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But of course, there are longer-term factors to consider – and conquer – in order to lead high performing customercare teams capable of delivering superior customer and patient experience. In today’s post, I’d like to highlight how your coaching process will need to change. They have to be planned. Skybridge Americas.
The truth is, while there had been a growing trend of call centers moving their staffs out of office buildings and into at-home workspaces, that trend was moving pretty slowly. How are your agents doing during this unprecedented, often confusing, sometimes painful time? Your at-homeagents haven’t just been staying home for their jobs.
Somehow, this erroneous assumption, (that, if left to their own devices at home, your customercareagents will be start slacking off) has been accepted as fact. It demands a continuous, long-term investment in monitoring best practices, technology upgrades, and ongoing agent and management training.
In my most recent post, I talked about how COVID-19 has created a new urgency among customercare leaders. Many of you are looking for ways to accelerate current plans to transition from on-site to at-homeagents. Many more are trying to determine the feasibility of a first-time, rapid deployment of at-home operations.
It looks to the future and provides best practices for post-pandemic disaster recovery/business continuity (DR/BC) planning, as well as for the management of work-at-homeagents. This year’s Report discusses the impact of the coronavirus pandemic on the short- and long-term future of this increasingly important sector.
Forrester has observed that following the pandemic and the move to remote work, companies have had success using “online video game leagues” to “improve social cohesion for at-homeagents.” Be sure to communicate that coaching is a tool to identify where they need help, give them the resources they need, and make them more successful.
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