We have our Customer Success organization broken into 2 groups - Strategic Customer Success and Scaled Customer Success. In the Strategic Customer Success group I have managers who are responsible for a team of CSMs and also serve as the DRI on customer success for one or more products. CSMs need to have a strong understanding of multiple products because we only have one CSM per customer, and customers ideally use more than one product. Each manager coaches and supports their CSM team, and they provide leadership and guidance where they are the DRI across the entire team. In Scaled Customer Success, we have managers who oversee a group of Scaled CSMs. Rather than own a customer, our scaled CSMs own a product or customer lifecycle stage. For example, we may have a Scaled CSM who only owns churn mitigation for one product line.

As a customer success manager, one of the most important skills someone can develop is setting the right expectations and getting alignment between internal and external stakeholders. The biggest frustrations I've exeperienced come from when we haven't reached alignment. The best CSMs do this as part of their process whenever they work with someone new - internal or external. For example, a CSM's top priorities when being introduced to a client should be to set expectations about what they can offer the client in their working relationship (hint: a strategic, goal-oriented thought partner, not technical support), and to align on the client's business goals. When a CSM does this successfully they'll have meaningful interactions with the customer throughout the relationship and can line all the work they do together up to the client's business goals. When the CSM ties the value they and their product can provide directly to the customer's business goals, they prove the relationship to be important and ensure the renewal. What's frustrating is when they DON'T reach alignment. We've all had an experience similar to this one: you start the client meeting, introducing yourself and wanting to learn more about the customer's business, when suddenly the customer derails. He says something like, "hey, before we talk about that I was wondering, how do I pull a report from xyz product?" It puts the CSM in a difficult and frustrating position. On one hand, you want to be helpful. And let's be real, you're going to show them how to pull the report. On the other, you have so much more strategic value to offer the customer than providing technical Q&A. If you're not careful, you could spend the entire conversation answering tactical questions. What's worse is you will now have misalignment between the high level value you can provide and what the client will expect from your relationship, and you'll leave the meeting with no deeper insight into their business for the future. However, the best CSMs can use situations of misalignment as opportunities. "Oh! You'd like to pull a report on the weekly scheduler activities? I can definitely help with that. So that I make sure we do it in the best way, can you help me understand what you're going to do with the report?" Or, "the product doesn't currently have the ability to export that information, but we do have a lot of ways you can work with it. Can you help me understand what you'd like to do so we can work together on it?" The CSMs can then use their responses to dig deeper into the customer's goals and daily workflows, and be a partner in problem-solving and achieving business goals. 

In stepping into the Customer Success domain, it's crucial to prioritize KPIs that align with the role's core responsibilities. A strategic approach involves mapping KPIs to the customer lifecycle stages, fostering a sense of purpose and confidence in your efforts. For instance: * NPS Over CSAT: While CSAT often leans towards support, NPS serves as a robust starting point, eventually evolving into a Customer Effort Score (CES) to gauge the efficacy of minimizing customer effort. * Onboarding Success Rate: Measure the effectiveness of onboarding in delivering value, thereby nurturing customer confidence and satisfaction. * Health Score and Adoption: Evaluate the overall health of customer relationships, considering both depth and breadth of engagement to ensure sustained success. * Engagement Cadence: Tailor engagement frequency across various customer personas, fostering meaningful interactions at every touchpoint. * Retention Monitoring: Continuously assess customer loyalty and satisfaction, providing insights into the overall customer experience. Each KPI serves a distinct purpose: to analyze customer feedback, mitigate risks, and strategize ways to enhance the customer journey. While specific metrics like Expansions, Qualified Leads, and Net Revenue Retention (NRR) may not be initially owned, mastering foundational KPIs lays the groundwork for influencing these metrics. Go Rock!

With a self-serve product, you probably want to stay away from some of the more product-based KPIs (e.g., product adoption or health score if it's largely adoption driven) but retention, NPS, etc. are still critical metrics for Customer Success. The business has a value proposition for why it's investing in Customer Success despite the product being self-serve so it's incumbent to figure out what that investment thesis is and tie you and your team's KPIs around it.

Unlike a lot of Customer Success departments, we’ve chosen to align our team to customer KPIs rather than commercial/upsell targets. As such, we have less overlap in goals between CS and Sales. Of course, we’re both targeting Gross Renewal Rate and ensuring we maintain the customer base, but we don’t extend that to upsell targets in the same way as commission-based CS teams. Currently, we’re focused on exploring how we can share “time spent” efficiency and reach KPIs to help keep us accountable for spending as much face time with our customers, tech, and agency partners as we can over the course of many key city hubs whilst being mindful of the cost of trips.

There are two questions I always like to ask during an initial interview with a candidate: 1. Tell me about a problem you have worked on and how you solved it? - In full transparency, I actually borrowed this question from an article I read about Elon Musk's interview questions. I found the reasoning behind this question to be extremely interesting. First, you gain insight into the types of challenges the candidate has come across and their thought process for overcoming those challenges. Second, Musk says that this question shows him if the candidate truly worked on resolving this problem. Someone who was integral in the solution of a problem will know all the details and be able to explain in length what they were thinking was during the process. I have found a lot of success in asking this question. 2. I ask candidates to share with me a time they had to articulate value of their product/solution to a customer. As I mentioned in another question, showcasing your company's value is one of the most important responsibilities of a CSM. If a candidate does not have experience with this, how can I expect them to articulate value to our customers?

As with any time you join a new company, listen, listen, listen, and THEN ask, ask, ask! I highly suggest driving those 1:1s if they aren’t already scheduled for you, and then spend time understanding the internal processes (and why they were built the way they are). I would stay away from “well, in my former company we did xxx and xxx and it worked great” – instead ask “do you know why this is done this way?”. Get all the info on interactions with clients that you can as well – your internal folks, especially implementation teams, usually have quite a bit of “behind the scenes” information that can help you as you start interacting with clients!

No technical skills are not always necessary to be an effective CSM, however having a basic understanding of technical concepts can he helpful particularly if working in certain subsegments of the tech industry. The level technical skill required is also to a degree dependent on the company and the scope of the role. Some CS roles in deeply technical companies may require you to have a level of familiarity with technical concepts however for many CS roles this is not the case. However in either scenario familiarity with the product or service being supported can be beneficial as as a CSM while you may not be responsible for technical troubleshooting you will be required to have a good understanding of the product offering and will need to be capable having conversations with customers about the products features, functions and capabilities.

You can go two ways here with respect to metrics. 1. Use a metric they know and understand 1. Pros: They can engage with it, they have an understanding of why it may be going up or down and a sense of how they can help influence it. 2. Cons: It might not be the best measure of the health of the customer base or may be one of 5+ factors. 2. Use something new that you feel better represents the business. 1. Pros: You can have confidence (if you've done your homework) that influencing this metric will drive retention and growth 2. Cons: It can take several months of repetition to warm up the executives to what these numbers mean and how to influence them Frankly, I do a little of both. We have aligned the executive team on a set of metrics on which we have varying degrees of comfort and confidence. Here are a few examples * Adoption Health - defined by our data science team and shown to have a strong correlation to retention. A composite score that the executives have moderate comfort/understanding of but they're aware of the strong correlation. * Executive Engagement - % of accounts and ARR where we've had an intentional exec conversation in the past 90 days. * Onboarding Duration - # of days to take a customer from kickoff to launch. * ARR not yet launched - how much of our ARR is not yet in the Launched phase (meaning they're still in onboarding). Top questions from the exec team: 1. How is retention trending this quarter, next qtr, for this year? 2. Why do we have confidence that our renewal/retention forecast is accurate? [I demonstrate this through the other metrics] 3. Which customers need help from the exec team?

As CSMs we are expected to be trusted advisors to our customers. We gain trust by helping our customers address their challenges and achieve their business objectives. We become advisors when we learn to anticipate questions or concerns and we guide our customers toward successful outcomes. To gain credibility, our communication with the C-Suite must be concise, assertive, and informative. If you can explain the how and confidently tell me what to do next, that's incredibly valuable. 1. How are we doing? 1. Help me see that you understand my business, our mission, and our goals. When given the opportunity, don’t simply present adoption metrics, help me understand what they mean relative to what my business goals are and ask for clarification where needed. If we have achieved significant time to value and you have saved my business significant money or time, those are wins I’d love to know. If things are stalling, help me understand why with concrete examples and ask for my help with clear actions for me or a member of my team to take. 2. Were there any serious challenges we faced? What role did you play? Let’s face it, things don’t always go as we’d like. However, if you can keep the C-Suite informed and updated, you will earn their trust in a way that will influence how they view you as a key trusted vendor, in many cases even more so than when things go well. 2. How are we doing relative to similar customers? 1. The C-Suite regularly reviews industry and analyst reports (Ex: Gartner, Forrester) as well as intel to understand market trends and maintain a competitive edge. By regularly reviewing the same resources and providing thought leadership, you could help influence decision making throughout their organization 2. As you support customers in similar industries or business segments or share anecdotes with peers, you’ll start to see certain similarities and differences. If your customer is operating in a more innovative manner that you believe has helped them realize value with your software and supported their business goals, definitely let the C-Suite know 3. What are other things we could be doing to achieve the outcomes we desire? 1. Once you have gained credibility with your customer by supporting them through a few milestones, you have earned the right to ask for a deeper partnership. So think deeply about what this new partnership will look like. How might integrating your solution with another one of their key business tools help them operate efficiently? How might using another module of your software help them save costs from a duplicate solution? If you can hone in on a few high-impact actions your customer can take and assert your position as to why these actions will help, your C-Suite might offer the sponsorship you need to make this a reality.