CALL CENTER FUTURE: Come incrementare le performance Luca Lorenzon Account Executive – Plantronics Italia White Paper • Titolo: I fattori di successo nei contact centre del futuro • 4° User Council Meeting 17,18 Maggio 2006 Napoli • Chaired by Neil Salton – Go Corless (UK) – Azienda di consulenza specializzata in Workplace, ICT e organizzazione aziendale • Con la collaborazione di – – – – – – – – Telecom Italia Tim Vodafone Wind Cos Comdata CCA – Customer Contact Association (UK) CMMC I fattori di successo • People – necessità ed aspirazioni degli agenti • Technology – IP & Mobility • Workplace – design del posto di lavoro (workplace) From Call to Contact … • The Call Centre has evolved to be about customer Contact, not simply customer calls • The web gives customers many ways to make contact – Variation in contact preferences by demographic • Older generations prefer face to face, but a call is the next best option and tend to have longer calls – need to be routed to sympathetic minded agents • Customer self service options are the key – – – – Call-me-Back’ option for when browsing does not provide the answer ‘Click-to-Call’ e.g. Skype integration into E-Bay SMS – Account updates etc Email – And of course voice © Cordless Group … People: What Do Agents Say - UK survey? • 62% of agents are women – 39% aged between 18-25 • Older agents stay longer in their jobs – 50% aged 36-45 stay for > 2 years – 83% aged >46 stay for > 2 years • Most popular facilities – Training rooms, Chill-out areas, Car parking & Internet access • These facilities were quoted as reducing feelings of stress and higher feelings of personal organisation and pride • 50% of 36-45 year old agents would like flexible working opportunities, less than 18% are offered the chance • In spite of using call-routing systems, only 35% of agents are provided with the correct information to manage the call *Source : Benchmark Research 228 agents in 33 Call Centres 2004 © Cordless Group People Issues • Agents must be fully acquainted with the your brand, values and products • Sustaining motivation is vital to maintain customer service levels • Softer aspects drive motivation and resultant service – most motivation is about involvement and sense of contribution • Agent discretion in situation handling – Create a feeling of autonomy and influence – meet the needs of the customer needs now - within business rules • Research has shown that these objective measures have a negative impact on motivation and productivity © Cordless Group People Issues • Training and ongoing briefing sessions – Business objectives training – Tactical role training – Integration into marketing/selling operations • Involve the Contact Centre in campaign design and development, utilise learning and avoid inefficiencies – Maintenance of the training programme – the Contact Centre must always be integrated into the business • Skill based call routing – Understanding agents skills and routing accordingly – Treating agents as individuals increases self worth & feeling of making a contribution © Cordless Group Contact Centre Standards • Interview with Anne-Marie Forsyth (CEO of the CCA) – “Staff attrition remains a challenge for the industry, and will only be fixed if staff have the right quality of work, and they feel that the work really has purpose” – CCA is lobbying for a drive towards best practice adoption – “Move away from just ‘buffering’ calls to truly handling customers in the best way possible” • Contact centres need to be placed at the heart of the business and the brand, and as stated in the earlier briefing, be fully integrated and not play the ‘bolt-on’ department role – “Stop ‘dumping’ endless campaigns on the Contact Centre and disregarding the people skills” • Ensure the Contact Centre is fully involved with campaign and activity planning and that the right agents work on programmes that suit their individual skills People: workshop key findings • Motivazione – Fondamentale per il successo – Bastano piccoli gesti (condividere un successo, messaggi semplici etc) • Training – Continuo e a volte meglio se al di fuori dell’ambiete di lavoro – Non solo sulle attività ma anche sull’azienda • Opportunità di carriera – Anche in Italia le persone rimangono a lungo (6-8 anni) – Capire gli skill delle persone e farle crescere in azienda • Managment – Coinvolti e parte del team – Investire sulle persone (e non vedere questo come dei costi) • Ruolo delle Associazioni – Riconoscimento sociale del profilo lavorativo e del settore – Sostegno nella crescita professionale Technology • The first few seconds of a call really count & the right technology can influence these important moments & personalising the initial routing can impact how the customer feels about the next stages of the call – Voice over IP (VoIP) • Disruptive technology : the compelling benefits – Wireless technology • Flexibility of movement while connected – Monitoring and measuring • How technology can help – contacts waiting etc. – Managing ambient noise & the impacts • Agents and customers © Cordless Group Contact Centre VoIP • IP communications changing how calls can be handled & from where they are taken • Move agents into other parts of the business • Home working ‘Virtual Contact Centre’ • Mix of virtual & production floor according to the nature of the call – 1st level contact on site, 2nd level support/escalation may be virtual – Single converged IP network, savings on capital cost + running costs – Opportunity to move agent groups more easily for agent job change, sharing, training etc © Cordless Group Wireless Networks • In-building wireless networks – – – – – Freedom of movement for staff Ability to change location temporarily for meetings or break outs Collaborative working & training sessions Easier for other teams to co-locate on ad hoc basis Meeting room booking etc • Guest WiFi networks – Improve client/supplier experience when on site – Guest portal to allow for printing, finding local information © Cordless Group Technology – workshop key findings • Ruolo della tecnologia – Partner invisibile che deve assiste e non ostacolare – Da integrare gradualmente per non impattare le operations • VoiP – Principale innovazione tecnologica degli ultimi tempi – È stato implementato velocemente ma l’evoluzione dei softphones avverrà nei prossimi anni – Aiuterà la diffusione del telelavoro (ancora limitato in Italia) • Wireless – Tecnologia ancora di nicchia – Sarà inevitabile con l’evoluzione dei nuovi posti di lavoro • CRM e software in generale – Principale area di frustrazione – I sistemi devono permettere all’agente di aiutare il cliente al momento della chiamata Workplace Design - Have We Moved On? • Merrill Lynch London – Very noisy trading floor environment • British Telecom – Telesales © Cordless Group • Cellular Operations – Combined 4 buildings, great deal of natural light and a focus on relaxation areas • First Direct – Large floorplan with supervisor area in the centre – Fairly densely populated but open feel © Cordless Group • IBM Scotland – Investment in lighting, Colour variation, Plants, Open space © Cordless Group • Orange – 450 seats in 5,600 sq metres – As you move around the Contact Centre, it is like being in an Orange retail store – brand immersion © Cordless Group Workplace – workshop key findings • Cosa si sta facendo – – – – – Cercare di personalizzare la postazione Cura della luminosità e posizione della postazione Qualità video – audio Parcheggi e collegamenti con i mezzi pubblici Ottenere servizi minimi: acqua, frigoriferi, televisioni – Protezione dal rumore Workplace – workshop key findings • Dove si vorrebbe arrivare – L’ambiente di lavoro è fondamentale – investimento per migliorare la qualità del lavoro con evidenti riflessi sulla produttività delle persone – Purtroppo è ancora visto come un costo – La fase di progettazione è fondamentale per evitare che le aree relax vengano poi trasformate per mancanza di sale – Diminuzione della diffidenza nei confronti dei telelavoratori – ricerche dimostrano che la loro produttività è eccezionale – Valorizzare l’aspetto dell’educazione delle persone verso la propria salute (fare esercizio, bere molto, etc) – Incentivare le convenzioni per dare servizi agli operatori (lavanderia, cinema, etc) – Estendere le iniziative locali “best practice” in modo da trasformarle in interventi aziendali a livello macro Conclusioni • People - gli operatori devono essere considerati parte integrante dell’azienda è importante creare un senso di appartenenza tra gli operatori e l’azienda Training e motivazione i due elementi chiave dare riconoscibilità sociale sui media al lavoro nei Call Centre e rafforzarne la percezione nel mercato • Technology – la tecnologia è importante, ma deve creare benefici, mantenere continuità – il wireless ha un ruolo di nicchia, ma è importante per alcuni ruoli nei Call Centre – VoIP è una tecnologia che comporta costi significativi ma vantaggi operativi • Place – Posto di lavoro accogliente è di ispirazione non solo per i lavoratori ma per la comunità – E’ un investimento, non un costo I fattori di successo nei contact centre del futuro Opportunity to make efficiencies Shift to task/skill orientated work force Learning and sharing knowledge Improve collaboration Customer focus & response Mobility Opportunity to save space Social demographics Reflection of varying workstyles Work/life balance Virtual environments Staff attraction & retention Parity across the organisation Employment Contract Improved security Greater speed Use of technologies for efficiency, time saving, mobility, information access, choice Decreasing cost