In a typical situation, customer queries are addressed when they arise. Though an instant query resolution would make them happy this reactive approach may not provide you with the desired customer satisfaction level. So, a better option for an inflated customer contentment rate is the “proactive approach”.Now, what exactly is a proactive approach? Well, it means, you solve problems before customers have to call you. With a proactive customer support, you can solve customer queries even before they become aware of them. Let’s see how you can accomplish this highly efficacious strategy.
ASA is a call center key performance indicator (KPI) typically referenced by managers while assessing their team’s performance, efficacy and degree of accessibility to their callers. It is a term pertaining to the service industry where it is also known as “Average Seconds to Answer” and “Average Time to Answer” (ATA). It is further defined as the average waiting time for a caller before he is acknowledged by a service representative.
The mathematical formula is:
Average Speed of Answer = Total Waiting Time for Answered Calls/Total Number of Answered Calls
ASA
Factors affecting ASA:
1. Customer satisfaction:
Customer satisfaction is associated with an average speed of answer. This is because the time spent queueing is one of the main factors that affect how customers judge the level of service. Low waiting times do not automatically indicate high CSat. Customer satisfaction is understood from the contact center’s perspective. It starts from the instant when the customer is placed in a queue after they have navigated IVR. As a matter of fact, long or confusing IVR processes can lead to a bad customer experience. This is because lengthy IVR processes cause frustration in the customers. Moreover, they make the customer experience much more drawn out than the ASA figures would ideally indicate.
2. Call abandonment rate:
Call abandon rate is yet another factor that affects the average speed of answer data. In the cases where customers end the calls before they are connected to an agent, their calls do not count towards the ASA figure. Various factors may be responsible for the agents abandoning a call. Of all the possible reasons, a prolonged wait has the highest probability of triggering call abandonment. As a result, the worst offenders, in terms of answer speed, are often discounted from the understanding of the actual figure.
We made you familiar with the concept of occupancy in our previous post. Now, let’s have a look at the most effective tips for improving call center occupancy:
1. Agent utilization during the quiet periods:
There might be days when the traffic at a call center is not much. These days are referred to as the quiet periods. Productivity and occupancy levels can be increased by asking agents to take on different tasks during these quiet periods. As an example, call centers that normally handle only incoming calls ask agents to make outbound calls during quiet periods or ontact customers to ask if they were satisfied with the service they received. These periods are even utilized to call customers who have recently purchased a product to offer them information on other products of interest. This ultimately improves the call center ocupancy.
2. Self service facilities:
You can consider offering customer self-service facilities through website, e-mail or voice mail. These facilities help reduce staffing levels and call volumes Providing customers with self-service options for services such as requesting service calls, placing and tracking order etc. ultimately reduces the call volumes and helps in optimizing the call center occupancy.
3. Call monitoring:
Call monitoring is yet another powerful strategy for improving call center occupancy. You can consider monitoring the call volumes at different times of the day and on different days in order to identify busy periods and quiet periods. Thereafter, you can schedule staff levels to reduce the time customers have to wait in a queue during busy periods.
4. Call center outsourcing:
You can provide additional resources for peak periods by outsourcing a part of your call center operations. Moreover, you can consider switching resources between the main call center and the outsourced call center instead of asking permanent staff to attend more calls during peak hours. Apart from improving the occupancy rate of each staff, it also ensures that their efficiency is not getting affected during peak hours.
According to a research, agents who have worked in the contact center for more than six months have these top three priorities namely:
i) salary
ii) progression
iii) nice environment
On the other hand, the top three priorities for those who have been in the role for less than six months are as follows:
i) nice environment
ii) salary
iii) company culture
Therefore, incentive planning needs to be done on the basis of these priorities in order to lower agent attrition levels in customer support centers. This further helps you can gain the most out of the rewards that are offered. Apart from this, customer support managers also need to focus on the salaries of jobs which require similar skills to the agent role. Also, they need to make sure that the rates of pay that you offer are competitive.
Priorities
2. Consider benchmarking against good agent skills:
The act of benchmarking the skills of new agents against their well-skilled counterparts will help benefit the quality of calls and provide the required guidance. In order to reduce agent attrition, benchmark advisors against their colleagues instead of alongside metric based targets. Further, suggest them what to pick up from them in call quality monitoring sessions.
Benchmarking skills
3. Monitor customer-centric metrics:
As a matter of fact, the most effective call center agents are typically the ones that make a personalized connection with their callers and derive the most satisfaction from their job. Therefore, it is necessary to monitor customer-centric metrics such as contact quality, customer satisfaction, and first contact resolution. Thereafter, measures need to be taken to enhance them. Also, the contact center managers need to ensure that quantitative metrics such as average handle time or calls per hour are not overvalued. This will help increase customer satisfaction and curb agent attrition.
Implementing peer recognition and rewards program is yet another powerful method of curbing agent attrition. It involves ensuring that each agent receives feedback that is directly tied to their performance and that they receive rewards when they meet key milestones. This enhances an agent’s motivation and helps build engagement with their work. On the other hand, filling open positions within call centers by promoting internal candidates can also help motivate them to work better. This can actually be used as an incentive for agents to work harder at their job and be sure to promote top performers.
Rewards and recognition
2. Strive to tackle your advisors’ grievances:
Exit interviews are the ones conducted to gather information on why an advisor is leaving and to learn how a customer support center can stop attrition. Instead of these exit interviews, conducting internal interviews, after an employee’s first few weeks of joining, can help tackle their grievances and know their pain points before it is too late. Thereafter, strategies can be employed to exempt these grievances. These interviews convince the employees that the company cares and supports for each of them. It further boosts their morale and job satisfaction and leads to a lowered agent attrition rate.
Coaching culture
3. Ease down the shift swapping process:
The rigidness of the schedule in a customer support center can result in staff missing important external events and lower job satisfaction. As a matter of fact, customer support centers are hesitant to allow shift swaps due to the negative impact it may have on workplace cohesion, contact between supervisors and advisors and service quality. However, working towards lowering the rigidness of the schedule and providing an easy swapping of shifts can greatly enhance employee morale. This can eventually result in a reduced agent attrition.
