Category

contact Center

The Power of Simulations

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Studies have shown that simulation-based training is the best way for learners to retain knowledge and decrease the time it takes for mastery of a new skill.

Why is this important to your organization?

  1. Quicker return on your training $$ – by providing this level of active and immersive learning, your organization will see a greater return on the money you invest in recruiting, retention and customer satisfaction
  2. Greater employee satisfaction – the faster an employee feels confident about their job, the higher their employee satisfaction.  This has a direct impact on customer satisfaction but will also reduce the risk of poor moral or wasted time re-training employees who need more hand-holding
  3. Removing the risk of practicing on real customers – I can’t tell you how many times I hear that call center employees transition from the classroom to the production floor with little or no practice time.  This is a huge risk to your organization.
  4. Reducing time to recognize a bad hire -using a simulator will allow your organization to road test an employee’s skills before putting them on the front line.  This will also help you to determine if an employee is just not making the cut.
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Single Point of Failure

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If you are an IT professional, you are probably familiar with the term “single point of failure.” If you manage the customer retention side of the business can you identify your single point of failure?

Is it in the quality of the product, customer service, customer support, delivery or even the return process?

In a study conducted by the Gallup Group 68% of customers leave because of poor service. When nearly 70% of all customer interactions are handled by your contact center — is this your single point of failure?

Let’s break down the contact center experience even further. Take the full customer journey when they make contact. You should factor the following steps:

· Hold time

· Automated routing

· First call resolutions

· Knowledgeable staff

· Courteous reps

· Follow up steps

In a study presented by 31 West the following were the top reasons a customer becomes “enraged” during a call

60%—speaking with a rude customer service rep
52%—speaking with an incompetent service rep
44%—getting disconnected
40%—explaining their issue more than once
38%—being put on hold for too long

It doesn’t take much to surprise and delight customers from these human to human interactions. I see a cautionary trend in migrating live support to automated. It may save you money in the short-run but in the long-run may impact the customer relationship.

I’d love to hear how some of you have built a culture of serving your customers to increase loyalty and retention.

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Contact Center Insights Christa Heibel – Managing the BPO Relationship

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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.

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Judy McGee Consulting – Call Center Training the LAMA Way!

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I had a blast interviewing Judy, she is truly one of a kind and has a great theory on how to train your contact center employees. In this episode, Judy explains her LAMA approach to talking to anyone on the phone, it’s all about making that person feel good and treating them with respect.

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Why Demonstrating Empathy Matters to the Bottom Line

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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 which proactively promotes empathy matters to the bottom line too.

For example,  I was speaking to a call center which 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 that 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

  1. Can see things from the perspective of the other person
  2. Staying out of judgment
  3. Recognizing emotion in other people
  4. Communicating that you recognize their position and emotions.

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.

 

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Employee Reward Systems

By | call center, contact Center, Employee Rewards, podcsting | No Comments

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 tjmccoy@EmpEng.com or visit www.EmpEng.com

 

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