For instance, come up with daily rewards for things like whoever achieved a minimum of X or Y for the previous day gets some many Telemarketing Dollars. This way everyone has a chance to get some Telemarketing Dollars, so they feel they have an equal opportunity to get rewarded. But also include one reward for most X or Y achieved the previous day over a minimum to get your top performers involved in some friendly competition with other top performers.
You should also determine an amount of Telemarketing Dollars Team Leaders can use at their discretion to recognize certain behaviours you want team members to emulate through the course of a shift like how well a team member handled a particularly difficult customer, for instance. Come up with the same categories for weekly and monthly rewards of Telemarketing Dollars, and, you should always include Most Improved for the week and month!
Just make sure you have definite criteria to determine each of the performance categories especially Most Improved so they are easily measurable and can be verified. After you determined which production areas and behaviours you want to focus on and how many Telemarketing Dollars people get for each, add all the Telemarketing Dollars up and divide your monthly incentive budget by this total to determine the actual cash value of each Telemarketing Dollar.
When we did this with my Financial Services client we came out with a ratio of 3 Telemarketing Dollars for each cash dollar. Earlier when we set this up with my call centre team the ratio was closer to 1 in 10, considering we had much higher valued items that could be purchased. Upskill your frontline agents with best-practice skills to improve their customer service skills in this power-packed 3-hour online course.
Discounts are available for multiple participants! Gain the skills and confidence to handle difficult and upset customers, colleagues and peers in any situation. For online recognition programs, it is very simple to program an automated peer recognition component into the existing website.
These kinds of recognition programs are excellent for increasing employee engagement. Employee recognition comes full circle when managers create a wall or hall or even a virtual wall online to display the recognition that has been received over the course of the year. A hall of recognition is an excellent way to publicly recognize employees and positively reinforce desired behaviors. I hope this list helps you to recognize your call center employees-please share your thoughts or best practices for recognizing contact center employees in the comment section below.
Leave a Comment. When you invest more on perfecting the skills of your employees rather than training new ones, you can reach a level of efficiency that will help you decrease overall maintenance costs. I can also help you create a company culture worthy of appraisal.
A new positive aspect that can attract more clients and further increase revenue. But how do you incentivize your agents? We solved this problem for you and gathered 6 simple call center reward and recognition ideas that can help you boost team morale and create a healthy work environment for an otherwise stressful job. As mentioned above, the job of a Call Center agent implies high demand and low control. For example, you can offer them the possibility of having a more flexible schedule.
Especially now in the pandemic when people need to tend to their children, their pets, their loved ones. Working from home creates a whole new array of problems and offering a flexible schedule that can accommodate personal tasks can go a long way. Another good example is break time.
And this applies more to brick-and-mortar companies. Let them be comfortable and have a say when it comes to their daily outfits. On the other hand, extra-professional activities promote interpersonal trust. They strengthen cohesion, which optimizes the atmosphere in the workplace.
Belonging also means sharing your call center values. A peer-to-peer system can help you achieve two important things: reward your hard workers and improve team work and company culture. People tend to respond better to jobs where they feel like they belong. Where they have a group of people that share their interests and on which they can rely in dire straits.
A peer-to-peer system would look something like this: You hold a monthly raffle with exciting prizes like a voucher for a nice dinner at a good restaurant maybe takeaway in this context , tickets to an event, electronic devices, whatever you believe would categorize as a good incentive. Throughout the month, all employees will be able to enter the name of a colleague in the raffle.
The more entries, the more chances to win. This will help them up their team work game and go the extra mile while to help a colleague in need, therefore solving company problems. Your agents get a team exercise, a lucky hard-working individual gets a prize, and the company sees a boost in productivity and motivation. Check out our 6-month FREE offer and start empowering your agents today! This is also an idea that we stole from Sam Falletta.
Now, you can use the raffle system or choose teams according to KPIs, the system through which your agents get this awesome reward is entirely up to you. Speaking from our own experience here at NobelBiz, getting a quick minute workout can work wonders for both body and soul. For us, yoga did the trick.
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