You would never go on a long road trip without any kind of map or GPS right? How can your reps and supervisor know where you want them to go unless they too look at their map for success? I call this an Agent Analysis program... your map to success for your agents.
As we talked about in an earlier post it's very important to give out goals to each of your reps daily. It's also just as important to have each of your reps have an achievement/progression plan that gets looked at and talked about weekly.
Having a basic Agent Analysis program should be one of the cornerstones in developing high quality representatives. Not only does it show that you care about the standards that are set, it also shows reps that you care about them; it shows you care about their personal development. They can see there is a path to career progression.
Each of your representatives should be pulled from the floor for at least 15-20 minutes a week to talk a little deeper about how they are doing, what they need to do and how your supervisors can help them. The tone of this meeting needs to be primarily positive in tone. You cannot have your reps dreading their 15 minute Agent Analysis meeting every week, it makes things counterproductive.
1) Talk about the past week, what were the quality/sales/conversion goals that were given last week to that rep. Did they meet the goal, if not then talk about how they can better achieve these goals in the next week? Your supervisors need to be prepared for this. They need to give specific examples to help the reps.("Janie we talked last week about to recognizing closing signals in your calls, I think you have done a little better especially yesterday when you... "). Go over recorded calls here if you have any that are specific to the goals that you set the past week. Talk about their specific monitoring scores as well.
2) Any attendance/dress code/team behaviors should be brought up at this point. This is the only part that may get a little negative so I like to sandwich it between the recap of the week and the next weeks plan.
3) Give each rep SPECIFIC individual plan/goals for the week. Make sure it deals individually with a goal that is attainable for that rep. You stars will have higher goals and expectations than your new reps, although you should be ramping up a little quicker with your new reps... again be specific:
"Janie we need 3.0/5.0 quality score average for all your monitored calls for next week, you were really close to that this week so I know you will be able to do this. I would like to see your conversion go to 6% from 5.2% next week on your cross-sell opportunities as well, recognize those closing signals that we talked about and you will be above 6%! We also had a couple days missed last week so let's shoot for a full week; I know you can do it!!!"
4) End the meeting talking about their career plan if possible. Do they want to be a management trainee, supervisor, team lead? Do they want to learn more programs? Talk about how you can help get them to the next level. Career progression is a great way to help with turnover.
This meeting should be documented in a database or simply in email or excel. You have to have this for both the supervisor and the rep but also for you and the contact center manger to look at to understand how a supervisor's team is doing on a personal level
Get a first hand look at our quality educated associates at http://www.expivia.net. We can help lower customer service costs while raising customer satisfaction.
Contact me at tlaird@expivia.net
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