A continuación, le indicamos cómo puede manejar con confianza al personal del centro de llamadas de manera asertiva.

Goals absolutely have to be clear, because no one call will ever be the same in a call center. Processes and policies must be taught at onboarding.

I’d say it depends on how much you have confident in yourself, with your skills of people management and your leadership style. Job knowledge can power up that confidence and team management can make more easier to handle any team.

Yes, clear goals is a good way to start leading contact center staff (or any team for that matter). Not only do the goals have to be clear, but the company´s goals have to be correlated to team and personal goals. The faster the staff sees the goals, the path to achieving them and how they are tied to their own personal/family goals, the faster they can get on their way to working towards them. Another one to avoid, stop giving employees only yearly or quarterly goals. The closer they are to the operation, they need monthly, weekly and daily goals. Although we all should think years in advance, no one really does...at least not that :)

Always empower your contact center staff to be able to do more to achieve those visions, right and concise information to keep them learning and dynamic in their ooerations

Il est question d'une interaction entre humain dans la majeur partie des cas, alors pour moi pour mieux gérer le personnel du centre d’appels en toute confiance avec assurance, il est important de mettre l'humain au devant de tous. Toutes stratégies ne seront efficaces que si le personnel sent au sein d'un groupe qui le considère comme tel et qui l'écoute, prend en considération ses demandes et réclamations, veille à son développement social, mental, professionnel et autre.

It’s best to share your expectations & targeted outcome, while assigning task communicate with team regularly to understand their shortcomings & monitor the progress, nurture trust and allow team to share their ideas, take feedback from team to see where they stand.

For this one, step 1 above is key. Once goals have been established and clear and they have a clear measurement process, any feeback session is just easier. Another piece of advice, never make feeback about results. Feedback and coaching needs to be made about the behaviors that bring the results. For example, if an agent´s productivity is not where it should be, then coaching needs to be based on what behaviores are causing this: it may be that the employee is late and does not complete the productive time, it may be that there is a tool knowledge defficiency and they need more training to be able to be faster, etc. If the performance is not there, there is a behavior that is lacking, you fix the behavior and the performance follows suit

Feedback is key to your company and staff evaluation but ensure your product and service are worth paying for, it should be value for money or time, it creates a good and sincere feedback to make and informed decisions.

Feedback plays a major role productivity. Especially if there is a clear goal set but an employee is just not hitting the target. This is when the supervisors are most effective. Getting to the root of the issue allows them to know what approach to take to provide constructive feedback. It must be the supervisor and employee working to fix the issue. knowing the right probing questions in order to assess the situation and how they will both work together to improve. However, as mentioned, not all feedback is negative. Rewarding employees for positive behavior, evidently boosts morale and productivity. Regularly provided feedback and not only when there is negative feedback creates structure and eliminates the feel of being targeted.

Feedback, everyone wants good feedback, to see that their job is appreciated, however effective feedback, shaping workers to go even further is way more important. The way to tell them what they are doing and effectively push them to do even better without putting them down is the key to success.

3 key aspects of any conflict: -Listen to all parts with an open mind and free of judgements. Ensure your staff knows that is your mindset, they will need to trust you on your resolution process -No matter how much or who gets hurt, always resolve by doing the right thing. there is no easy way around this one, but the more you stick to this one, the better -More often than not, the two parts in conflict have the same objective, just two different paths to get to it (refer back to how clear goals are key). Make them see this and they they will be more open to get compromises.

Call center management plays a vital role in handling the agents. Team might comprise with diverse national, understanding their caliber and contribution matters the most. Assess the situation and implement strategies, then accordingly build a culture where agents can comfortably share their thoughts, support their ideas which have positive impact on department & success of business, approach team with resolution mindset, provide training, solve their conflicts separately and empower them.

Conflicts will always happen, how to deal with them and how to learn from them is very important. You need to first fully understand what has really happened and not jump into wrong conclusions. After that really do a good assessment of the case and put both parties in each other shoes. This will effectively make them understand better the problem and reach a solution.

Lead your team by example, boost your teams morale & encourage your team to enhance their skills in related field, excel in technology, ensure your team is confident to handle assigned task, if required introduce individual feedback platform under supervision, this will help them to identify their areas of improvement.

Be the example in your team. Speak the truth, and make the team believe in you and your leadership. Teach them to do the job without you, the true manager does not need to be on top of his workers, he needs to just give them some directions by saying "come this way with me".

Reduce unnecessary red tape, let your staff solve issues and get creative. Your only limitation should be legal and moral guidelines, for the rest, as long as they have the goal and the client in mind help them be creative and empowered. If you cant help them, at least dont get in their way :)

If you do not really empower them do not take their happiness, ensure you are not sapping them off the inner strength and capacity.

Train. Train. Train. Provide effective learning tools. Invest on them. With knowledge the individuals feel more confident to handle issues. Avoid micromanaging. Share knowledge and experiences. Have open discussions and space for ideas. If the individual has space to make decisions regarding how to handle customer issues and, further, is held accountable for them, he/she will grow. Micromanagement is lack of trust. Lack of trust will not build confident professionals. If you hold control, cannot delegate and keep micromanaging you are not building a strong team that can effectively resolve customer challenges

I am always seeking new ways to improve myself both personally and professionally. I am motivated by a workplace that offers avenues of constant growth. Life can become repetitive and so can work, so having the opportunity to improve or learn more wherever possible is very important.

Além disso, pratique a escuta ativa e demonstre empatia em todas as interações com seus colaboradores. Encoraje a troca de feedbacks constantes, criando um ambiente onde os funcionários se sintam valorizados e ouvidos. Realize reuniões regulares para discutir desafios, compartilhar sucessos e traçar metas conjuntas, garantindo que todos estejam alinhados com os objetivos do call center. Reconheça e celebre as conquistas da equipe, por menores que sejam, para reforçar um clima positivo e motivador. Essa abordagem não só fortalece a confiança mútua, mas também promove um ambiente de trabalho mais saudável e produtivo, onde cada membro se sente parte integral do sucesso do grupo.

Encourage self suffiency and empower your staff to maintain an analytical mindset. Frontline staff have a lot of first hand knowledge that can in turn be an asset to continue moving the organization towards a sustainable future. It all starts with trust.

Trusted processes help you have employees with less supervision, they want to monitor liberty , sometimes do work from home or imbibe a hybrid kind of work process , it gives them a kindly ownership mentality to go over and beyond .

Organization processes has a huge impact both on customers and employees alike. When clients can feel they are considered in processes this will reduce aggression and negative feedback, the ripple effect is employees are happier, a positive and happy employee or the this case customer service representative is passed on to the clients.