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There’s More to It Than Money: Motivating Call Center Employees
Chuck MooreCall Center DirectorSoutheast Division
Motivation Refined“The first fundamental transformation of
thinking required of American management is to develop new basic attitudes toward the intrinsic dignity and value of people, of their ‘intrinsic motivation’ to perform to their maximum capabilities”
--Steven Covey, Principle-Centered Leadership
The premise of this presentation is that “intrinsic motivation” in the form of self-actualization is the highest form of motivation. Supervisors are the key figures in developing “intrinsic motivation” and they do this best by engaging employees.
Session Outline The Telerecruitment Call Center
Telerecruitment or Telemarketing? Nuts and Bolts of Call Centers
Essential Functions and Tools Call Center Motivation
Enhancing the Most Valuable Asset
The Telerecruitment Call CenterTelerecruitment is not Telemarketing
Telemarketing involves solicitation for goods or services involving a tangible return
Telerecruitment involves soliciting volunteers for a service for which there is no tangible return
This is a subtle, but essential, distinction which involves the willingness of the customer to listen to the call
The Telerecruitment Call Center
The Telemarketing Sales Rule (16 CFR 310.1) The Telemarketing Sales Rule implements the
Telemarketing Fraud and Abuse Prevention Act with rules related to telemarketing practices. The act defines the National Do Not Call Registry. In addition it places restrictions on calling times, use of automated devices, and caller identification blocking.
The Telerecruitment Call Center
The blood center telerecruitment is exempt from some “Do Not Call” rules because of the business relationship with the donor and our non-profit status.
The Telerecruitment Call CenterCold Calling
Cold calling involves contacting individuals with which the blood center does not have an established business relationship
While cold calling is technically exempt from “Do Not Call” regulations when practiced by non-profit organizations, it could confuse the issue with the public
The Nuts and Bolts of a Call Center
The Tools We UseIn the past: printed lists and telephone
At present: the internet
The Nuts and Bolts of a Call Center
Telephones Voice-Over Internet Protocol (VoIP)
Telephony Platform Web-based Call Accounting Software
Predictive dialer and “contact management system”
The Nuts and Bolts of a Call Center
Call Accounting Software Software which facilitates supervision of
individual callers using a variety of reports All calls should be recorded
The Nuts and Bolts of a Call Center
Donor Database An effective donor database is one which is
constantly maintained and modified to update donor information: addresses, telephone numbers, eligibility status, etc.
The Nuts and Bolts of a Call Center
Database Management System An automated system which provides lists of
eligible donors This system also provides statistical reports on
call center performance and individual performance
Call Center Personnel
As with any business organization, those persons employed by the Call Center are the most valuable assets. They must be maintained and motivated to produce at an efficient level.
Call Center Personnel
“Next to physical survival, the greatest need of a human being is psychological survival—to be understood, to be affirmed, to be validated, to be appreciated.”
--Stephen Covey, The Seven Habits of Highly Effective People
Call Center Personnel
Managers Supervisors Leads and Mentors Agents
General Call Center Table of Organization
Call Center Personnel
Exploring Motivation - Research
George Elton Mayo’s experiments on human behavior in the workplace in the 1920’s found that “the need for recognition, security, and a sense of belonging is more important in determining workers’ morale and productivity than the physical conditions under which he [or she] works.”
(www.accel-team.com)
Call Center Personnel
In 1959, Frederick Herzberg proposed there were two factors involved with employees’ satisfaction: hygiene theory and motivation. Hygiene theory involves the physical
environment of the workplace. Motivation involves the mental environment of
the work place.
Call Center Personnel
Herzberg’s Hygiene Factors Company policies and administration Supervision Working conditions and interpersonal
relations Salary, status, and security
These factors do not lead to higher levels of motivation, but without them there is dissatisfaction.
Call Center Personnel
Herzberg’s Motivating Factors Achievement Recognition for achievement Growth and advancement Interest in the job
These factors result from what Herzberg described as internal generators in employees.
Call Center Personnel
Both these approaches must be used simultaneously:
Treat people as best you can so they have the minimum of dissatisfaction.
Supervise people so they get recognition for achievement, interest, and responsibility and they grow and advance in their work.
Call Center Personnel
In 1943, Abraham Maslow proposed a theory which outlined a hierarchy of goals, or needs: Physiological – food and shelter Safety – stability and consistency in a
chaotic world Love – a sense of belonging Esteem – self-esteem and recognition Self actualization – the need to maximize
one’s potential
Call Center Personnel
The key to understanding Maslow’s theory is that the needs higher on the hierarchy are more easily satisfied as the lower ones are satisfied.
“It’s hard to worry much about who likes you when you’re hungry.”
--Chuck Moore, Amateur Psychologist
Call Center Personnel
The first four needs are described as D-needs (deficiency needs): physiological, safety, belonging, and esteem.
The last need is described as a B-need (being need): self-actualization.
Deficiency needs (D-needs) motivate people to satisfy physiological needs such as hunger, sex, love, whereas being needs (B-needs) propel a person beyond self-actualization and drive them to fulfill their inherent ultimate potential.
Call Center Personnel
The Motivation Lifecycle•There are actual time indicators that can help you anticipate pivotal opportunities for intervention with new agents
•It is possible to prepare for pivotal intervention opportunities, which are common to most people involved in new experiences, including new agents in your call center.
(www.call-center.net)
(www.call-center.net)
Call Center Personnel
Attractive, Clean, and Secure Workplace (Physiological and Security Needs)
Monetary Compensation: Salary and Incentive Pay (Physiological and Security Needs)
Committee Participation (Belonging) Safety Committee Activities Committee
Fun and Games, Events Regular Meetings (Need to Know and Understand)
All Staff Supervisors Focus Groups Performance Reviews
Service Awards (Esteem)
Call Center Motivational Tactics
Call Center Personnel
Promotion to a higher position. Connection with the company’s mission:
in our case saving lives is the ultimate motivation for many of us.
Positive Relationships with Supervisors Engagement Building Trust
Call Center Motivational Tactics Involving Self-actualization
Call Center PersonnelTrust in Management is Key to Engagement Recall that self-actualization tops Maslow’s hierarchy of
needs Engagement depends upon a good level of trust Engagement is self-actualizing by involving creativity,
fulfillment, inner talents
Understanding how employer actions can affect employee satisfaction and ultimately lead to poor morale, lost productivity and turnover can help to ensure that organizations are working with their managers and supervisors to support a positive work environment for all.
Richards, Leigh; Organizational Behavior and Trust”, eHow.com, Demand Media, March 2011
Call Center Personnel
Characteristics of Trustworthiness Transparency Integrity Consistency
Call Center Personnel
Building Trusting Supervisor/Employee Relations
Open Communication Walking the Talk Opportunities for Feedback
Call Center Personnel
Open Communication (Transparency) Share all the news, good and bad Use a variety of methods
Large Groups Small Groups One-on-one
Call Center Personnel
Walking the Talk (Intergrity) Never over commit yourself Always follow up on your commitments Take ownership of Issues
Call Center Personnel
Opportunity for Feedback (Consistency) Suggestion programs, boxes Open door policies Communicate, communicate, communicate
There’s More to It Than Money: Motivating Call Center EmployeesWhatever approach a Call Center may take
to telerecruitment, and whatever tools are available, the ultimate success of the center lies with the personnel involved. Close, trusting relations between employees and their supervisors can link personnel to the pinnacle of Maslow’s pyramid—self-actualization: or, as Steven Covey terms it, “intrinsic motivation.”