Amtrak and The Petrova Experience Infraday East 2024

Infraday 2024: Insights on Elevating the Penn Station & Northeast Corridor Customer Experience

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  • Infraday 2024: Insights on Elevating the Penn Station & Northeast Corridor Customer Experience

     

    Infraday Fireside Chat features Amtrak’s Sara Appleton and Liliana Petrova, CEO of The Petrova Experience on leveraging data, technology, and regional infrastructure projects to improve the customer experience at New York Penn Station and beyond. They explore strategies for creating award-winning customer experience at travel hubs and approaches to honing customer experience focus.

    Amtrak is at an exciting moment in its 53-year history. An infusion of federal investment is enabling Amtrak to modernize its fleet, stations, and century-old rail infrastructure. At the same time, ridership along the Northeast Corridor has surged above pre-pandemic levels, setting new records, and the organization has set a goal of doubling national ridership by 2040. To do so, Amtrak is focused on redefining its customer experience for the modern era. With expertise in designing passenger experience of the future, The Petrova Experience brings on-the-ground stories and a valuable perspective on elevating customer experience for riders of today and tomorrow.

    Speakers:

    Liliana Petrova, CEO/Founder, The Petrova Experience

    Sara Appleton, Assistant Director, Gateway Program, Capital Project Delivery, Amtrak

    How a Personal Interaction builds Repeat Customers

    A customer-centric methodology is key to the successful outcome of my interaction with Hello Spud. It is the reason this story appears here, and not among the CX Big Fails! The company did not send an automated response. It did not deliver a message stating “sorry we couldn’t help you, would you like something else.” Instead, the company co-founder reached out to me personally across multiple channels (a handwritten note, followed by personal emails).

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    Organizational Culture and Access to Information

    By and large, people perceive culture as an HR discipline. The most common perception is that culture covers the soft side of performance. Culture is about how you do things, not so much about what you do. This approach to culture could not be more wrong. In fact, organizational culture is about so much more than a few words in a performance review sheet.  It is about leaders expressing values, and the action guidance their cultural behaviors provide.

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