, you have the inside track to pivot rapidly. You can spot new sales opportunity ideas, chances for product or service improvement, better ways to keep in touch with purchasers and so much more.

    Your feedback won’t always be rosy, of course. That’s to be expected. Negative feedback and unhappy customers are a source of wonderful data, though. They’ll tell you right away what isn’t working and what may be hurting your relationship with them. As long as you act on the feedback they give, you may be able to restore the bond between your brand and a displeased buyer.

    How can you start implementing a customer feedback management program that will allow you to quickly identify customer-based problems and possibilities? Try putting a few steps in place to gather, parse and act upon different types of customer feedback.

    Related: How to Really Hear and Use Customer Feedback

    1. Set up feedback mechanisms throughout the customer journey

    If you don’t already have a systematic customer feedback process, you owe it to your team to pull one together. You can use a variety of vehicles to elicit feedback, from point-of-purchase polls to review requests. Remember that feedback can be organic, too, as in the case of social mentions on Facebook or X. Together, the feedback you receive needs to be funneled into your company so you can begin to evaluate it.

    Your goal shouldn’t just be to take in data, though. You need to reflect upon it and react appropriately. Gartner points out that 80% of growth-focused businesses use their customer experience information proactively. Therefore, you can assume that by taking the appropriate steps to learn about what your customers want (and delivering on those desires), you’re positioning your organization to get bigger. And better.

    Make sure you understand the actual problem and avoid simply gut-reacting to feedback. When a customer says they want a faster horse, take a step back and think about the real problem, which in this case is that they want to get from point A to point B faster. In one Alida survey, a whopping 75% of consumers said they didn’t think businesses used their feedback. Accordingly, be clear when you’re doing something in response to what your customers have told you. That way, they’ll realize that you’re not letting their input collect dust.

    2. Overlay quantitative data with qualitative data

    Chances are strong that you’ll use an AI-fueled system to collect and analyze customer feedback data. AI can be highly useful in finding the most common patterns around specific products and services within your customer service feedback. It can deliver fast customer retention metrics, too. That said, you can’t solely rely on AI to tell you all the opportunities that lie ahead.

    What’s the problem with allowing AI to guide your customer feedback reactions? It isn’t always able to “read between the lines.” Even predictive AI systems can’t tell you the “why?” That’s where qualitative data comes into play. Qualitative data teases out the nuances in quantitative data. It reveals the hidden “pain points” that might not be immediately apparent in the quantitative data. You can then use both types of data to plan out your strategy.

    Not sure which kind of qualitative data mechanism would give you the most comprehensive understanding of customer experiences, preferences and perceptions across your brand, products and services? Statista shows that 44% of organizations opt for in-person focus groups. Online focus groups nabbed 39%, coming in second. Sometimes, just getting people talking can answer how to make customers more likely to return, refer and review your brand.

    Related: This Is Why You Should Never Ignore Customer Feedback

    3. Aim for continuous improvement

    Just a generation ago, businesses’ customer feedback channels were far more limited than they are today. From social media to branded apps, you now have expanded ways to gather data about your buyers. Your job, therefore, is to keep your eye on trends in the customer feedback ecosystem. Those trends will help you remain on the leading edge when it comes to amassing a wealth of feedback.

    Case in point, personalization is a growing trend in the customer feedback world. As mentioned, McKinsey research has shown a desire across the buying population for personalized brand engagements. Today, software can allow customers to receive polls, surveys, etc., that are specifically designed around their purchasing journey. For example, Amazon leverages customer feedback to personalize recommendations and enhance the shopping experience by suggesting products that align closely with user preferences and past purchases.

    If you’re not continuously improving with your customer feedback, you won’t be able to give the best possible customer experience. Take a look at how you’re collecting and using feedback currently. Are there gaps you could close, such as the lead time for feedback to be perused and contemplated by your team? Addressing those gaps can move your customer feedback system forward and put your company in a leadership position.

    Consumers are savvier than ever and have plenty of choices. In Ford’s day, they were limited in their options, allowing him to avoid the need to collect feedback. Rather than take an antiquated approach to your customers, treat them as a gold mine for the information that will take your brand from zero to 100 in no time.

    Related: Transforming Customer Feedback Into Actionable Business Outcomes: The How-To

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    Tiffany Edwards

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  • Boost Your Bottom Line with These 4 Revenue Growth Secrets | Entrepreneur

    Boost Your Bottom Line with These 4 Revenue Growth Secrets | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    There’s something every executive is itching to discover: how to turbocharge revenue growth. In today’s challenging business landscape, where finding top-notch talent is a struggle, foot traffic of new customers is down, marketing budgets are shrinking, and cost pressures are relentless, the quest for growth seems like an uphill battle.

    The answer, in simplified terms, lies in selling more to existing opportunities and attracting new customers — or ideally, a blend of both. Here are four secrets to growth that you must know.

    Related: Why Customer Experience is the Secret to Revenue Growth and Business Success

    1. Know what your customers want — then go way beyond

    It starts with this: Make your customers feel welcome; show genuine enthusiasm for your job; be attentive; exhibit empathy, care and enthusiasm; possess expert knowledge; and leave them feeling great. Remember, it’s all about them, not you.

    But here’s the challenge: Give customers a voice to tell you the truth about what’s really going on. You need a daily measure of how well your team delivers on this from your customers’ perspectives.

    When asking customers about their experience, separate the “service” from “sales” related behaviors. Identify how your teams apply their product knowledge and recommendation solutions to solve problems. The best team members are patient to understand needs, appear to anticipate everything customers might need and always recommend the full solution. They explain the “why” and have customers’ best interests at heart. You must invite customers to tell you what happened in their own words, and not in a tick-and-flick survey. It really frustrates customers when they can’t tell you in their own words what happened, why they felt the way they did and what next.

    Related: 7 Business Growth Secrets From Successful Entrepreneurs

    2. Never cut corners on the demonstration step of the sale

    While industry-specific factors exist, high performers are skillful in the demonstration stage. Our data reveals that customer expectations are high around wanting to receive a full and thorough demonstration of your product or service. Team members who assume customers “already know that so I won’t bother” are losing sales. Customers are well-researched — they want you to understand their problems and needs and to build trust and rapport, but they expect you to show them the full solution.

    Revisit training provided so they never compromise this step. They need skills to be confident in how to do it with different types of customers (e.g. time poor or short attention spans). Build their confidence in suggesting everything, ensure they know how to add value and explain the value in choosing your company over your competitors. Go beyond training features/benefits. Customers must feel they are dealing with an expert and have a means to tell you exactly what happened.

    3. Have a laser focus on any problems via customer feedback

    If you present people with a list of 10 things to focus on, most will struggle to excel in any one of them. The starting point is to identify the No. 1 priority for each person. Here’s something you can do around this point: Invite customers to provide feedback about the experience with the specific team member. From those results, identify the behavior patterns and then provide skill coaching in the moment. If a team member serves 10 customers but misses a subtle but crucial part of the process (e.g. cuts corners in the demonstration stage) then team-based reporting at the end of the week or month is a waste of time. The (not so) secret is having a “laser focus” on what happened, eliminating wasted effort and starting to focus on one thing per person per quarter.

    As team members have better focus, they start to realize they can achieve more with less wasted effort. It’s about developing new habits to improve customer experiences.

    Related: The Simple Secrets of Business Growth People Forget

    4. Stop chasing scores and focus on engagement

    This secret may sound controversial but I need to tell you straight — stop chasing scores. Time and again we see executives bonused on CX scores but a distinct lack of engagement with frontline team members responsible for delivering the customer experiences. Customers also don’t care about your scores. They want to be heard, to see you improve and have great experiences they can share on social media.

    Managers get so distracted trying to chase scores, but they have no idea how to move from a seven to an eight out of 10 — and I’m not suggesting that data isn’t important. What I’m saying is: If you can’t take the guesswork out of why and have a clear plan for what to do and how to drive improvement then chasing scores will not get you there.

    Here are a few suggestions: When you attend meetings, note the first thing that is discussed. Is it operational, sales figures, customer complaints, etc.? Great teams go straight to a recent customer success story. They amplify the behaviors we want to see more of and hold people accountable for action plans to address performance gaps. Notice I didn’t say they ask about NPS or CSAT as these are outcomes.

    You should reinforce these points: What are you working on to improve? What barriers do you need to overcome? What skill gaps do we have? Who can help us? Now, let’s review your plan.

    The secrets above may sound simple but they are not always easy to implement.

    Ask yourself, are we truly putting our customers at the center of everything you do? Is every decision about improving their experience with us? The secret to achieving more growth with less effort is within reach. By prioritizing customer experience, focusing on the right behaviors and aligning your team’s efforts with customer expectations, you can achieve remarkable growth even in challenging times.

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    Phil Prosser

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  • The Ridiculously Easy Guide to Internal Customer Service Training | Entrepreneur

    The Ridiculously Easy Guide to Internal Customer Service Training | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Are you gearing up to launch an internal customer service initiative? Well, you’ve come to the right place. I’m happy to equip you with insights that can catapult your initiative into success if you choose to do it on a DIY basis.

    Before we dive into the details, let’s take a breather and understand the similarities and differences between internal and external customer service. While their essence should be the same, their surface manifestations differ.

    Both types of customer service, at their heart, have the same goal: to create and sustain comfort, positive feelings, and, of course, results. However, there are a few notable places where the way you provide service should diverge.

    Related: 8 Initiatives to Make Your Customers Loyal Advocates

    Here are some differences between internal customer service and external customer service (when they’re done right):

    • Jargon and shared language: Every industry, as well as almost every company, has its own set of terminologies, a sort of coded language that outsiders (at least if they’re not also in your industry) might find hard to decipher. With your internal customers — your colleagues in different departments or your own — you can use this jargon and language shortcuts freely, confident in their understanding and without fear of alienating them with phrases, terms, and abbreviations that may be foreign to them.
    • Level of formality: With internal customers (colleagues), you are free to adopt a casual tone, skipping the formalities you would use with someone who is outside of your company. In fact, the formalities essential for external customers may be unnecessary (or even sound a little silly) when you’re interacting with colleagues.
    • Transparency with company information: This one is obvious. You must protect your company’s private matters when working with external customers. With an internal customer, such data may be essential, or at least helpful, in completing their work.
    • The amount of abuse you should be willing to take: Okay, this is a big one and not a very pleasant one to ponder. When working with an external customer, if they are rude, they may be a rude person all the time, or they may be “just” venting this one time and will return to being themselves the next time you encounter them. Either way, because external customers pay for our company’s success, you may need to put up with it. With an internal customer, if they behave badly, you may want to call them on it or even alert a superior, particularly if you have clear internal (company) behavioral guidelines. Of course, in some company cultures, this may be a career suicide move, so you should still proceed with caution.

    Related: 5 Shocking Customer Service Mistakes You’re Making Every Day (And How to Fix Them Right Now)

    Armed with this understanding, let’s dig into the bedrock principles of internal customer service. Here are eight essentials to build into your internal customer service training — and, if all goes well, your internal customer service culture.

    1. Every service interaction unfolds in three stages: the warm welcome, service or product delivery and fond farewell. Far too often, we ignore stages one and three and focus all our effort on the middle one, what we consider the actual work. But the pleasantries at the beginning and the end of any customer service interaction are key, considering how human memory emphasizes beginnings and endings in how it later reviews an event.
    2. Mental reframing can be a game-changer. Start viewing tasks in your inbox as requests from valued customers instead of just “those folks in the other department.” — You’ll observe a boost in your own efficiency and enthusiasm.
    3. As with external customers, internal customers desire recognition. They want their colleagues to see them, not just think of someone who fills up their inbox.
    4. Address both the spoken and unspoken needs and desires of your co-workers. When they communicate with you, listen for the undertones that can give you clues to their emotional (and practical) desires, even if they’ve never verbalized them to you.
    5. Emphasize the principle of lateral service: stepping out of your comfort zone to help colleagues during staff shortages. This fosters a more resilient company culture.
    6. Respect should be a given. Bullying, regardless of its source, should be nipped in the bud. (Whether this is realistic depends on your company culture, level within your company, and other internal factors.)
    7. Consideration (kindness, really) should be at the base of everything we do.
    8. Language is potent. Steer clear of phrases that belittle or devalue your colleagues (“Like I told you previously,” “You’re not my only priority, you know,” and so forth.) And remember, “please” and “thank you” pack a positive, if quiet, punch. Use them liberally.

    Related: 4 Investments Brands Should Make to Upgrade Their Customer Service

    What format should be used for internal customer service training?

    When it comes to internal customer service training, there are a few formats to consider. One option is customer service eLearning-based training, which offers the advantage of being asynchronous (can be used at any time and at any pace) and long-lasting (has value in the future as well as present). With eLearning, employees can access the training material at their own pace regardless of their shift or schedule, and it can be used by future employees and as a central part of your future onboarding process.

    Live customer service training is another effective route to take, whether conducted in person or through remote video. This allows for real-time interaction and immediate feedback. To enhance the effectiveness of live training, it can be beneficial to supplement it with physical collateral, such as handouts or reference materials. These aids can help reinforce the essential points and ensure that everyone is on the same page — literally!

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    Micah Solomon

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  • How to Give Constructive Feedback That Actually Changes People | Entrepreneur

    How to Give Constructive Feedback That Actually Changes People | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Providing good feedback to colleagues is important for professional and personal growth. Yet for many people, giving feedback can be uncomfortable and even anxiety-inducing. You worry about offending others, saying the “wrong” thing, or coming across as too critical. But avoiding difficult feedback conversations prevents opportunities for improvement and stagnates workplace performance. The key is learning how to structure and deliver feedback in a sensitive yet impactful manner.

    With practice, uncomfortable feedback discussions get easier, and you’ll see that thoughtfully pointing out both strengths and growth areas helps people develop, strengthens relationships and ultimately makes you a better colleague and leader.

    Related: How Entrepreneurs Can Use Effective Feedback to Stay Resilient and Agile

    Focus on behavior, not personality

    When providing feedback, focus on specific behaviors and actions that someone can change, rather the person’s innate qualities. For example, say “The last report had many typos and formatting errors” rather than “Your work is usually sloppy.” This keeps the feedback professional, constructive and actionable.

    Related: Employee Feedback Is Only Effective If It’s Done Right. Here’s How to Make Sure It Lands.

    Preserve the relationship

    Even necessary criticism should maintain the other person’s dignity and self-esteem. Start by acknowledging strengths and good intentions. Explain the purpose behind your comments. As I mentioned earlier, focus on the work, not the person.

    Four key principles underlie high-quality feedback:

    1. Specificity — Call out concrete examples of what the person did well or poorly. Saying “You did a great job” lacks meaning. But saying, “You handled that difficult client conversation very skillfully by focusing on shared interests,” will leave a more lasting impression.

    2. Timeliness — The sooner you give feedback, the more accurately the other person will remember the situation and the more useful your comments will be. Delays can lead to misunderstandings. Aim to provide feedback within a day or two of an event or interaction.

    If you frequently work with someone, aim to provide feedback on an ongoing or routine basis rather than just at major milestones. Regular feedback is also seen as more credible and encourages better habits early.

    3. Relevance — Your feedback should relate directly to the person’s work responsibilities and goals. Avoid getting personal or venturing into areas beyond your purview. Stick to professional issues that can be improved through feedback.

    4. Empathy — Showing genuine care and concern for the other person puts them at ease and makes them more receptive to your message. Start by acknowledging their good intentions, then explain how their approach could be refined.

    Provide honest yet tactful feedback that considers the other person’s feelings. Avoid shaming, harsh language or hyperbole — even if the feedback is critical. A more empathetic tone is kinder and keeps the discussion constructive. Phrases like “I know you put a lot of work into this but …” can soften critical feedback.

    Highlight specific examples

    Back up your feedback with concrete examples and specifics wherever possible. Saying, “Your presentation lacked structure” is vague, but “The introduction didn’t set up the topics in a logical order” points to a clearer action the person can take. Examples make the feedback feel real and highlight areas for improvement.

    Suggest alternative behaviors

    Don’t just point out what someone did wrong – also propose positive alternatives they could try next time. Saying, “You reacted aggressively during that exchange,” is less useful than “Taking a moment to calm down before responding likely would have produced a better outcome.” This gives the person practical options to implement your feedback.

    Related: 9 Ways That will Help Promote Actionable Feedback in Your Organization

    Be Solution-Focused

    Avoid dwelling on past mistakes and instead focus your feedback on finding constructive solutions. Phrases like “Next time, try ..” or “In the future, it would be better to … ” help make the feedback about moving forward productively. This keeps the discussion positive and solution-oriented.

    Use “I” statements and listen actively

    Frame your feedback using “I” statements that are less accusatory and more impartial. For example, “I felt the introduction lost people” instead of “You lost people with that introduction.” This makes the feedback about your perspective rather than an attack on the person. It also increases the chances they will be receptive.

    After giving your feedback, actively listen to the other person’s response and perspective. Ask open-ended questions, paraphrase what they say, and resist the urge to interrupt. This shows that you value their thoughts and are more interested in a genuine exchange than being “right.”

    Related: 10 Telltale Phrases That Indicate Somebody Isn’t Telling the Truth

    Follow up on progress

    After providing feedback, check in periodically to see if the person found it useful and how they plan to implement it. Offer additional suggestions or clarification if needed. This shows you’re invested in truly helping them improve, demonstrating your value as a colleague and mentor.

    With these principles in mind, your feedback will help others improve and reflect well on you as a thoughtful leader. If you’re looking for a more streamlined way to manage feedback and performance reviews for your team, consider using Hana Retail as your point-of-sale system.

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    Murali Nethi

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  • Khloé Kardashian and Emma Grede Drove $200 Million In Annual Sales With Size-Inclusive Fashion Brand, Good American, by Connecting Deeply With Their Clientele | Entrepreneur

    Khloé Kardashian and Emma Grede Drove $200 Million In Annual Sales With Size-Inclusive Fashion Brand, Good American, by Connecting Deeply With Their Clientele | Entrepreneur

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    Khloé Kardashian: Makeup, Ash K Holm; Hair, Irinel De León; Stylist, Dani Michelle: Seamstress, Mia Paranto; Manicurist, Zola Ganzorigt: Pedicurist, Millie Machado. Emma Grede: Makeup, Christina Cassell; Hair, Vernon François; Stylist, Simon Robins.

    Image Credit: Greg Swales


    The model wears a faded denim jumpsuit that hugs her curves like slalom skis. She’s tugging at the zipper that goes up the front. And the photo of her appears on the Instagram page for fashion brand Good American, where it garnered more than 3,000 likes and comments along the lines of “OMG,” “NEED,” and “OBSESSED.”

    But amidst the emoji flames and heart-eyed smiley faces, a user who goes by the handle @jazziolebabe writes: “Prices r too high.” That’s sure to have a familiar ring to anyone with a company that sells things. “Customer obsession” is hot lingo these days, especially in retail. Everyone is scrambling to know what their shoppers want and need — and comments on social media are an obvious destination, because even negative feedback can be incredibly valuable. But finding useful insights often means dredging through the sewer of knives-out viciousness and abusive one-upmanship. And what do you do with something like “Prices r too high”? OK, sure — but last time you checked, you were in business to make a profit.

    Related: How to Accelerate Your Success as a Female Founder

    Making use of social media comments and other customer feedback is always tricky, whether you’re an everyday entrepreneur or someone like Khloé Kardashian, who has more than 300 million followers on Instagram alone. She also happens to be the cofounder of Good American along with Emma Grede, a fashion-industry veteran who’s becoming increasingly famous herself for her Shark Tank “guest shark” appearances. “You have to get a good sense of when people are just talking to talk,” Kardashian says, “and when to go, ‘You know what? I’ve read this enough, and where there’s smoke, there’s fire. Let’s pay attention to this.’”

    More than anything else, learning to pay attention is what’s helped Grede and Kardashian build their size-inclusive brand Good American into a serious force in fashion, employing over 100 people and doing more than $200 million in sales last year.

    A few years ago, when they saw a number of comments piling up about prices, they took note. While they’d always meant for their clothes to be accessible, Good American is not a low-end brand; jeans go for around $99 to $199. That’s because the production costs to make well-fitting apparel from sizes 00 to 32 Plus are hefty. Lowering the price by decreasing quality was not an option. So they focused hard on their customers, both on social media and off, and tried to look at shopping through their eyes, asking: What are we spending so much money on?

    That’s when they saw the problem: A woman’s weight fluctuates. “It’s true regardless of where they are on the size scale,” says Grede. “I mean, I’ll be up or down six pounds depending on the time of the month — “

    “Depending on the day,” Kardashian quips.

    The point, says Grede, is that “these women have two or three different sets of jeans in that closet.”

    What if they could solve this? The question led to an idea: They’d innovate a fabric that stretches four sizes, as magically as the fictional jeans in the 2005 movie Sisterhood of the Traveling Pants. Instead of lowering their cost, they’d increase their product’s value — saving their customers from having to buy multiple sizes. It was frustratingly slow and expensive to pull off, but in the end, definitely worth it: Their “Always Fits” jeans, launched in 2020, have become one of Good American’s best-selling denim products.

    Related: Supermodel Karlie Kloss’s Lesson to Young Women: Never Be Afraid to Ask Questions!

    For Grede, it was proof of a process that now underlies the brand’s success: You listen, identify pain points, and then invest in creating features that aren’t being duplicated elsewhere. “It puts a moat around our company, right?” she says.

    It’s a moat built on voices.


    You probably know who Khloé Kardashian is — but just in case you missed all 20 seasons of Keeping Up With the Kardashians, the various spinoffs, and the current show, The Kardashians, then here’s the quick of it: Khloé is the youngest of the three original Kardashian sisters. She is “the funny one,” down-to-earth and good-natured, and always trying to make peace.

    Grede, on the other hand, did not come from celebrity royalty. She grew up in East London, a scrappy Black girl raised by a single mom, in a family of women who embraced their curves. She was barely 26 when, in 2008, she started a brand marketing company called ITB Worldwide that was eventually acquired by Rogers & Cowan (she won’t say for how much). By then, she’d already embarked on her next act.

    The idea for a size-inclusive apparel line came to her when she realized she was part of a problem. “I was working for the biggest fashion brands in the world, casting these seemingly diverse campaigns, and I thought, Wouldn’t it be amazing if they actually made clothes to fit some of these girls?” she says. “We talk about women having equal opportunity, and yet we let the fashion industry dictate that if we’re over a certain size, we aren’t important enough to service. It felt archaic to me. I just thought there was a huge opportunity.”

    Related: 8 Qualities to Drive Your Success as a Female Entrepreneur

    In 2015, she shared these thoughts with Kris Jenner, the Kardashian family matriarch, whom Grede had met through her fashion work. The following week, Grede was on a plane to Los Angeles to pitch the idea to Khloé. The meeting was in a conference room in Culver City, California, and all she had was a PowerPoint she’d worked up on the flight — essentially a manifesto of values, some images pulled off the web, and a bad placeholder name. Kardashian was wary.

    “When I was younger, I took every opportunity to hawk products or do this and that — I didn’t even know what I was doing half the time,” Kardashian says. By 2015, however, she was much better equipped to evaluate a good business deal, and she was only interested if she deeply cared about the project. She took the meeting with Grede, but wasn’t expecting much.

    In the room, though, Kardashian was impressed by Grede. She also immediately understood the presentation: The customer was her.

    Growing up, before all the fame and social media, Kardashian was a cheerful, confident, athletic kid. She liked being physically bigger than Kim and Kourtney — until she became an object of the gossipy press. “I never knew I was, I guess, chubby or fat until the weeklies and tabloids started telling me I was,” she says, her voice hovering for a split second, as if careful to sidestep that old cavity of insecurity. But even in her younger days, she hated shopping. In the ’90s and early 2000s, there was no e-commerce, and in stores, larger clothes were ghettoized. “My sisters loved to go to little boutiques or chichi department stores. I was always being ushered to some underground basement, always being thrown a mumu or just being told, ‘No, you can’t shop here.’ And it made me feel so much less than.” Nothing was worse than trying to buy jeans, especially trendy ones like Frankie B. “No disrespect to Frankie Bs — but I have a butt and it’s not getting in Frankie Bs!”

    Despite all that, Kardashian still felt sexy and attractive. “More power to me,” she jokes. But she knew other women did not feel the same. In Grede’s presentation, she saw a brand that could channel and spread that confidence around.

    “The only thing I didn’t enjoy,” says Kardashian, “was the placeholder name. I don’t even remember what it was.”

    “I do,” Emma mutters.

    Related: 7 Practical Ways to Celebrate and Support Women Entrepreneurs

    At this point, we’re all lounging couchside in a nook of a cavernous photo studio in Calabasas, the Los Angeles suburb of gated communities where Kardashian lives. Having ditched her stilettos and tight jeans, Kardashian is now dressed as if for a kid sleepover, in a fuzzy onesie. She nestles into the cushions and floods the space with a warm “we got this, girlfriend” appeal. Next to her, Grede is clad in Good American jeans and a work shirt. She has an easy confidence around her famous cofounder, and bristles with barely contained enthusiasm. Come on, I prod. Tell us the placeholder name.

    Grede busts out laughing: “Absolutely not.”

    Even without a name, from that first meeting, the two women saw what their advantage was. “The people making the decisions in fashion,” says Grede, “were largely white men and not connected to the customer.” She and Kardashian knew the customer intimately. And they realized that if they could get inside her head even more, they could make a lot of clothes for her.

    So that became their game plan: Focus on the connection, consistently improve it, and learn to watch their followers as intensely as their followers have always scrutinized Kardashian.

    Image Credit: Greg Swales


    Good American launched on October 18, 2016. It was a nerve-wracking day. Kardashian may have many advantages over the average entrepreneur — in reach, in resources — but to her, this also meant the bar for success was extraordinarily high. Anything short of a smash hit could be portrayed as a humiliation. And this was the first time she wasn’t just endorsing a product or partnering with a sibling; it was a genuinely new business. Good American was producing jeans in sizes 00 to 24 — designed to look cute and sexy on women of all shapes, which was something of a groundbreaking proposition at the time.

    Right as they were about to launch, Grede told Kardashian that they should aim for $1 million in sales — that day.

    “The number just came from foolery,” Grede says now. “I never thought we’d do it.” But Kardashian took it seriously. “In my head, I was like, “Let’s do a million? Sure, Emma, that’d be amazing,” she recalls. “But it’s a lot of fucking money! And then to have it be filmed? I can’t go down like this.”

    Because, of course, it was being filmed: The tape was rolling for Keeping Up with the Kardashians. Kardashian leaned into a full-fledged freak-out. “I’ve always been known as the fattest sister,” she told the camera. “And now that I’m over it, I don’t want to be known as the failing sister.”

    Related: Jennifer Lopez Is Done With ‘Happy to Be Here.’ She Thinks Latina Entrepreneurs Are Undervalued, So She’s Working to Give Them $14 Billion in Loans.

    Before that day, she and Grede had given retailers an ultimatum: They’d work only with stores that agreed to carry their full size range and display it all in one place — no separate floors for “petites” or “plus-size” (a term they avoided because of its negative connotations). In 2016, this was still not how stores tended to organize their clothes, but Nordstrom agreed and became their launch partner. “It meant trusting their vision,” says Pete Nordstrom, the company’s president and chief brand officer, explaining, “The brand had widespread appeal, as it was the first denim line to offer expanded sizes at a great value.”

    Getting to launch was harder than they thought. Maybe Good American had product-market fit, but the actual fit of jeans on all these bodies was elusive. At the top of the size range, body shapes vary widely, so you can’t just enlarge smaller sizes. You’ve got to create different patterns, innovative fabric, and altered manufacturing processes. Factories just threw the specs back at Kardashian and Grede and said they didn’t make sense. Hiring was a pain, because there were so few fashion people who had worked with larger apparel. And then they needed models. “Back then, there was Ashley Graham…and Ashley Graham…and Ashley Graham,” says Grede of the trailblazing curvy supermodel. That left real women. So, how would they find them?

    “We posted for our first open casting call,” Kardashian says. She did it on Instagram.

    We posted?” Grede cuts in. “Khloé, you posted. I had, like, 27 followers.”

    Kardashian ignores her. “We didn’t even have the name yet. We were, like, hoping 10 girls come.”

    They nervously waited on the appointed day at Milk Studios. Some 5,000 women showed up — a lesson about what their customer connection could do. “I knew Khloé had an enormous fan base, but I didn’t get that it was a two-way street,” says Grede. “I was like, That’s gonna be super useful for us.”

    When they debuted online and at select Nordstrom stores, Good American did indeed hit $1 million in sales on day one. And immediately, the founders faced a major decision. “Another retailer, who should remain nameless because they are now our client,” says Grede, “put in an astronomical order for sizes 0 through 8.”

    In scale, this was the kind of put-you-on-the-map order any young brand would dream of — but again, their sizing went up to 24. If that retailer only sold sizes 0 to 8, it would chip away at what made Good American special. It would also kick their core customer back down to the basement. “And then what does that make us? Just like everyone else?” asks Kardashian. “We were like, ‘You either take the full size range or you don’t. We’re not gonna sell our souls any more than we already have.’”

    She smiles. Still, it was a hard decision. “Saying no to that level of sales from that type of retailer?” says Grede. “That was very difficult.”


    Once Good American was out there, it was time to refine the brand. Buoyed by the responsiveness to the open casting call — which Good American has made a regular part of its marketing strategy — Grede and Kardashian started holding targeted focus groups on social media, asking women how the clothes could be better, what else they wanted, what their needs were. “But even with focus groups,” says Kardashian, “it gets murky, because everyone has an opinion.”

    So they started looking closely at the returns. Early on, they noticed that a lot of size 14s and size 16s came back. “When you see that,” Kardashian says, “you do have to go, OK, why? Let’s look again at these comments.” What they learned is that customers were falling between the cracks of the even-numbered conventional sizes. So in 2018, they invented a size 15. “To this day, it’s our third or fourth best-selling size month-to-month,” Grede says.

    Then they discovered another problem with customer feedback: Sometimes what people say they want is different from what they’ll actually buy. And sometimes the thing they’re asking for just doesn’t make sense for the business. Grede and Kardashian haven’t always gotten it right. Like when everyone was going crazy for rigid jeans, “we made them — of course we did,” Grede says dryly. It didn’t take long for them to realize that rigid jeans are not the most natural fit for curvy ladies. “We were quick to be like, ‘OK, we fucked up, and we gotta figure this one out,’” says Kardashian, putting an optimistic spin on it. “But it was also a great learning experience, because you wanna be with the trends, but maybe it’s okay to do ‘rigid’ with a smidge of stretch. Like, our girl needs that.”

    Related: A Look Back at Women’s Entrepreneurship Over the Last 35 Years — and How We Can Change the Future for Women Business Owners

    Eventually, Grede and Kardashian built a data and analytics team to formalize the feedback process. But they continued observing their audience on their social channels, like detectives searching for clues. And about four years ago, they noticed something curious. By then, Good American had expanded into bodysuits, and customers were posting photos of themselves on social media swimming in them. Which was great, except…

    “We were like, ‘The bodysuits are not made to get wet!’” says Kardashian.

    “There’s an opening in the crotch,” explains Grede.

    “Right,” Kardashian seconds. “It could snap open.”

    Should they develop a swimwear category? they wondered. Their customers clearly wanted it. And selling swimsuits in the smaller sizes seemed like a no-brainer. But what about the higher sizes? Would really curvy women buy teeny bikinis and monokinis? The cofounders looked more carefully at the bodysuit category and noticed that in the sexier cuts, the larger sizes were actually selling better than the smaller ones. “So the wheels were turning, and we could get a little bit of a foreshadowing based on what other things were selling,” says Kardashian.

    They decided to risk it, and the first line was ready in June 2020, just as beaches had emptied for COVID and Good American’s retailers were shutting stores and sending back orders. It was a hard time, but they launched the suits anyway, and swimwear grew into their second biggest category.

    The next decision involved something their stylists picked up on: The models at the open-casted campaign shoots didn’t have attractive shoes or boots that fit around their calves. Grede saw an opportunity — they could get into footwear. But Kardashian worried that, unlike the swimsuits, this would be expensive, and the final product would be too high-priced.

    “I’m not gonna lie, we were both scared,” Grede says.

    “You were way more on board than I was,” Kardashian says.

    “Well,” Grede concedes, “I do have that kind of mindset that, you know, we’ve done a lot of difficult things at Good American. Like, come on, we do it.” Grede’s energy can be persuasive. Six months after the swimwear, they launched their shoes — now their third biggest category.

    In 2021, they stopped to take a breath. Grede had become a founding partner of Kim Kardashian’s shapewear label SKIMS (which has a reported valuation of $3.2 billion) and was launching the plant-powered cleaning brand Safely with Kris, while starting to appear on Shark Tank. Kardashian was busy with her show and, like Grede, now a mother. Until then, Good American had been focused on growth. But customers everywhere were increasingly concerned about climate change and social equality — as were Grede and Kardashian. So they decided to become a certified B Corporation, an arduous process verifying that Good American adheres to high standards of social and environmental responsibility. It also means being accountable for balancing profit with purpose.

    “Good American isn’t doing this just because we wanted to have a buzzworthy moment. This is something that we genuinely believe in,” says Kardashian. “I never want my daughter — or anybody — to go through that experience that I went through. I want them to feel seen and represented.”

    Image Credit: Greg Swales


    Even with the B Corp, from 2021 to 2022, Good American’s sales increased by 30%. Today the brand offers sizes up to 32 Plus and has wholesale partnerships with Saks Fifth Avenue, Revolve, Bloomingdale’s, and Net-a-Porter. Last year it pulled off a collaboration with the multinational fast-fashion chain Zara — a milestone for both. As for Pete Nordstrom, he says pioneering with Good American has not only been a win, but has also influenced the department store chain. “The positive customer response to Good American has inspired us to expand our approach to size inclusivity,” he says.

    But Good American’s success — and a broader body positivity movement — has also created competition. Nordstrom’s team has asked more of their brand partners to produce extended sizes, for example. And in the past seven years, the U.S. plus-size fashion market has grown from around $23.7 billion to an expected $30 billion in 2023, according to a recent analysis by Future Market Insights (FMI). Small size-inclusive brands like Big Bud Press, Henning, and Universal Standard are grabbing attention, while large companies from H&M to Nike have extended their lines to include clothes for larger bodies. “One of the fastest-growing markets in the apparel business is plus-size fashion,” says Sneha Varghese, lead analyst for consumer goods at FMI. “And there is still a lot of space for expansion.”

    Related: Lewis Howes Has Built An Eight-Figure Personal Brand. He Did It By Constantly Reinventing Himself.

    The fact that Good American sells casual clothes at a midrange price point puts it in the sweet spot, according to FMI’s analysis. It’s also got history on its side. “I believe any brand that is size-inclusive from the start has a huge advantage over straight-size brands — the grand majority of which have flat-out ignored extended sizes for years,” says Melissa Moylan, vice president of womenswear at Fashion Snoops, a global trend forecasting agency. “It’s not easy to simply extend straight-size patterns, and getting the fit wrong for a plus-size customer may mean they’re not coming back anytime soon.” She points to Bodequality, the inclusive effort that Old Navy rolled out with fanfare but ended up pulling back from stores last year. “That’s exactly when a brand like Good American holds its value; with not only a message of inclusivity and representation, but a proven track record.”

    Grede and Kardashian say they are excited by the competition. But rather than racing ahead in their stilettos (which, take it from a witness, they can) to scoop up new clothing categories, the cofounders are standing by their playbook — listening to where their customers are now, and perfecting the products they already have. It’s a good strategy, according to Moylan: “No brand is good at everything.” So it’s wise to double down on what makes yours special.

    As this magazine went to press, Kardashian and Grede were getting ready to open up a new channel for connecting with their customers — face to face. It will be Good American’s flagship store in Century City, California. “We’ve thought about this idea of inclusivity very much in a product-focused way,” says Grede, “and now we’re figuring out: What should the new shopping experience for our customers be? How do we make them feel good as soon as they come in?”

    They have their questions. Now, as always, they’re waiting for their customers’ answers.

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    Liz Brody

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  • The Daniel Group Announces the Launch of Customer Feedback Advanced Insights, Embedded

    The Daniel Group Announces the Launch of Customer Feedback Advanced Insights, Embedded

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    The Daniel Group cloud-based platform, Experience Connect, now includes customizable, in-depth customer feedback analytics embedded through Microsoft Power BI.

    Press Release


    Apr 12, 2022

    Customer Feedback Advanced Insights, Embedded gives The Daniel Group clients access to a suite of customizable dashboards and deep analytics directly from its cloud-based platform, ExperienceConnect. This new option provides a seamless experience by managing and analyzing all customer feedback data through one platform.

    The Daniel Group engages directly with its clients to design and create custom insights and analytics dashboards accessible on its platform. This enhancement gives clients powerful, easy-to-use, highly visual dashboards without needing their own data analyst. Power BI by Microsoft powers the Advanced Insights option. Microsoft PowerBI is currently in its 14th straight year as a Leader in Gartner’s Magic Quadrant of Analytics and Business Intelligence Platforms.

    In connection with this new offering, The Daniel Group announces Ed Park as the new Customer Insights Manager. For the past three years, Ed has led the insights practice culminating in Advanced Insights, Embedded, serving in the role of Customer Insights Analyst. Ed will continue to lead the insights practice, including the rollout of Advanced Insights, Embedded to new and existing clients.

    The Daniel Group looks forward to continuing work to make customer feedback insights increasingly easy to use and engaging, to help clients make the improvements their customers most want to see.

    The Daniel Group’s cloud-based platform, ExperienceConnect, stores and delivers all customer feedback to its clients in real-time via the web. ExperienceConnect is a secure, robust, cloud-based customer experience management system. It provides clients with a complete 360-degree view of their customer experience status and progress, incorporating both Customer Feedback and Employee Feedback.

    The Daniel Group, formed in 1989, serves approximately 75% of all Caterpillar dealers in North America and Navistar (IC Bus), AGCO, and Blue Bird Corp., and other heavy equipment dealers and manufacturers with their customer experience feedback programs. Their array of B2B services includes customer feedback, employee feedback, strategic planning, and market research.

    For more information, contact Lynn Daniel at 704-549-5018

    Source: The Daniel Group

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