Monet Software - ContactCenterWorld.com Blog Page 10
Since there is never a bad time to listen to good ideas about improving call center performance, we’ve rounded up some of the best we’ve heard recently. Any or all of them can make a difference in your business.
If IVR use is unavoidable, provide options that will make it easier to route customers to the agents best qualified to address their situation.
Maximize the Value of Every Call
How much data are you gathering from customer calls? Is there a way to add to that through a technology upgrade (such as speech analytics) or by a renewed focus on quality management and analysis of information gathered through workforce management?
Setting Personal and Professional Goals
Most contact centers establish achievement targets – lower average handle time, better first call resolution, etc. As these are implemented, agents and other team members should also be challenged to set personal goals, such as a renewed commitment to courtesy.
Improve the Agent Desktop
Do agents have the information they need when they need it? Do they have to dig through various programs to find appropriate data, while customers are waiting to have their questions asked or their orders processed? Maybe it’s time for a more user-friendly solution.
Share Successes and Good Ideas
When an agent finds an effective solution to a recurring problem, make sure that word gets out. Identify calls where everything went right, and schedule a group session so everyone can listen to it and learn from what they hear.
We’ve been discussing this often lately. Allow your agents to make decisions for customers – this not only requires a level of trust in agent judgment, it also necessitates a workforce management solution that provides agents with the data they need in real time to make an informed decision.
Review Remote Agent Practices
When instituted effectively, telecommuting agents can boost contact center efficiency, as well as staff retention and staff motivation. But it takes time and effort to bring about these positive results. Review your planning, execution and communication as it relates to home-working agents. Make sure you are getting them what they need to do their jobs, and that they are providing the same level of service you require from agents at your contact center.
Dig Deeper than KPIs
Average handle time is down? Great! But how did it get that way? Sometimes key performance metrics do not tell the whole story. Use this data as a launching point for an outcome-based strategy that places more emphasis on customer loyalty, customer satisfaction and new business sales.
Publish Date: March 11, 2016 5:00 AM
“It’s the way we’ve always done it.”
That is the explanation managers to use for why certain contact center business practices have not changed for years, if not decades. But while some contact centers stick with traditional solutions, others have been more cognizant of how technology offers better ways to achieve customer satisfaction goals – and how this functionality is now available to contact centers of all sizes regardless of budget, thanks to the cloud.
If it’s time to consider an upgrade, here are some questions that you might wish to ask of your next technology provider.
Can I get important information on customers to agents in real time?
You may already be collecting data on customers, but is there a way to make that available to agents so they can customize their handing of a specific call – or route it to the agent best suited to handle it? Real time information is no longer a luxury – it is a necessity if agents are going to effectively meet a customer’s needs.
Can we provide 24/7 access?
Your team should be able to stay connected to the contact center wherever they are. Find a browser-based software solution that makes working from home as easy as working in the office.
Will this be easy to adopt?
A more sophisticated product won’t pay dividends if your agents can’t figure out how to make use of its capabilities. Choose a solution that will allow for a shorter acclimation period, and that will facilitate collaboration among your team members both on and off-site.
Will this help our agents be more autonomous?
Customers prefer only talking to one person at your contact center, rather than being put on hold or transferred to a supervisor and explaining their issue a second time. More and more, managers are trusting agents to make decisions that might otherwise have required executive approval. However, agents need access to the right data at the service level to make an informed decision.
Publish Date: March 8, 2016 5:00 AM
The purpose of many of our blogs and articles is to provide information and suggestions on how to improve the quality and efficiency of your contact center. Of course, what works for a small center with 10 agents may not be equally appropriate for a large 24/7 facility with three shifts of 200 agents.
So the goal of this piece is to offer so many different kinds of tips in one article, you are bound to find at least a few that will be beneficial. Welcome to our spring cleaning piece – here is all the good advice we’ve had laying around the office all winter.
Let’s get started on making your contact center even better than it is right now.
Smart Call Routing
Use WFO or speech analytics to route customer calls to the agent best suited to deal with each caller’s issue. Calls will be handled faster, and customers will be happier.
Take the agents that work together out for some friendly competition, especially if they are pitted against the managers. Arcades, go-kart tracks or any fun activity can encourage agent motivation and loyalty.
Keep your Door Open
Agents appreciate a manager that is available to them when a problem arises or a question needs to be asked. The closer managers are to the area where agents are fielding calls, the better sense they will have of what is working and what is not. This is important for team-building as well.
Provide Multichannel Access
Some of your customers may want to interact with your company without using the phone. At some contact centers as many as 40% of customer interactions are handled via live chat, while others are conducted with email.
Take potential agents on to the floor to listen to calls before they go into training. This makes training more relevant and ensures they feel comfortable with the role and environment. Then start new agents on the phones with support before letting them fly solo. It builds their confidence.
Create an External Knowledge Base
Is there a place customers can go to answer the most basic questions about your company before calling? Don’t just create it – promote it via social media and your IVR message.
Make Your Customers Happy to Be Customers
Courtesy on the phone, empathy when there is a problem, and a friendly greeting and close to each call can make a big difference.
Expedite the Customer’s Path to a Live Agent
While it might seem more efficient to collect a caller’s personal information via automated message, the customer often has to confirm some of it with a live agent anyway. Most callers would prefer speaking to an agent as soon as possible.
Ditch the Emoticons
Do you really think an emoji with a tear in its eye is going to make a customer feel better about the order they never received? This isn’t junior high.
Empower Your Agents
Trust agents with the authority to handle basic transactions without a supervisor’s involvement or to use his or her best judgment with more complicated issues. This expedites the customer’s call and also makes agents feel more valued.
Free Product Samples
When a new product is introduced, provide your contact center agents with one so they can get acquainted with it, and better understand what questions may arise from its use.
Use Metrics Wisely
Metrics are vital in providing data on customer service goals – but make certain agents aren’t trying to lower average handle time by rushing through customer calls. The first priority is always the customer.
Promote From Within
Managers that used to be agents will have more insight into how the front line works, and will be better able to structure their forecasting, scheduling and training.
Be Patient with Seniors
Remember that seniors did not grow up with the same technology you did – make sure your agents know this as well, and encourage patience as they instruct the AARP generation how to negotiate online portals.
Think you know what’s most important to your customers? Why not confirm it with a survey that covers what they expect from a contact center? You may be surprised with the results.
Show your agents that their work is valued. A free lunch here, a spa day there, even an encouraging word or inquiry about their family can make them feel appreciated. And don’t neglect your off-site agents if you have them – telecommuting employees need acknowledgment too.
Share Training Ideas
A good idea for training and development can come from an agent, a coach, or even from someone outside the contact center. Hold meetings to update training session procedures and always look for ways to improve them.
The Suggestion Box
Whether it’s handled though regular meetings or anonymous suggestions submitted through the old-fashioned suggestion box, make sure agents have a means to offer ideas for contact center improvements – many of which can be implemented at little or no cost.
Create a Suggestion Box for Customers as Well
If you don’t wish to do a customer survey, have your agents ask customers before closing each call if there is a way that the contact center can better serve them.
Communication Builds Relationships
Face-to-face interaction with different company departments should be encouraged. Shared knowledge about how different aspects of the company work will result in new ideas to create better synergy, and ultimately better service. Also make sure the lines of communication are always open within your team, by keeping them up to date with any news, company changes or notable customer feedback.
Lead by Example
Motivation is always more effective when it comes from someone who follows the same rules and exhibits the same enthusiasm. Agents will pick up on a “do as I say, not as I do” approach very quickly, and respond accordingly.
Did you achieve all of your goals this month? Great! Now set some new ones. Strive for continuous improvement every day.
Publish Date: March 1, 2016 5:00 AM
Have you added speech analytics to your contact center’s capabilities?
It’s worth considering – merging call recording with speech analytics can significantly boost lead conversion rates, as well as increase customer retention levels. At the same time, it’s a way to be 100% assured that agents are always in compliance with federal and industry regulations.
If and when you make that decision, here are some guidelines that can ease the implementation process and optimize the results this powerful solution delivers.
Speech analytics can do a lot for your contact center – but it’s best to start by specifying one or two areas where attention is most needed, and setting goals for improvement. Don’t try to do everything at once.
Make sure your agents and managers and trainers know how to leverage speech analytics capabilities and the data it delivers. It may take some time before the language and tone of every customer call can be accurately analyzed, but once you’re there the results will be very beneficial.
Dispel the notion that speech analytics was added to keep a closer eye on how agents do their jobs. Educate your agents on how this tool can help the business achieve its corporate goals.
Maintain Quality Monitoring
Speech analytics can enhance your quality monitoring, but it shouldn’t replace it entirely.
It will take time, and some trial and error, before speech analytics becomes fully integrated into your best practices. Don’t look for perfection in the first week or even the first month.
Publish Date: February 29, 2016 5:00 AM
Sometimes with accurate scheduling it’s not about what you do right, but what you do wrong. Here are six examples where scheduling elements can be overlooked or mishandled, resulting in problems that can impact customer service.
Not Scheduling Breaks
If agents take their breaks when they feel like it, that might result in too many going off to lunch or the break room at the same time, leaving a shift under-manned. Avoid this by scheduling breaks – it may not be popular, but by providing agents some input in when they can take some time off, the transition might be made more easily.
Not Enough Part Time Help
If all of your agents work full time, they will always be there whether they are needed or not. Sometimes you’ll have too many people on the floor – occasionally there may still not be enough. By mixing in some part-time agents you can add more flexibility to your scheduling, and initiate split shifts. This will make it easier to cover peak hours, while not having to pay agents for sitting and waiting for the phone to ring.
Not Accounting for Shrinkage
Almost every contact center takes shrinkage into consideration, but the calculations are complicated without an automated workforce management system. With WFM and attendance reports, managers are more likely to get the numbers right.
Not Measuring Efficiency Properly
Schedule efficiency is a measure of how accurately and consistently the planned number of agents on staff matches the required staffing over the evaluation period.
WFM produces a more accurate picture, but make sure to use weighted averages when producing consolidated figures, while not neglecting outside business hours.
Assuming Everyone Wants the Same Shift
There is a tendency to struggle with filling evening and weekend shifts. But with a flexible and part-time work force this should not be an issue. Students may want to work weekends, and agents with outside obligations during the day may prefer an evening shift. Don’t look for a problem where none might exist.
Obviously this is the least excusable mistake, and yet there are still contact centers out there that just hope for the best. And to make it worse, they put off the hiring and training of new agents to replace those lost by attrition, and muddle through with a reduced roster that is even more vulnerable to unexpected schedule changes.
It takes both art and science to staff a call center. Next to hiring the right personnel, scheduling plays the key role in maximizing resources and making sure calls are handled in a courteous and efficient manner. The faster mistakes are corrected, the faster a contact center is delivering the level of service that customers deserve.
Publish Date: February 25, 2016 5:00 AM
You have probably spent many hours studying the question of how you can provide better service to your contact center customers. Much of this attention will focus on the performance of your agents.
But agents have their own ideas about the state of their industry and what constitutes customer service. Can you learn anything from their insight?
A recent survey of more than 250 agents produced some interesting findings.
The Best Way to Get Things Done
Today’s contact centers offer a selection of channels for customer interaction, but which is the most effective? Nearly half of the agents surveyed (47%) still believe that the telephone provides the best opportunity to resolve a customer’s situation. Web chat finished second with just 26%.
But wait – isn’t the telephone outdated in this era of apps and social media? Not according to today’s agents. An overwhelming 90% of them are certain that there will always need to be a ‘call center’ component in the contact center. Perhaps some of these responses were motivated by job security but, as one explained, it’s easier for many customers to ask questions or describe a problem verbally than having to type out a long explanation.
Taking the Time to Get it Right
Agents are certainly aware of the importance managers place on KPIs like Average Handle Time – but sometimes that leads to a choice between wrapping up a call more quickly and making sure the customer is happy. While nearly 40% of agents surveyed said they tried to complete calls in 5-10 minutes, 32% replied that effective problem solving may take longer, so they’ll take 15 minutes if necessary.
Virtual Queuing vs. ‘On Hold’
No one likes to be placed on hold, which is why 81% of agents support virtual queuing that allows customers to call back at a time when they will receive immediate agent access. However, some expressed concern that customers may neglect to call back at the right time, which can result in more frustration.
Do They Care? Good News
The agent hiring and screening process seeks to find people with empathy toward customer issues, and a sincere desire to get problems solved. Of course, everyone says the right things in a job interview, but do they really mean them? This anonymous survey provided a chance to find out – fortunately, 98% of agents surveyed feel a sense of duty to the client, and a desire to provide a positive customer experience.
“Without them,” one agent said, “our business would not exist.”
Publish Date: February 18, 2016 5:00 AM
We tend to think of speech analytics as a tool with a number of contact center performance benefits. Transforming voice data from customer interactions into business intelligence delivers the capability to improve:
• Agent performance
• Customer experience
• Regulatory compliance
• First call resolution
• Sales effectiveness
• Issue resolution
• Overall quality of service
You’ll notice that “reducing agent attrition” is not listed among its attributes. But when you take a closer look at the causes behind agent departures, it becomes clear that speech analytics can make a difference here as well. And not a moment too soon, as many contact centers suffer costly, time-consuming attrition rates of 50% or more every year.
Why do agents leave? Some are frustrated by ineffective training, or evaluations that do not reflect their actual performance. Some view the job as one that should lead to additional opportunities and incentives that never materialize.
But what happens when agent scoring is handled through speech analytics software? Supervisors don’t have to devote the same amount of time to agent evaluations, and coaching sessions can be more precisely tuned to address specific issues for each agent. Better training results in better performance, and more individualized attention results in agents feeling more valued by the company.
When agents are better trained and better motivated, customers receive better service. That makes it easier to offer incentive programs and income growth opportunities to outstanding performers.
The cost of replacing an agent who quits or is fired can be as high as $8,000 – half of that for hiring, the other half for training. At a 250-agent contact center with just a 15% attrition rate, that adds up to more than $300,000 every year. In addition to its many other virtues, speech analytics can help reduce this punishing annual expense.
Publish Date: February 17, 2016 5:00 AM
We are in the midst of a particularly heated presidential campaign, with allegations flying in every direction. But when it comes time to cast a ballot, many Americans make up their minds based on the answer to one simple question – which candidate do I trust?
For contact center managers, the trust issue is also central to the agent hiring and training process. These are the people engaging with your customers – what they say reflects on the entire company. There may also be additional personnel at the company, such as legal and compliance, who are cognizant of agent-customer interactions and may want to participate in reviewing recorded calls and agent scripts.
Trust starts when all company personnel are on the same page as to what constitutes a quality engagement – this will likely be based on traditional compliance metrics and customer service data gathered through surveys and performance management reviews.
But the real key here is communication, to alleviate suspicion over agents sticking to the script, doing their jobs even if they are working from home, and being motivated to deliver good service from the first call of their shift to the last.
It’s important that everyone understands how quality management and customer experience are related – and this can be achieved by getting reps from all departments together for a roundtable discussion. Discuss quality, discuss trust, and figure out the best way forward.
Publish Date: February 16, 2016 5:00 AM
What do omnichannel capability, self-service interactions and the cloud have in common? All are listed among the most prominent trends emerging in the contact center industry. Let’s take a closer look:
It’s a fancy word that simply means providing customers with a choice on how they interact with your company. The telephone continues to be a popular option, but email and online chat are preferred by those who don’t wish to speak directly with an agent. Contact centers should respond to these demands by making multiple channels available, and allowing customers to switch from one to the other during an enquiry.
And of course, it’s not just establishing these channels but having a workforce optimization solution in place to measure quality management and customer data that will impact service delivery.
No matter how many channels you add, some customers will prefer to settle their business without talking to anyone. The marketing firm Gartner predicts that by 2020 customers will manage 85% of their interactions this way.
Such predictions have a tendency to over-estimate the consumer reliance on new technology such as mobile apps – remember with eBooks were going to put regular books out of business? Still, this is ultimately a positive trend for contact centers as it reduces workload on agents (and may eventually reduce the number of agents you need). However, as with omnichannel, it’s wise to have a system in place where customers can easily transition from self-service technology to a more traditional communication channel.
3. The Cloud Platform
It’s not the #1 platform yet, but it is getting there quickly. The appeal of no large upfront investment, always running the latest and greatest software, ease of transition and ease of use and better scalability, in addition to other benefits, are driving the contact center industry toward the cloud platform in droves.
As a pioneer in cloud solutions, Monet has not only been at the forefront of the cloud trend, we continue to stay on the cutting edge of what this model can provide. Questions? We’re here to help. Contact us today
Publish Date: February 15, 2016 5:00 AM
Any expert in business or marketing will tell you that it’s easier to keep the customers you already have than to get new customers. But how can you convert first-time customers into reliable repeat business?
Often, this responsibility falls on the contact center – and the agent that picks up the phone may have just one chance to get it right.
This was the conclusion of a survey of more than 2,200 Americans by the PH Media Group. Almost 60% stated that if a first call to a company’s customer service line isn’t handled properly, they will not be calling again – or buying any more products from that company.
If you are a business with products or services geared toward seniors, the news is even worse – 63% of those surveyed said you get one call to provide good service, and if you don’t they look elsewhere. And since seniors are still the group that is far more likely to contact a business via telephone rather than an online platform, it puts even more pressure on your agents.
Millennials are slightly more forgiving, but more than half will leave as well after a negative call handling experience. That’s a more difficult loss, since with 18-24 year olds these could be customer relationships that will last decades.
A Renewed Commitment to Service
The challenge is how to make certain that first-time callers are always treated right. That responsibility falls first on the agent, but managers have a role to play as well. They should have a reliable forecasting and scheduling system in place so there are always enough agents available to deliver quality service. They should be utilizing call recording for performance management, and making sure regular coaching and training sessions are scheduled to keep your team engaged.
Well-trained agents and quality technology, working together, improve the likelihood of a successful resolution.
Publish Date: February 11, 2016 5:00 AM
“A goal without a plan is just a wish” – Larry Elder
It’s February – are all your New Year’s Resolutions broken by now?
Hopefully not, but if the ones pertaining to your contact center didn’t materialize as you hoped, it’s never too early or too late to start again. This time, you’ll have a better chance of success if each goal is accompanied by specific ideas on how to make it happen.
Here are five common contact center goals, and some suggestions of ways you can put them in motion.
1. Reduce Agent Attrition
There are several options available here, starting with sprucing up the office – new chairs, clean restrooms, fresh snack food items in the break room. Agents are more likely to stay when they can work in a clean and welcoming environment. Also, try to inject a little fun into the daily routine, either by launching customer service contests with small prizes for the best-handled calls, birthday celebrations, or more creative spins on casual Fridays – “Fancy Dress Fridays” or “Monday Night Football” days where agents can wear the jersey of their favorite team or player.
While these steps can make the work day more pleasant, some agents – and likely your best ones – will also want to know if their hard work is going to be rewarded with raises or internal promotion for those who have earned it.
Another reason agents leave is when they can’t reconcile the demands of their job with their home life, going to school or working a second job. You won’t be able to solve all these problems, but you can build more flexibility into your schedules to better accommodate agent preferences. For example, consider introducing a shift that finishes at 2pm to help those who need to pick up their children from school.
2. Improve Customer Service
That’s the main goal, isn’t it? And yes, there are countless ways to make it happen. But too often contact center teams will gather at the start of a new year and hear a rah-rah “This year we need to be committed to providing the best service we can” speech, and then it’s back to business as usual.
That’s not enough. If you want better service, you have to first define what that entails. A good place to start is by asking your customers. Have you surveyed them lately? Create a survey that asks questions about your contact center’s performance, its agents and processes, targeting the areas where you believe there is the most need for improvement. Also pay attention to what those customers are saying on social media if you communicate that way. When you have their responses, act on them.
What sort of complaints do contact center customers usually lodge? Too much time on the phone? Too much time on hold? Agents waiting for approvals to provide the caller with what he or she needs? Then perhaps another way to boost customer service is to empower your agents.
You’ll know best where implementing this policy would be most effective – perhaps provide agents with additional training so they can talk down angry callers without transferring them to a supervisor, or giving them the authority to approve returns or restoring funds to a customer’s credit card. Not only will this make your customers happier, it will also free up your managers and supervisors to focus on other matters, which should further boost contact center efficiency.
Here’s another thought – how are you assessing metrics? Is it all about hitting predetermined numbers, or is it about making sure callers are getting the assistance they need? Make sure your focus is more on effectiveness. It’s worth putting up with calls that stray outside your Average Handle Time target if they result in a satisfied customer.
3. Improve Your IVR
Having IVR can boost call center efficiency in several ways: calls are routed faster, questions can be answered without agent involvement, hold times are reduced, and for contact centers that are not open 24/7, IVR offers a means for customers to still obtain information.
However, for some customers IVR is not only inefficient, it’s downright annoying. Customers over 40 in particular may not be as willing to “talk to a machine,” and if they have to repeatedly “press 1” or tell that overly-friendly recorded voice what type of service they need, they are more likely to just hang up.
How can you tell if your IVR is helping business – or hurting it?
Analyzing calls and listening in to IVR interactions will provide the insight you need to make this determination. So it’s important to start your call recording and quality monitoring at the IVR, not when the agent takes the call.
If you are losing too many calls during the IVR process, it’s time to make changes. Is there a way to explain the caller’s options more clearly? Is there a means for the caller to bypass the system quickly if they insist on speaking to an agent? In addition to reviewing call recording data, a caller survey that requests feedback on the IVR stage of the call can also yield insight into what customers like, and what they do not.
4. Better Communication
In this case, the challenge is not communication between agent and customer, but between agent and manager, and within the other employee tiers at your contact center. Internal communication is just as important as external communication, and should be encouraged. One way to make it happen is to have agents serve as managers or coaches for a shift. Or make sure that managers spend at least some time on the contact center floor every day.
5. Upgrade Your Technology
A 2015 survey found that 67% of industry professionals specified budget as the biggest barrier to improving their contact center. But with the evolution of cloud workforce management tools, a business can upgrade to state-of-the-art technology without the large upfront costs of hardware and software investment. Depending on the system, an on-premise solution could run $100,000 or more.
Better still, once the cloud solution is implemented it will always be upgraded regularly to new software versions as they are released, at no additional cost to the business. When a manual software upgrade is necessary, the cost can be prohibitive enough to be put off, which reduces a call center’s ability to operate at maximum efficiency.
Motivated agents, upgraded technology, better communication and a renewed focus on customer service – now you’re ready to tackle those resolutions.
Publish Date: February 8, 2016 5:00 AM
Scheduling mistakes are frustrating for managers and agents, and ultimately for your customers. You review your forecasts and you do your best, but if the numbers on paper are not matching up with what happens during a shift, here are some possible reasons why, and what you can do to achieve better results.
Historical data reveals patterns that should make scheduling easier and more accurate. But don’t just stay in the shallow end of the data pool and factor in the obvious peak calling times and slower portions of a day or a week. Account for holidays and seasonal shifts, new product introductions and weather impact. And make sure your schedule includes lunch breaks, training sessions and other times when agents will not be available to take calls. An automated workforce management solution is the easiest way to collect and analyze this data, and then schedule accordingly.
The further out you create a schedule, the more you’ll have to account for shrinkage. You can foresee sick days and vacations for the week ahead – but two months from now? It’s impossible – so consider shrinkage so the circumstances you can’t anticipate now will not result in an under-staffed contact center.
Schedule Breaks as Well as Work Time
It’s one thing to account for breaks within a schedule – it’s another to actually affix them to a specific time, and expect your agents to adhere to it. Otherwise you may have too many agents taking breaks or heading out to lunch together at the same time, which will derail any schedule. WFM software can automatically assign breaks at the optimum time, so that impact on coverage and service level is minimized.
Work With Your Agents’ Needs When Possible
Agents are more likely to adhere to a schedule when the contact center is open to their work preferences. At a typical business there may be full time and part time agents, some working for home and some for whom this is a second job. Taking these factors into consideration will require more flexibility in schedule creation, but there are definite benefits to having a range of shift solutions available.
Full-Time vs. Part-Time
There is a stability to a full-time agent team that many contact centers find more desirable. But call patterns may result in too many agents collecting salary for doing nothing. That’s why some contact centers hire enough full-time employees to cover anticipated demand, and use part-timers to handle peak hours. The right mix will vary depending upon the business, but many find a 75% to 25% ratio of full-time to part-time agents will suffice.
When it is easier for agents to manage their preferences, it is easier for managers to create schedules that take into account their future availability. This should be a consideration when choosing a WFM solution.
Don’t Make Assumptions on Agent Preferences
“No one is going to want to work Saturday night.” Really? What about the agent who would rather attend his daughter’s soccer game on Saturday afternoon? Chances are you won’t need as many agents for the types of shifts generally viewed as undesirable, but you may be surprised at how many part-time or work from home agents will gladly take them. Don’t look for scheduling problems where they may not exist.
Regular Shift Reviews
Most veteran agents do not embrace shift reviews willingly. But contact centers should go through this process at least once or twice each year to confirm whether shift schedules are meeting customer service goals, and to determine if personnel changes might further optimize the agent skill sets available at any given time.
Equal Access to Preferred Shifts
One aspect of maintaining agent morale is making sure your team members believe they are being treated fairly, especially when it comes to the hours and shifts they are assigned. Scheduling that allocates more desirable shifts to the same agents week in and week out will alienate some employees, and that could impact their job performance and productivity. By distributing shifts equitably during the scheduling process, you can avoid such resentments before they are passed on to your customers.
Fill Vacant Positions as Quickly as Possible
This may be obvious but it still needs to be said. Few contact centers are immune to the challenges of agent attrition. The recruitment, hiring and training process to fill open positions is one that nobody enjoys, as well as one that places additional cost burdens on the contact center. However, the alternative is moving forward short-staffed, which inhibits scheduling flexibility and puts more stress on the agents you still have. It also limits your capacity to dismiss under-performing agents, as someone taking calls is better than no one at all. Resist the temptation to wait for peak season to begin your next recruitment campaign.
The Right Tool for the Job
Part of optimum scheduling is making sure the right agents are handling the right calls. With a tool like Monet Record you’ll have insightful data on how different agents handle different calls. That gives managers a way to determine which team members are best suited for different customer engagements. Monet Quality makes it easier to retrieve calls by specific type, and provides additional reporting and analytics to further assess each agent’s skills.
Unfortunately, the status quo rarely remains the same in any call center, so all these calculations must be regularly updated and re-examined. Monet Metrics delivers agent analytics, real-time alerts, scorecards and customizable reports, as well as data on key performance indicators such as agent adherence and service levels. This information can then be used in conjunction with workforce management to further refine the art and science of scheduling.
Publish Date: February 1, 2016 5:00 AM
In 2016, a process will begin in Connecticut designed to consolidate different municipal and district services, in an effort to both lower costs and to offer these services in a more streamlined and consistent manner.
Contact centers, including those devoted to public health, pension administration and emergency call handling, are among those that may be consolidated by region. According to one study, lowering the number of emergency call centers from more than 100 to just eight could be achieved without impacting service.
Such changes may be headed for the private sector as well. New contact centers are sometimes established for one individual line of business or new venture, which does not have to fit efficiently into a larger enterprise. That can result in wasted resources and replicated technology platforms.
The company that carried out the study, launched a program to achieve more efficient economies of scale based on resources, facilities, technology and processes. It was discovered that there were a number of opportunities for savings, including:
• Resource pooling, combining hiring profiles and skill requirements (10-20% savings)
• Process simplification and workforce management efficiencies (10-15% savings)
• Common critical monitoring and reporting metrics (10-15% savings)
• Shared CRM applications and improved call routing efficiencies (5-10% savings)
• Optimized common agent desktop tools (5-10% savings)
Contact center consolidation is one of the primary ways to improve operational efficiencies and improve constituent satisfaction. Is it something your company should consider?
Publish Date: January 29, 2016 5:00 AM
Agent reviews should be a mandatory part of your contact center regimen. Your performance management results depend in part on knowing you have a capable, motivated team of agents working on behalf of your business and your customers.
But what is the best way to handle these essential but sometimes challenging assignments? Most contact centers rely on one of two options: a company-wide review in which every agent receives their feedback at the same time (a focal review), or individual annual review sessions, dated from the day that each agent joined the company.
It’s Your Anniversary! Now, Here’s What You’re Doing Wrong…
Of course, with new hires you probably won’t wait a full year before providing review feedback. But once any probation period has passed, the method of using annual written or verbal reviews has several advantages, starting with the obvious – it’s a logical approach that also makes it easier for managers to prepare, as they may only have 1-2 reviews in a week, as opposed to a focal approach, where the entire team is reviewed at the same time.
This is also a reliable strategy if the crux of your review is a measurement of agent performance against the contact center customer service criteria, rather than against the performance of other agents.
However, scheduling often proves more difficult with this method – nobody really enjoys agent reviews, so managers sometimes procrastinate, resulting in delays or sometimes even neglecting to do them at all. Plus, if performance reviews reveal a flaw in a company process that needs to be changed, doing so may be harder to implement throughout the entire contact center.
You’re All Slackers. OK, Back to Work
The advantage of a focal review is getting all the reviews out of the way quickly. This always makes a difficult task more palatable. And because you’ll have performance review data on all of your agents at the same time, it’s easier to compare and contrast their performances, and provide updated guidance on new company policies to the entire team. On the down site, focal reviews take longer to prepare, especially at larger contact centers.
Whichever option you choose, the most important thing is to make sure the reviews get done. When management neglects the review aspect of performance management, it makes it easier for agents to neglect the responsibilities of their position.
Publish Date: January 28, 2016 5:00 AM
There are no shortage of blogs and articles online, including right here at Monet, about the many benefits associated with moving your contact center technology into the cloud. By now you have likely read about the cost savings that results from a cloud migration, as well as improved flexibility and scalability, higher customer satisfaction and even improved agent engagement.
What is not as well-covered in these pieces are the best steps to take right before making the transition, so the move into the cloud will be easier, and your contact center will be ready to make the most of its new capabilities. Here are a few ideas that may help.
Embrace the Omni-Channel
With the cloud you’ll be able to achieve customer communication via phone, email or online chat. If you do not have all these channels integrated now, prepare your agents for what that will be like, and how to route customer contacts appropriately for the best service.
Sifting Through the Data
Whatever data you were using now to create forecasts and schedules and analyze performance will likely be multiplied by the workforce management and optimization solutions delivered through the cloud. The good news is it will all come via a single desktop, so there will be no need to switch between systems. However, you’ll want to start preparing ahead of time on which metrics to focus on, and how to optimize the real-time reporting capabilities you’ll now have to make changes as needed.
Always Be Prepared
Cloud solutions are more reliable than the software contact centers used to rely on. However, having a plan for when something goes wrong is always a good idea. Most companies devote just 2-4% of their IT budget to disaster recovery planning. And yet, the actions taken before a cyber attack are as significant, if not more so, than actions taken after the worst has become reality. Control measures can reduce some security threats; detective measures could help catch a potential man-made breach before it occurs.
Now that you’re ready, welcome to the cloud! If you need any additional help or information, contact us. Monet Software is a pioneer in contact center cloud solutions, and can make your transition as smooth and seamless as possible.
Publish Date: January 27, 2016 5:00 AM