Article : GenY Doesn’t Want to Work in Your Call Center Shows Study
Sodexo Motivation Solutions, in the UK, released the results of its new survey highlighting Generation Y’s (employees aged 16 to 28) perceptions of working. The survey finds that more than half of Generation Y employees are looking to leave their jobs within a year.
While this study was conducted in the UK, the US and Canadian call center industry, are closely aligned with call center practices in the UK. Therefore, assumptions that these results are indicative of US and Canadian call center industry employee engagement and call center candidate sentiment are highly likely.
The findings identify a negative perception of call centers with a dismal 5% of this generation regarding working for a call center as exciting, while 55% consider it in a negative to work in a call center. An embarrassing, 1 in 3 of those surveyed, who are currently seeking work, would rather claim unemployment benefits than work in a call center.
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McMath continues, "Although Generation Y presents its own set of challenges and has different priorities in the workplace than older generations, it is undeniable that these employees are vital to the call center industry. They are quick to adapt, hard-working, creative and not afraid of a challenge. They will require careful management and motivation in order to get the best out of them and retain them for any length of time."
These findings represent a human capital crisis in a population of call center employees that easily embrace and adapt to the increasing technology complexities in call centers. This group, if alienated and lost would be devastating for companies trying to compete. Call center leadership that takes actions to change the status quo leadership practices of call centers stand to gain significant competitive advantages over their traditional call center leadership counterparts.
Learning about the nuances of this generational category of the workforce, up to now, is much maligned in theory-based and anecdotal methods that have not delivered long-term sustainable benefit. This group requires a deep connection and understanding at a personal level.
Greater insights into applying methods (beyond theories) in leadership development for employee engagement, insights are available in the eBook Averting the Leadership Development Crisis.
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About Jim Rembach:
Jim Rembach is the Chief Spokesman for Beyond Morale Online Employee Engagement System. and works with organizations to get the highest economic value from their internal and external relationships.
About Beyond Morale Online Employee Engagement System:
Beyond Morale is the world's first and only online employee engagement system. This Do-It-Yourself program is based on more than 20 years of research and used by Sony, Exxon, Siemens, and others.
Published: Thursday, October 28, 2010