A continuación, te explicamos cómo puedes reducir la rotación de empleados en el servicio de atención al cliente.

Decreasing employee turnover in customer support involves a combination of strategic planning, supportive management, and creating a positive work environment. Invest in comprehensive training programs that equip employees with the skills and confidence they need, and offer regular feedback and opportunities for professional growth. Implement recognition and reward systems to acknowledge their contributions, and ensure competitive compensation and benefits. Foster a positive workplace culture by encouraging open communication, addressing concerns promptly, and providing resources for stress management. By valuing and investing in your employees, you can enhance job satisfaction and reduce turnover.

Training is great, but continuously focusing only on product knowledge, company policies, or skill improvement can lead to employees losing interest due to the repetitive nature of the content. It's essential to balance training with fun activities and introduce elements of self-care, mental health, and, most importantly, work-life balance. Comprehensive training should be interactive and engaging. When employees feel confident in their roles and believe that the company genuinely cares about their well-being and values their contributions, they are more likely to be engaged and less likely to leave.

Offer regular training sessions to enhance product knowledge, communication skills, and problem-solving abilities, and also implement a system for ongoing feedback and personalized coaching to facilitate continuous improvement for agents.

La Universidad Empresarial es la clave en conjunto con el área de talento humano, sobre todo esta área debe de dejar de contratar personas basada solo en pruebas tediosas de corte sicotécnico y debería en su lugar de generar escenarios vividos de juego de rol al momento de contratar personal, porque si bien hay personas dedicadas al servicio al cliente externo, toda la organización debería medir como cumple sus indicadores de satisfacción al cliente interno y quizás es allí donde radica el problema, que la prestación de servicio externo es el reflejo de lo interno.

Having spent 5 years in customer service, I've seen how costly turnover can be. To reduce employee turnover in customer support, I believe it's crucial to: - Foster a supportive team culture - Provide regular training and development opportunities - Recognize and reward outstanding performance - Encourage work-life balance - Regularly solicit feedback and act on it By prioritizing your support team's well-being and growth, you'll create a positive and engaging work environment that reduces turnover and improves customer satisfaction.

Showing respect is crucial for both the supervisor and his or her employees. In this case, I will be open to sharing any work situation with my manager, and I will be sure that my manager understands me.

Supporting customer service employees is important for managing stress and keeping morale high. It's essential to give them access to supervisors for guidance, regular feedback sessions, and the right tools to handle tough situations. Promoting open communication ensures that employees feel comfortable sharing their concerns. When you show that you care about their well-being, you build loyalty and reduce turnover. Investing in your team's well-being isn't just good for them—it's beneficial for the entire organisation.

La evacuación de dudas, el correcto seguimiento acceso a la información y herramientas, promover ámbitos de disertación sobre los problemas e informar de las soluciones que se han encontrado, valorar y al mismo tiempo transmitir que la tarea que desarrolla es muy importante, tiene impacto en las personas. El empleado que se siente valorado es mas fácil de retener.

Appreciation is the key. While customer support and customer success roles are one of the most job-creating sections in India, organisations often tend to hire employees at ground compensation. Managers and leaderships are more likely to rule employees rather than employ them. A good leadership can always convert their workforce to a skilled mastermind with continuous feedback sessions and appreciating their efforts. A feedback is much anticipating for an employee in Order to build enthusiasm, curiosity and mastering the skill rather than getting scolded for a skill they never had. It's a journey, and leaderships can make it easier or devastating.

C’est très important la communication entre les superviseurs et les employés. Non seulement ça les motive à donner le meilleur d’eux même mais également ça contribue à créer un sentiment de confiance vis à vis des superviseurs et ça facilite l’émulation.

Its human nature that he loved enjoy comfortable environment with continuous change, one employee should be very clear for his carear path which keep him engage to develop himself and do something very different to remain in spot light and gather maximum achievements, this inner will motivate him and increase retentions.

No escapa este punto a mi apreciación personal, ya que la proyección siempre fue mi punto a considerar, no tan solo para permanecer en un trabajo, también al momento de la busqueda. Muchos empleos no he tomado por que no ofrecían posibilidad de mejorar, muchos con buen salario.

Au Cameroun ce n’est pas encore très ancré dans les pratiques. On recrute mais parfois on se rend bien compte que l’employé ne se projette pas et ne se voit pas rester longtemps avec vous. Alors comment faire dans ce cas ? Eh bien les entreprises n’investissent pas toujours sur un employé qui ne veut pas se projeter néanmoins les plans de carrière sont là ils existent mais c’est souvent trouver des employés qui s’inscrivent dans la durée qui est le plus difficile. Hélas

I believe that employees should be celebrated all the time. Especially when they have done or achieved the following: - When they go out of their way for customers. - Celebrate skills amongst team members. Skills like patience, good listening skills, calmness, sales, punctuality, flexibility and sales [meeting the average transaction values, stretch targets and KPIs] weekly. - Liaise with Area Manager or Head Office to give rewards to staff such as vouchers to pamper themselves. Or have a change box dedicated to buying gifts to celebrate members of staff.

I can remember in one of my previous jobs, performance reviews are done weekly and the best performer for the week is given an 'eye catchy' incentives. This made everyone to put in more effort in order to receive such incentives. The importance of effort recognition cannot be over emphasized.

Employees are the main investment for an Organisation. They are not just an associate but the face of the client, the corp is getting paid by. To get the best ROI, be the best investor first. If leadership is able to show sustainable career growth and ensure upgrading employees best skills, mental health, turn over will not be an option. Stop Randomisation, Recognise their best skill set, upgrade, polish, feedback.

Ah oui! La récompense est très capitale surtout dans le domaine commercial et des services. L’employé voit que ses efforts sont vus et reconnus. Il est davantage motivé à donner le meilleur de lui même, à donner plus parce qu’il sait qu’au bout du chemin il sera récompensé.

En este punto hay que considerar que la opción de "HomeWorking", es una buena opción al momento de "flexibilizar" y organizar efectivamente las vacaciones ayuda.

Flexible Scheduling: Offer flexible work hours or shift swapping to accommodate employees' personal lives.Implement a rotating schedule to ensure that everyone has time off during weekends and holidays. Remote Work Options: Allow employees to work from home, at least part-time, to reduce commute stress and increase flexibility. Adequate Time Off: Ensure employees have sufficient vacation days and encourage them to use them.Implement policies for sick leave and mental health days without penalizing employees.

En Afrique rares sont les managers et chefs d’entreprise qui s’en soucient . Ce qui les intéressent c’est la productivité des employés et ils se moquent bien de l’équilibre de ces derniers.

La escucha es fundamental y no hay mejor forma que hacerlo a la antigua, cara a cara, "permitiendo" las diversos argumentos a sus opiniones, sugerencias, inquietudes y porque no, los descontentos REALES, solo así se puede apreciar las inquietudes de cada uno. Agradecer la participación e informar la decisión razonada da confianza y los hace parte en ella.

Não tive uma experiência bacana sobre o assunto mais é importante falar sobre, novamente o ouvir é um diferencial e não só ouvir e sim ter empatia e tentar adequar as condições de trabalho. Muitas empresas visam mais os números, do que seus colaboradores, mesmo sendo contraditório uma vez que um organização só chega ao sucesso através do seus colaboradores, do conjunto de pessoas que ali trabalham.

Working environment is another factor which improves the retention, respect for everyone opinion, planned work schedule, diversity,transparent communications play major role to build a employee retention culture.

Un empleado que comparte, debate, opina, ARGUMENTA, es un empleado que esta interesado en el tema, que se involucra y desea participar. Todos tenemos inquietudes con diferente grado. Un empleado que no dice nada... pude inferirse que no le interesa participar, que no se siente parte ni valorado, que se siente reprimido o que simplemente no tiene pensado permanecer en la empresa, como mencione, el encuentro en persona tiene mas chances de arrojar luz a esto ultimo.