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I’ve seen remote management work extremely well with previous clients who are operating 100% remotely and maintaining thriving cultures with strong employeeengagement. Even though almost 70% of all respondents agreed with our statement in our poll, there was a gap between the groups on how much they agreed.
With so much being shared around work-from-home over the past 45 days, we wanted to bring you some insights from our member The Northridge Group, Tina Suthers, senior consultant CX. CCNG hosts regular virtual town hall meetings each month to bring to surface topics, challenges and recommendations from the members.
Assemble representatives for all relevant stakeholder groups to evaluate the feedback and create and implement a plan that corrects the deficiencies and capitalizes on strengths. Greg Salvato is CEO of CCNG member TouchPoint One, a leading provider of employeeengagement and performance management solutions for contact centers.
Despite its unique impediments, contact center senior leaders should regularly examine the effectiveness of their employeeengagement strategies. Gamify teamwork, productive behaviors, KPI performance and senior leadership engagement. Engageemployees continuously via coaching, polls, surveys and informal check-ins.
The fourth step ( Step 1 , Step 2 , Step 3 ) in the contact center agent journey is about leadership that engages agents. Employeeengagement has always been a problem in contact centers. The Speaker Lineup for the Leadership that Engages sessions are: OPENING SESSION – Leadership that Engages in Contact Centers.
Combine employee satisfaction, turnover rates, and other people-focused KPIs with performance-based outcomes into both frontline and senior leader performance scorecards to strengthen connection, shared purpose, and accountability. The challenges reflected in abysmal workforce engagement and leadership trust levels are real.
Two of my most active associations are the Customer Experience Professionals Association ( CXPA ) and the Call Center Network group ( CCNG ). You may be asking, what’s the difference between customer-centric employeeengagement and employeeengagement? Without customers they would not exist.
Successful employeeengagement is subjective. True employeeengagement is a moving target with an ebb and flow—it’s constantly changing. Surveying employees twice a year isn’t a dynamic way of measuring true employeeengagement. Employees don’t think of “engagement” like leaders do.
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