When an outbound call center agent leaves the company, it’s not actually a prompt decision. There may be some factors in work that have made the agent chose to leave. Employee turnover is not an event; it is a process of disengagement that can take days, weeks, months or even years until the actual decision to leave occurs. Managers need to better understand the signs of discontent before they lose their best and brightest people.
So much has changed in the worldwide business environment and in the way businesses now operate that the impact of those changes on the careers of individuals working in organizations needs to be acknowledged. Like in Philippines call center, since many employees are working in this very in-demand profession, competition becomes tough. You need to be outstanding in order for you to be recognized by the management. This takes time, hence some agents feel that they lack of career growth. Another factor is the feeling of devalued. If you have a goal in life, you will do everything just to step up to achieve this goal. But how can you get through that if at the initial stage, nobody appreciates your effort. Everyone wants to feel important, yet many organizations manage to make their people feel quite the opposite. It could be seen as a lack of simple appreciation and not valuing employees. The management should give their people the tools and training needed to accomplish this, enabling them to be the best they possibly can be. The right tools at the right time are investments — not only in productivity, but in sending a message to employees that they are worth it.