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September 11, 2020 | 3 Mins Read

Was Our Shift to a Service Economy a Mistake?

September 11, 2020 | 3 Mins Read

Was Our Shift to a Service Economy a Mistake?

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By Tom Paquin

150 years ago, New Bedford, Massachusetts was the richest town per capita in the world. New Bedford was a port city, a particularly well-positioned one for the burgeoning whaling industry. Whale oil was a hot commodity as a fuel for lamps, among other commercial uses, and that helped drive the economic prosperity of this small city in southern Massachusetts.

I’d like to say that an ethical enlightenment towards the treatment of whales led to the death of whaling, but in reality, whale oil smelled terrible when burned, and by the late 19th century, the wide availability of the much cheaper and less gruesome kerosene rendered the industry—and in many ways New Bedford—obsolete.

Money and innovation drove another sharp product shift, and it’s one that we’ve seen dozens of times since. More recently, manufacturing remains roiled by automation upgrades and shorter product lifecycle windows, which has created its own cycle of boom and bust among product-oriented businesses. This has led to a reshuffling of the economies of the developed world away from product-oriented businesses towards service-oriented businesses, and it’s why 2/3 of the GDP of countries like the United States are in services.

For most of this time, the move to services seemed like both good business and solid economic theory: As manufacturing work eroded due in large part to automation, the services sector offered a burgeoning opportunity for high-margin work that kept skilled jobs plentiful. As services themselves evolved, buffeted by technology advancements, outcomes-based offerings helped solidify service as the way forward for many companies.

This of course was all before 2020, when a once-in-a-century pandemic rips across the globe and shatters social interactions for the better half of a year (So far).

In its wake, service-oriented work is negatively impacted across the board—from food services shuttering to home repairs being postponed. In the wake of Covid, then, are we on the brink of a shift away from service-oriented work, back towards product-oriented business? Will the pendulum swing back the other way?

The obvious answer is no, but there’s a few layers that need to be unpacked, of course. For starters, the cascading effects of global shutdowns had a strong impact on a variety of industries simultaneously. Because of this, there’s no straight line between service specifically and covid. Service providers have made similar adjustments and concessions to straight product manufacturers, retail, hospitality, and so on. Those mandates will persevere for months or years and reshape the regulatory environment and types of interactions in these industries, but that does not make service any less viable or lucrative.

Moreover, businesses have, in many ways, taken the crisis as an opportunity to servitize themselves. Take, for instance, restaurant suppliers sitting on increased stock, who have shifted their model to offer subscription delivery services directly to consumers, or supermarkets’ increased capacity for at-home delivery. I’ve spoken at length, as well, about how retailers at Best Buy are now shuttering physical locations to the public, reimagining them as ecommerce hubs. These changes all speak to the exact inverse of the collapse of service under the weight of Covid-19. These speak to the flourishing of new service opportunities.

You will likely have noticed that these advancements generally have a few things in common: They are reliant on technology and connectivity, and they represent broad, disruptive changes to the go-to-market infrastructure. Imagine the logistical challenge for a restaurant supplier as they transition from delivering to 100 locations in a region to 1,000. Because of that, as always, a thoughtful logistics a plan remains the key to success.

It’s safe to say that traditional service businesses will not emerge from this crisis looking the same. It’s up to individual businesses, given where we are, if they emerge from this crisis stronger than before.

September 7, 2020 | 5 Mins Read

ANDRITZ Realizes the Path to Service Growth Through Digital Transformation

September 7, 2020 | 5 Mins Read

ANDRITZ Realizes the Path to Service Growth Through Digital Transformation

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By Sarah Nicastro, Creator, Future of Field Service

ANDRITZ, headquartered in Graz, Austria, is an international technology group providing plants, systems, equipment, and services for various industries. The company is one of the global market leaders in the hydropower business, the pulp and paper industry, the metal working and steel industries, and in solid/liquid separation in the municipal and industrial segments. With almost 170 years of experience, approximately 27,800 employees, including 750 internal field technicians, and more than 280 locations in over 40 countries worldwide, ANDRITZ is committed to helping its customers to achieve their corporate and sustainability goals.

As we’re seeing across industries, ANDRITZ has recognized changes in what those customers’ needs and expectations are – as well as has taken note of the evolution of technology that can help spur the company forth in meeting those new and different needs. As such, ANDRITZ has created and begun executing on a Digital Transformation roadmap to equip the company to seize the opportunities of creating advanced and new services to meet today’s – and tomorrow’s – customer demands.

Evolving Customer Demands Equal Massive Opportunity

Klaus Glatz, Chief Digital Officer at ANDRITZ summarizes customers as “wanting more and more knowledge and assistance than they ever have before and being open to new solutions.” Klaus explains that ANDRITZ customers historically would employ talent that was experts in the equipment themselves, but as that talent ages out and becomes harder to replace, those same customers are seeking more guidance, insights, and advising from ANDRITZ.

“Our guidance and ability to help customers optimize their facilities is increasing in demand and so is the transition to guaranteed outcomes and more predictive service,” says Klaus. While ANDRITZ currently serves customers that span the gamut from those who do still have internal expertise to those seeking greater guidance and advisement to those looking for guaranteed outcomes, Klaus is clear about the future of what ANDRITZ seeks to offer. “The idea is that, at some point, we can offer our customers fully autonomous machines,” he says. “This will completely alleviate their need to hire and retain talent to manage our equipment.”

The growing needs of ANDRITZ customers for closer partnerships and more assistance presents the company with a significant opportunity when it comes to expanding its service offerings. “Service is a huge focus area for ANDRITZ,” says Klaus. “Across all businesses service generates the highest margins, and if we can keep innovating to meet these expanding customer needs it presents a lot of potential for our business.”

Digital Transformation is The Great Enabler

Klaus recognizes the fact that this ultimate vision cannot be achieved without ANDRITZ fully embracing Digital Transformation. In fact, the entire migration from the historical ways of engaging customers to this new world of acting as business partners and guaranteeing outcomes has been enabled by Digital Transformation. “Digitalization is key to our ability to meet the growing needs of our customer base and to expand our ability to serve them,” notes Klaus. “The insights demanded, and information needed, the ability to minimize downtime, the transition to predictive service – none of it is possible without digitalization.”

ANDRITZ has a number of projects underway in its Digital Transformation efforts – the company has worked to create more autonomous equipment, has introduced IoT to glean insights from its equipment, and is working to further use AI and ML to bring the concept of full autonomous machines to life. But another major focus area for the company has been the introduction of IFS Field Service Management to replace local homegrown service management systems not up to the tall order of how the business is changing. “Field service is key in our mission to expand and build upon our service offerings,” says Klaus. “Downtime wreaks havoc on our customers, and better managing our service operations is critical in minimizing and preventing that downtime. Furthermore, equipping our frontline workforce with more sophisticated technology allows them to take on more services responsibility, create greater trust among customers, and act as a business advisor.”

For ANDRITZ, two of the main attractions to IFS FSM 6 were the mobile interface, which would take the place of the use of a laptop for technicians and the dispatching functionality that would replace Excel-based methods. “IFS FSM 6 gives us much faster access to data, a simple integration into our back-office systems which allows us to accelerate closing and improve working capital, and has tremendously improved the access field technicians have to important knowledge on site,” says Klaus. “Moving to a mobile solution versus a laptop has dramatically simplified the life of our field technicians. And with the solution being deployed globally, it is driving process optimization and standardization which results in a far more harmonized experience for our customers.”

By introducing IFS FSM 6, ANDRITZ has greatly reduced the time the technicians need to prepare for a job and eliminated the administrative work that existed for technicians following a job. This not only enables field technicians to get to more jobs, but to focus on the customer experience rather than administrative tasks. Klaus estimates that when IFS FSM 6 is fully deployed, ANDRITZ will see an improvement in efficiency of approximately 30 percent.

It’s important to note, though, that this is only the beginning. With the foundational service management system in place, Klaus states that there is a lot potential in expanding functionality to derive further optimization and greater customer impact. For instance, ANDRITZ plans to introduce a customer portal that will easily present all the data and insights a customer is interested in finding. The company is also focusing on self-service, the incorporation of augmented reality, and has digitized all of its spare parts processes. These are all steps on the ultimate vision of fully autonomous equipment, and Klaus’ ethos is “think big, act small.” He says doing so enables you to start in small steps and prove what’s working, then build upon your success.

Klaus suggests that as you navigate your own Digital Transformation journey you keep two things in mind – first, that data is key. “Not only is data key, correct data is key,” he says. “You have to ensure you are putting clean data in to get the outcome you are working toward.” Second, the value of process harmonization can’t be overemphasized. “The more process variance you have, the greater complexity you have,” Klaus states. “Not everyone needs to do things exactly the same, but the more you can streamline and harmonize, the simpler things will be.”

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September 4, 2020 | 3 Mins Read

Back to Basics: The Operational Capabilities of Service

September 4, 2020 | 3 Mins Read

Back to Basics: The Operational Capabilities of Service

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By Tom Paquin

This is part of an ongoing series on the state and standards of service management software in 2020. Here are the previous articles in the series:

Last time, we went through the specifics of service management software while looking specifically at the delivery of service. Now we’re going to take that a step further and discuss the operational underpinnings of service.

While the capabilities that we’ll discuss are of equal or outsized importance to service delivery as a whole, it’s easy to overlook some of these elements when thinking about service delivery in a purely binary sense. Many companies focus on the delivery of service just in terms of SLAs and appointments, not the broader operational infrastructure that your business functions in. Perhaps they have other systems to govern those, but it’s imperative that all these pieces fit together to create a comprehensive service technology web.

I have a tendency to spend an outsized amount of time talking about operational capabilities—specifically within the context of planning and scheduling—but we’re going to go broader today. Here’s a partial list of important utilities to consider when talking about operations:

Rather than focus on the act of service delivery directly, each of these tools do something more fundamental: They enable and ease the act of service delivery. Operational technologies serve an invaluable purpose: Take the burden of repetitive tasks off of the technician, the manager, the back office worker.

With that in mind, and as we said last week, these tools can vary dramatically from provider to provider in a number of different ways. Let’s use our favorite example: Planning and scheduling optimization. There’s a huge chasm of depth that can be plumbed within these solutions. The best optimization systems, as we often say, use artificial intelligence to quickly reroute technicians based on appointment, workforce, and external changes. Within most of the tools listed above, including optimization, there are a few common points of inflection that impact depth:

Scale: How many technicians/appointments can be managed in a single computation by your service software? While a cap of 500 technicians might seem like no big deal, you can run separate batches, the reality is that if a single technician passes from one batch to another, the whole system beaks down. There are literally thousands of different ways to run into issues if you’re forced to compromise on how you manage your service technology. Being able to manage the entire scope of your field staff in one instance in a service solution, with the ability to subdivide down to the branch level, provide a huge advantage in delivering accurate service. This is equally true about parts and depot management.

Speed: This one is pretty simple—if you can’t adjust schedules in the amount of time it takes to complete a simple service appointment, then the tool loses usefulness. The bets tools can handle scheduling, parts allocation, depot estimates, and everything else as quickly as possible.

Configurability: It’s important with any tool, really, to be able to subdivide based on types of appointments unique to your business. A teclo provider may have a huge number of consumer appointments and a relatively small number of commercial appointments, such as working on towers or satellite arrays. Can your parts systems appropriately manage, subdivide, and action on both? Are you able to manage technicians from different organizations in a single application? Your business is nuanced, you need to be able to reflect those nuances in your operational software.

Connectivity: Another simple one—everything needs to speak the same language. Not all of your tools need to come from the same place, but they need to be able to share datapoints. This is an incredibly low bar to clear, but I know a lot of enterprises that have a jumble of tools that exist in a vacuum. If that’s the case, how do you identify bottlenecks?

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August 31, 2020 | 4 Mins Read

The Psychology of Field Service Excellence

August 31, 2020 | 4 Mins Read

The Psychology of Field Service Excellence

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By Sarah Nicastro, Creator, Future of Field Service

With the industry awash in a sea of change, we often discuss the foundational imperatives of success: a strong pulse on customer demands, a cohesive business strategy, streamlining operations, incorporation of enabling technology, and ample change management. I’d argue that the latter is where the vast majority of companies go awry – we often fail to recognize that, at the end of the day, the ability to execute on the opportunity that service presents to an organization lies largely in the hands of your field service teams.

As such, I think it crucial to consider the psychology of field service excellence. Yes, each of the foundational elements I mentioned above are important. But as you strategize and plan and innovate, you cannot become so narrowly focused on execution that you overlook the emotional investment in your workforce that will make the difference from their compliance with the change to their championing your mission – which is ultimately the difference in your moderate success to your transformative evolution.

If you’ve mastered the art of evaluating the customer journey and taking the time to hear the voice of the customer, the process with your frontline workforce is largely the same. Considering the psychology of field service excellence means putting yourself in the shoes of your field technicians and thinking about what matters most to them – how will the change you’re introducing help them, and how can you make them feel they are as integral a part of your company’s success as they really are. Here are a few points for consideration:

  • Do your frontline workers feel valued? As companies work to seize the opportunity of service, it becomes clear the important role field technicians play as the face of the brand. What steps are you taking to ensure your workforce knows how important a part they are of the company’s mission? Paying your workforce well is no longer enough – today’s workers want to feel valued and appreciated. Accomplishing this is critical in having your employees invested in the company’s mission versus simply “playing along.”
  • Are you giving your employees a voice? No one wants to feel like change is happening to them; they want to feel they are a part of the change. Giving your employees a voice in your company’s strategy and initiatives is important not only in creating buy-in but because these workers often carry valuable insight that will help your project’s success. Remember, much of your opportunity to innovate – particularly when it comes to the customer experience – comes from the frontline. Ensuring you give these workers a voice to provide insight, feedback, and ideas helps them and you.
  • Do your frontline workers feel empowered? Chances are, if you have highly experienced field technicians, they do not need you to micromanage them. On the flip side, if you have newer technicians, they do not want you to micromanage them. Hiring good employees and then trusting them to do the job you’ve hired them to do is important. Employees that feel empowered to make decisions and work with a bit of their own creativity and personality are happier, more engaged employees – and happier, more engaged employees are more supportive of the company’s mission.
  • Are you setting clear expectations for your frontline workforce and aligning proper incentives? Employees thrive in an environment where they know what is expected of them. This doesn’t mean you need to be prescriptive in how they deliver on these expectations (see previous point) but it does mean that your service objectives, and their responsibility for delivering on them, are clear. Top-down clarity is essential and 1-1 support when needed is important. Your workforce should have KPIs they are consistently measured on, they should have clear communication from top leadership down to their line management, and they should be fairly incentivized to meet the expectations you’ve set. KPIs, both team and individual, should be reviewed often and celebrated when achieved.
  • Do you show appreciation beyond compensation? Of course, financial incentives are important to your workers, but so is being recognized and appreciated for their contributions. This can be as simple as a short conversation or a bigger gesture like a gift card for a special dinner or something like that. It should feel personal, and it can be private or public. The point is just to consider whether you’re taking steps to show you appreciate your workforce’s contribution.
  • Are you offering career development/advancement opportunities? If a worker is happy doing the same job for twenty years and that is in line with your objectives, that is great. But especially today, you will find many workers will become disengaged if there isn’t a path of progression for them within a company. If you haven’t already, you should be considering a more formalized progression plan for those workers who feel motivated by their own continual growth and improvement. This will keep employees engaged and give them a home within your organization instead of them looking for these opportunities elsewhere.
  • Do your employees feel they are a part of something bigger? It’s human nature to want to feel you have a purpose and are making a difference. Is your work environment a collaborative one? Do you encourage teamwork and connection? Are you illustrating for your employees the impact they have on the customer, and therefore the impact they have on the business? Building a culture of connectedness can significantly improve employee satisfaction and protect field technicians, who often work alone, from feeling isolated or becoming disconnected.

What would you add to this list? I’d love to hear!

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August 28, 2020 | 3 Mins Read

Will Covid-19 Lead a Low-Code Revolution?

August 28, 2020 | 3 Mins Read

Will Covid-19 Lead a Low-Code Revolution?

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By Tom Paquin

We have a pretty good idea now that, especially among some change-resistant businesses, Covid-19 has dramatically accelerated digital transformation. There are questions about how quickly it’s accelerated it, but the general consensus is that we’re probably about five years further along than we would have been had things remained on their pre-Covid track. We’re seeing this play out as retail stores like Best Buy take their brick and mortar footprints and turn them into fulfillment centers. The shift to hybrid commerce has taken a huge leap in six months, and that’s true of service as well, with more companies approaching truck rolls with hesitation and building service models around augmented reality and connected assets.

So the drive to digitize is upon us, but often the means to do that effectively, and more importantly quickly, sometimes fall short of our expectations. Lengthy and complex implementations is often unavoidable, but customization of that software to fit your specific set of business rules doesn’t necessary need to be lengthy and complex.

We’ve talked about low-code before with respect to DevOps, and it’s something I talked about quite lot in my previous role at Aberdeen. There’s really no substitute to involving practitioners in the actual development of tools: It not only gives them a sense of agency, but it also allows you to conform the tools more closely to the day-to-day of your staff. We know what actually getting your technicians to push the buttons is often the biggest challenge of successfully implementing new service tools, and employing low-code solutions to set up elements of your software can go a long way to mitigate that.

On top of simply increasing the demand for technology across the board, Covid also acts as a bludgeon for implementing low-code platforms as well. Business rules have been changing quickly, restrictions pop up, staff levels fluctuate, and order volume takes a hit as well. Having the ability to adjust systematic rules quickly and without coding experience is a net gain for businesses across the spectrum, even more in service where fast resolution and appointment-making are the keys to success.

In order to think about low-code functionality, it’s key to get the concept of customization out of your vocabulary. Your service software should not be custom. Custom software draws a direct line to integration problems. Service software excels when, rather than custom, it’s configurable. Configuration is a fundamentally different concept, but as we move forward, we should be thinking about low-code along that axis instead. We’re not writing programs in low-code for service, they would be far too primitive. We’re configuring programs to the external factors of your business.

I do want to preface that configurations are not something that a novice will simply be able to pick up and excel at immediately. Even low-code engagements require a complex understand of the if-then framework at the heart of coding languages, and because of this, you are going to need a certain aptitude to get through the door. For that reason (and this is not a particularly revolutionary concept) it’s useful to have a technical Sherpa there to guide any new explorers up the mountain of development.

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August 24, 2020 | 5 Mins Read

Is Your Business Structured to Seize the Service Opportunity?

August 24, 2020 | 5 Mins Read

Is Your Business Structured to Seize the Service Opportunity?

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By Sarah Nicastro, Creator, Future of Field Service

Companies have realized the strategic and monetary value of service as a (or the) key differentiator and most are at some stage of the journey to equip their businesses to seize the service opportunity. You read (I write) a lot of articles on Servitization and the journey to outcomes-based service, and the reason you hear so much about these topics is twofold: first, the opportunity they present is immense and, second, the undertaking of these journeys is no small feat. It isn’t just about an intimate understanding of customer needs and pains or an examination of business strategies and processes. It can’t be accomplished simply by investing in technology or conquering employee engagement. It isn’t possible for just one function of the business to progress this agenda on its own. It’s a puzzle with many pieces and takes a cohesive vision and multifaceted plan.

This is why it’s a topic I’m so passionate about discussing – because there are many aspects, and multiple layers, that a company needs to consider and address to achieve success. It’s powerful for service leaders to share where they are on this journey, because inevitably there’s something to be learned from each and every experience. As I talk with business leaders about how they are transforming their businesses to seize the service opportunity, one of the root issues that often arises is how a company’s structure needs to evolve – particularly as it relates to the sales function and how that intersects with service. In traditional product-based businesses, sales has historically been tasked with and compensated on selling product – with service bolted on after (and often as an afterthought). As these companies look to prioritize service offerings, it begs an examination of what needs to change in how the sales function is structured. There’s no singular way to tackle this challenge and companies’ approaches span from improving collaboration between sales and service functions to completely restructuring the organizations.

I held a Focus Group recently with a handful of business leaders across industries, born out of a request from one in particular that is working through how the businesses needs to change in order to deliver on its mission to become more service-centric. Listening to these folks discuss how their organizations have addressed this topic was really quite interesting – there was a lot of commiseration and some significant similarities. While each businesses approach proved unique, there do seem to be some common important points to consider and work through:

  • Service can’t stay siloed. This may sound like an “of course” statement – but believe it or not, it’s a common misstep. Companies that are moving toward Servitization often try to do so by putting the onus of that progress on the service function alone, and as the group participants shared – this is recipe for failure. Servitization is a journey that requires the strategic vision of the company to be supported and socialized from the top and throughout the business. Progress in seizing the service opportunity needs to be a company-wide priority; not a service group’s responsibility.
  • Ownership needs to be clearly defined. As such, ownership when it comes to service sales and the service P&L needs to be clear. It seemed to be commonly agreed upon that keeping separate product and service P&Ls promotes division and prevents companies from realizing the true potential. Rather than keeping product and service sales separate, most companies seem to be working toward a more cohesive sales strategy so that the sale becomes about the outcome or deliverable versus about the product and service. However you choose to tackle this within your business, the ownership and responsibility for how the sale should be handled needs to be clearly defined and articulated.
  • Clear expectations need to be set. Building upon the last point, not only does ownership need to be understood, but expectations need to be set – both from a sales and service perspective. If you are restructuring the sales function to sell the deliverable (product + service), not only does this change need to be managed, but they need to be incentivized to achieve the goals you’ve set forth. From a service perspective, some companies are expecting field service workers to be directly involved in the sales process and others are promoting more of an advisory or consultative role. Again, there’s no single right answer – but your expectations for how the service technician’s role will evolve beyond the actual service work needs to be clear.
  • The data loop needs to be robust. However you structure sales and service, you need robust data. Whether a service technician is directly selling or acting in a consultative role, the data loop with sales needs to be in place. You need accurate, digestible, real-time data in order to hold both the sales and service functions accountable for the expectations you’ve set. For many companies the shift in responsibilities is a significant one, and there’s no way to measure compliance, performance, and progress without solid data.
  • Best practices need to be examined and built upon. The folks in my Focus Group were all from global companies, which adds complexity in not only determining a desired approach but then standardizing the approach to the appropriate degree among business units and regions. Knowing that complete uniformity is unlikely, another important point these folks shared is creating a system to ensure the sharing and formalizing of best practices. Most of the participants have a central function that is responsible for strategy and the aggregation and communication of best practices while execution is done at a regional level. Since much of the innovation and learnings happen at the regional level, it’s important to put measures in place (business reviews, forums, etc.) to keep a bidirectional information flow in place between central, business units, and regions.

How do you “sell” service within your business – and is that process changing? I’d love to hear from you and discuss!

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August 21, 2020 | 3 Mins Read

Back to Basics: The Attributes of Best-in-Class Service Delivery Software

August 21, 2020 | 3 Mins Read

Back to Basics: The Attributes of Best-in-Class Service Delivery Software

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By Tom Paquin

This is part of an ongoing series on the state and standards of service management software in 2020. Here are the previous articles in the series:

Last time in our series, we took a look at the broad capability categories of service management and broke them into three subsections: Service delivery, operations, and customer experience. Today we’re going to start breaking down the first of these three subsections, service delivery.

This should, on its surface, not be rocket science to people. Here are what are typically defined as some of the key features in a “big tent” sort of way:

It’s not unusual for a service vendor B to produce a list like this and say, “See? We have all the same capabilities as vendor A!” but looking at this list it’s pretty obvious that having a broad scope of capabilities has virtually no relationship to having the capabilities necessary to actually manage service processes effectively.

Let’s start at the top of the list. In the olden days, service ticket management meant that a dispatcher initiated an appointment that was often manually routed to a technician. Then CRM systems allowed those appointments to include customer history and SLA requirements. Then mobile devices allowed technicians to initiate appointments. Then online portals allowed for a diversity of channels for appointment booking. Then IoT-enabled devices allowed for zero-touch appointment booking.

And all that’s just at the first step of ticket management. Think about appointment initiation, notation, close out, and everything in between and you can see the layers of complexity that separate a true service capability from a check list box.

And that’s really the major thing to keep in mind with all of this. Service capabilities are worthless if all they do is replace a piece of paper in a file cabinet. Truly best-in-class systems and processes automate repetitive processes to free up backoffice time, provide a constant vector between the backoffice and the field workers, and use available technology to enhance and provide new solutions.

Looking at the “Knowledge management” capability is a great way to consider how businesses can use available technologies to improve capabilities. Five years ago, knowledge management may have consisted of guidebooks and instructional videos on mobile devices. Today, augmented reality is changing the world of knowledge management permanently, allowing less tenured technicians or even end-users the guidance to mitigate issues without a truck roll.

This makes each capability much more than it appears on paper. Service capabilities should rise to meet your service expectations. Otherwise the technology is simple overcomplicated shovelware that technicians will marginalize or completely ignore.

You may be wondering why we’re leaving out some key service capabilities here that are components of service delivery, like parts management, and we’ll talk more about that and others next time, when we discuss optimization. Until then, if you’re considering a new FSM implementation, or upgrading your current systems, remember to focus on your list of service needs, and find the technology that elevates itself to the level of service execution you aspire to.

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August 17, 2020 | 4 Mins Read

3 Keys to Delivering a First-Class Field Service Experience

August 17, 2020 | 4 Mins Read

3 Keys to Delivering a First-Class Field Service Experience

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By Sarah Nicastro, Creator, Future of Field Service

Next week we’ll release a podcast episode with Jamie Beck, VP of Field Operations at Peloton discussing how the world’s largest interactive fitness platform has decided to invest in field operations as a strategic differentiator. The conversation is an excellent illustration of a trend I’ve witnessed – the recognition by companies of how the face-to-face interaction that field workers provide can be an opportunity not just to “get the job done” but to deliver an experience that sets your company apart from the competition. I urge you to stay tuned for the podcast, coming August 26th, to hear the Peloton story firsthand – but today I wanted to share some insight on a topic that came up during that discussion: what are the keys to delivering a field service experience that provides a premium customer experience?

As Jamie talks through how Peloton views the opportunity to differentiation through its delivery and service functions, he describes three key points that enable the company to use field operations to provide a customer experience that Peloton members expect from the top-tier brand. An experience that leaves them feeling not only satisfied but also appreciated, valued, and part of the Peloton world. Even for companies not selling such well-known household brands, I believe these three keys are worth considering in the context of how you’re evolving your field operations to align with the type of customer experiences desired today. If you want to “wow” versus simply work, you have to think about how to create a field team that can deliver that premium experience. Here’s how Jamie of Peloton says the company is doing this:

#1: Hire on Personality; Train on Skills

“Delivering a strong customer experience starts with hiring the right people,” says Jamie. “We look for people that you would feel comfortable coming into your own home. There's a whole wide range of experience among our employees – we don’t have a prototypical field specialist for Peloton. We have former division one athletes. We have people that have worked retail. So, it spans a lot, but it's generally just good people. It starts there.”

Peloton has adopted this philosophy of focusing more on personality because the company knows it can train on the necessary skills. “For the scale that we have been growing at, we could not hire enough people if we just looked at technical skills,” explains Jamie. “We can teach the technical skills, and so as we've grown, we have built in what we call our master technician courses that allow that field specialist to promote into a role where now they can go into the home and they're not delivering anymore. We've looked for more personality, knowing that we can train the skills in order to do the service.”

#2: Don’t Be Prescriptive – Promote Creativity

“The training we provide obviously is knowledge about the product, but the thing that we don't do is we don't give our team a script,” says Jamie. “We don’t want to be prescriptive in how they treat the member or what the experience should consist of, because each member is different, and we want them to tailor the experience. A key word that we've learned in the experience is they're going to be patient with a member, to make sure they focus on that member’s questions and areas of interest.”

The idea is to provide a unique, white-glove experience – and Peloton knows you can’t do this by being prescriptive. I’d also suggest you’d have trouble hiring the caliber of people you want to provide that experience if you think you can do so by feeding them a script. Peloton, instead, hires good people and then promotes creativity. “When I started four years ago, my team was maybe 20 people to 2,000 people today,” says Jamie. “So even though my title's the same, my roles and responsibilities have changed a lot. But one of our value statements as a company that has remained along the way is to hire smart creatives and get out of the way.”

#3: Relinquish Control and Focus on Empowerment

Finally, Peloton is big on empowering its field workforce rather than controlling every aspect of what happens onsite. “We talk a lot about empowerment at Peloton, especially within the field operations team, and it goes down to if you're a field specialist delivering a product and maybe you don't have the answer, but you know it's a good decision for the member, it's a good decision for the company, and it's a good decision for you, then make a decision. I think the worst thing that a member customer wants to hear is, ‘Let me check with my manager,’” explains Jamie.

Empowered employees are engaged employees, and this fuels the cycle of those employees providing the type of experiences Peloton wants its customers to have. “When you empower teams, they are so much more engaged and they are doing what you want them to do and more,” says Jamie. “I think that's the biggest thing I've learned is, as we've grown in scale, putting people in positions that can do that and just continuing to step back and let them lead at their level has been the biggest contributor to success.”

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August 14, 2020 | 2 Mins Read

What Aren’t You “Getting” About Servitization?

August 14, 2020 | 2 Mins Read

What Aren’t You “Getting” About Servitization?

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By Bill Pollock

There’s plenty to “get” about Servitization! So, why have so many field service managers not yet taken steps to adopt Servitization within their own organizations? Break/fix was decades ago; and so was Network Services Management (NSM). Self-support and customer portals? Yesterday’s news, as well. However, Servitization is here – and here to stay – at least for a long while.

But, what is there left to “get”?

I suppose it makes sense that you will need to “get” a full understanding of what Servitization is before you’re actually able to acquire a Servitization-based Field Service Management (FSM) solution for your services organization. OK – I “get” it!

So …, here’s your path forward:

  • First, learn as much as you can from trade associations, virtual Webcasts and conferences, industry experts, peers and online case studies and testimonials. Word of mouth testimonials are also good. And, oh yeah – you may also want to schedule some time with an actual Field Service Management (FSM) vendor that bases its solution on a foundation of Servitization.
  • Next, review the material you have collected for consistencies/inconsistencies, soundness, delivery, maintenance, practicality, scalability, user ratings – and price. Don’t just look at the suggested list price – those days are long gone (i.e., another traditional software acquisition mechanism that has bitten the dust). You will need to look at pricing in a completely different way, in terms of monthly fees based on things such as system uptime; system capacity, bandwidth, usage and throughput; results/outcomes and, ultimately, the Total Cost of Ownership (TCO) (i.e., which, by and large, has replaced Value-in-Use, or ViU).
  • Look for prospective matches between what your “new” FSM solution offers and what your services organization delivers to see where there may be gaps that may need to be filled. Making the transition from the traditional on-site support and Preventive Maintenance service delivery model to an outcomes-based model will not necessarily be easy. Management has to buy into Servitization from the outset – and that may not be easy to achieve. In fact, you may run into a great deal of resistance from the top – especially if you have not communicated the anticipated Return-on-Investment (ROI) that can be realized through the transition.
  • Prepare to be “shot down” once or twice – or more. To avoid this, take steps to really know your material before making any presentations – to anyone. Enlist the help of your peers and support teams elsewhere in the organization. There will be strength in numbers that you will be able to leverage.
  • Set a realistic bar for your expectations – and be careful not to set it too low, or too high. Too low, and there will likely not be a groundswell of support for your path forward. Too high, and you will probably never reach your goals. Either case is bad: the former because you may not get the chance to move forward; and the latter, because you may be told “I told you so” following the transition.

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August 10, 2020 | 4 Mins Read

Is AI Delivering On its Promise?

August 10, 2020 | 4 Mins Read

Is AI Delivering On its Promise?

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By Sarah Nicastro, Creator, Future of Field Service

Perusing tech news headlines or looking at conference agendas, you see AI everywhere. While you innately know better, with the messages being delivered, it can be easy to be persuaded into thinking, “I bet AI would solve all of my problems.” We had Seth Earley, author of The Artificial Intelligence Powered Enterprise, on the podcast not long ago to discuss why he feels AI has failed to deliver on its promise to businesses everywhere and his advice for how derive value from the technology.

The AI Conundrum

Seth points to a few reasons he feels AI is failing to deliver on its promise. The first is what I eluded to in the intro – the hype surrounding the technology. “One of the biggest challenges we have with AI and machine learning is the tremendous amount of hype in the marketplace. AI is an umbrella term and the technologies we're seeing today have a history of components and underlying algorithms that have really been around for decades,” he says. “We see anything with an algorithm being called AI and what that does is it creates the wrong expectations.”

According to Seth, this hype leads organizations to look at AI as something that is brand new which feeds unrealistic expectations. “I think the big problem is that organizations are looking at AI as something that's brand new, and that it is going to solve problems that they haven't been able to solve,” he says. “In some cases that may be true, but it also creates unrealistic expectations. That's partly because whenever there's a big shift in technology it creates uncertainty about what this means to the business. This leads people to start making investments without really understanding the capabilities of the technology, or what processes they needed to really address.”

Seth isn’t saying AI isn’t valuable, but rather that companies need to look beyond the hype into the realities of not only the capabilities of the technology but, more importantly, what the business case is for their company for AI. We see a lot of money being wasted on AI projects that are trying to boil the ocean or solve very intractable problems,” he says. “I think the biggest challenge is that many organizations don't have the basic foundational elements in place. Foundational processes, or the quality data that they need, and they're not necessarily understanding the nature of the problem they're trying to solve before going down this path.”

Advice for AI Success

To derive value from AI, Seth offers some advice to help organizations avoid the hype and unrealistic expectations and look at the technology through the lens of how it can solve business pain points. The first step is to know what those paint points are – to know what problem you are trying to solve. “The foundational piece is understanding what problem you're working on solving. And then, looking very carefully at the technology and saying, "What can this technology do, realistically?" he says. “There's a lot of successes out there, but there's a lot of failures. The reason for those failures really has to do with a lack of understanding of the true capabilities of the tools, and the processes that people are trying to enhance, and the business outcome that they're looking for. And, of course, not having the data.”

With the hype surrounding it, AI can be portrayed as a superpower-like technology – but the reality is, it isn’t magic. Like all technologies, for it to work for your business requires a strong foundation.  “You can’t automate something you don't understand, and you can't automate a mess,” says Seth. “While AI is powerful, you still have to teach the technology about your business – your product, your services, your solutions, your customers. You have to give it the terminology that you're using, and the concepts that are important to the business. An ontology is basically a framework for that. I think the key piece for leaders to understand is that this is not magic, and there's a lot of foundational work that needs to be in place to make AI work. It's not sexy, it's really the basic blocking and tackling. You still have hard work to do; governance is important, and metrics.”

Part of this important foundational work is knowing the needs of your customers. “A lot of organizations fall down by not necessarily understanding the needs of their customers,” says Seth. For instance, we worked with a company that wanted to do personalization for their customers. So, we built the architecture, had some algorithms. And then, at the end of the day, they couldn't define what the personalized content should be. They couldn't say, well, how is this audience different than this audience? What do they need? They didn't know. They didn't know enough about the customer in order to use the technology to personalize that experience.”

Seth suggests starting small and building upon success. “Starting off with big, ambitious goals that stretch the organization and stretch the technology is inherently risky,” Seth explains. “That doesn't mean you can't have a big vision of what AI can do for the organization but going through the process of planning and doing small experiments will yield a lot of value. These experiments deliver learning and maturity that needs to be built up in order to be successful.”

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