If your contact center is run by an external BPO, you will want to listen to this show. In this episode of Contact Center Insights, Nancy speaks to Christa Heibel of CHCG Consulting. Christa has been 
working with the C-Suite of contact centers for over two decades and has worked both sides of the table when it comes to working with BPOs. Listen to Christas’s great advice on the importance of communication and “putting it in writing” to ensure you have a smooth sailing relationship.
Simulations for learning
Why do pilots user flight simulators vs. real airplanes? We all know that hands-on experience is one of the best ways to learn a new skill. But don’t take my word for it. In an article featured from Laurdal they state three reasons why simulations accelerate learning and retention:
Think of it in this way, if I gave you a manual to learn how to conduct a step by step process, this is an explicit approach to learning something. It’s easily repeated and more commoditized but not as effective. On the other hand, if I gave you access to the equipment and/or placed you into a simulation which immersed you in learning this process. This is an implicit experience but much more valuable in giving you first-hand experience in learning this new task.
Finally, in a study conducted by Roger S. Taylor and Micheline T. H. Chi at the University of Pittsburgh, they conducted a study comparing students who studied using a textbook and those who used a computer simulation. This was the summary of their findings:
The Simulation condition acquired a significant amount of implicit domain information from pretest to posttest, whereas participants in the Text condition did not. These results suggest that educational computer simulations have the potential to significantly enhance the learning of implicit domain knowledge.”
But keep in mind, the simulations need to be tailored to a specific skill or task directly related to the job. It should include some form of immediate feedback and places the learner into a contextual setting, similar to what they will experience in real life. Anders Ericcson was noted as coming out with the study of “deliberate practice” Here is a video where Anders explains this concept.
Empathy vs Sympathy
Every company wants employees to express empathy but why?
I work with a lot of call centers and many of them are building in performance metrics which include the agent’s ability to show empathy. But why?
Yes, I get that it demonstrates that you want the customer to feel you can relate to their dilemma or that you at least “fake” concern. But creating a culture that proactively promotes empathy matters to the bottom line too.
For example, I was speaking to a call center that provides technical support. I asked the manager which do you place more value on – soft-skills or technical knowledge. Their answer was soft skills. He stated “we hired a young college graduate who was not as skilled at troubleshooting but all of her CSAT scores were always very high. She was able to use empathy and her ability to communicate trust to ensure the customer to make them feel better. Therefore, even though she isn’t able to resolve their issue on the first call that she left the customer still feeling good about their experience and their company. I value that skill over the most technically skilled agent.”
In a YouTube video by Brene’ Brown, she states the four elements of Empathy
Companies invest a lot of resources into building their brand, building customer loyalty. So why risk losing this because you would rather build a culture of agents who solve problems fast but don’t really connect with your customers.
In a LinkedIn post from Troy Mills, President of Carrell and former VP of Customer Care Operations at Walgreens, stated “I can’t tell you how many discussions about doing something exceptional for a customer is met with shock from the ops team” meaning wow someone went out of the way and off-script to really help a customer out and the culture was such that this was a negative vs. a positive.
A good place to track how empathy has made a difference to the bottom line is to collect stories from situations where using empathy and caring made a difference. Sometimes the difference isn’t always tangible initially but trust me it will have a lasting impact on the bottom line for the long-term.
In our last show, I interview Thomas McCoy, who is a best-selling author, consultant, and President of the Employee Engagement Institute.
He has over 35 years experience developing high-involvement, high-performance cultures. He developed the Applied Employee Engagement System™ that has been used by over 200 companies in the U.S., Europe and South America. He has written 2 books on the topic and sold over 25,000 copies.
He developed and taught a two-day seminar on How To Develop a High Performance Culture at George Washington University.
He has been quoted in Newsweek, featured in the Wall Street Journal, and nominated for the Michael J. Losey award for his work in the field of Human Resources.
In 1996 he developed ESP, “Expanding Sales on the Phone,” one of the first training programs for agents that incorporated dynamic branching. He holds a Lean/Six Sigma certification from Villanova University, a coaching certification from the Johnston Institute and is a graduate of the University of Minnesota.
He is a Marine Corps veteran and a board member for Support KC, a non-profit organization that helps other non-profits to achieve their mission.
He and his wife Cathy are the parents of two young men.
You can reach Tom at [email protected] or visit www.EmpEng.com
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