What Agents Want in the Era of ‘The Great Resignation’

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Filed under - Industry Insights,

Ross Daniels at Calabrio explains what their research has found that agents want in the era of the great resignation.

You’ve likely heard much about the “Great Resignation” (or “Great Reshuffling”) lately. Essentially, employees are reassessing the impact of their jobs on work/life balance, mental health, and overall life goal fulfillment.

No industry has been spared from this phenomenon – especially the contact centre industry. A Gallup analysis early in 2021 found that nearly half of America’s working population were actively looking for a job – and one-third of contact centre agents are included in that group.

“The Great Resignation” is hitting contact centres hard right now because agent work expectations have changed. Back in 2017, we conducted a Health of the Contact Center report by interviewing hundreds of agents – asking them about work expectations, role development, and general mental health.

Given everything that’s happened in the past year, we decided to conduct a follow-up report. What we found provided context on agent expectations that managers need to address.

Our new report, Health of the Contact Center 2021: Agent Wellbeing and the Great Resignation, provides a glimpse into the agent’s perspective of modern contact centre dynamics. Some expectations have changed since our 2017 survey, others remained consistent.

The main takeaway from managers is that these concerns must be addressed – or they’ll be stuck in a damaging cycle of attrition.

Here are a few agent expectation takeaways from our report:

Agent Stress Is an Acute Crisis

If agent retention is the functional problem, agent stress is the root cause. The truth is that stress has always been high, but it’s only increasing: an astonishing ninety-six percent feel acute stress on a weekly basis — and significantly more say they’re stressed multiple times per week.

  • Agents are being squeezed by more — more calls, more channels, and more complexity.
    • They’re being asked to manage 7.2 more calls per day (and a similar amount of non-call interactions), while trying to find some semblance of work/life balance.

Full-time remote work or hybrid models aren’t necessary the right answers, either – especially if they are approached with the same expectations as in-office work. Hybrid-working agents were more likely to feel stressed every day over their all-remote counterparts.

The future may be hybrid, but that comes with its own challenges in managing employee connections and stress.

Pay Is Important, But It’s Not the Only Factor

While income incentives remained the top factor for employee retention in this year’s survey, they actually dropped in importance from the 2017 questionnaire. The reality is that pay is a clear, objective figure that can serve as a proxy for how valued agents feel in their roles.

But agents are making it apparent that other factors play an increasing role in them feeling valued — including flexibility, defined career paths and better technology.

They also want more support from management on tough calls.

Supporting career growth is critical to agent satisfaction — and falling short is a major reason why agents leave. But agents have given clear direction on what they want most: better training. So, what do agents think better training would look like?

  • More frequent – not just an annual checkbox or review
  • More personalized – Tailored to agent strengths/weaknesses and goals
  • More flexible – Online delivery, options that fit within daily work schedules

Outdated Tech Limits Agent Effectiveness

Our report found that available omnichannel tools, and the data they provide, directly impact the customer experiences agents can provide. More importantly, the lack of such tech is the largest hurdle agents faced in resolving ongoing customer issues.

Eighty-three percent of agents in our study cited a lack of data and/or appropriate tech tools as the largest barrier to resolving customer issues.

Conversely, agents that have access to modern, cloud-based omnichannel technologies found greater success in managing those issues – and they ultimately felt more connected to the business in the process.

Your Agents Are Talking, Hear What They Are Saying

You can’t have great customer experiences without great employee experiences. That was true in 2017, and it’s even more so today. Putting the technologies and strategies in place to help your agents succeed will help you attract and retain the great people you need to deliver a stand-out CX.

This blog post has been re-published by kind permission of Calabrio – View the Original Article

For more information about Calabrio - visit the Calabrio Website

About Calabrio

Calabrio Calabrio is a trusted ally to leading brands. The digital foundation of a customer-centric contact centre, the Calabrio ONE workforce performance suite helps enrich and understand human interactions, empowering your contact centre as a brand guardian. We maximise agent performance, exceed customer expectations, and boost workforce efficiency using connected data, AI-fuelled analytics, automated workforce management, and personalised coaching. Only Calabrio ONE unites workforce optimisation (WFO), agent engagement, and business intelligence solutions into a cloud-native, fully integrated suite that adapts to your business.

Find out more about Calabrio

Call Centre Helper is not responsible for the content of these guest blog posts. The opinions expressed in this article are those of the author, and do not necessarily reflect those of Call Centre Helper.

Author: Calabrio

Published On: 12th Oct 2021 - Last modified: 20th May 2022
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