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10 Tips to reduce the staff attrition


Staff attrition occurs when agents are not comfortable doing their job and feel undervalued and unappreciated. Following this easy steps we maintain a high level of staff retention and a nice work environment:

1. Don’t ask your agents to do something you would not be happy to do yourself.
2. Treat your staff with respect and let them know you appreciate what they do.Call Management welcome any Idea
3. Provide incentive as night outs and rewards.
4. Welcome all suggestions.
5. Policy of doors and ears open.
6. Provide training in different areas to keep your team engaged and interested.
7. Be loyal to your agents, mistakes will be made but give them the opportunity to own up without recrimination
8. Work as a team.
9. Give them responsibility.
10. Provide a relaxed atmosphere and allow people laugh and enjoy their work.

Call Management’s manpower has been increasing year after year and the skill set of our staff is wide and varied leading to a vibrant and dynamic office environment.  Our attrition rate is less than 8%. Take advantage of our professionalism and experience… contact us!



This entry was posted on Wednesday, April 18th, 2012 at 6:41 am and is filed under News. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

One Response to “10 Tips to reduce the staff attrition”

Dwichacaem July 9th, 2012 at 7:04 am

Your blog post is both apt and timely. I plsoivuery worked for a Mid-west bank as a Sr. Relationship Manager. I was charged with the development of new business in addition to managing, maintaining and ultimately growing my existing client base. Our biggest issue—once the company had decided to invest in growing our team and our business—was maintaining a healthy balance between client acquisition and retention. Our existing clients had been neglected and taken for granted prior to the bank’s implementation of its expansion plans. As a result, we were experiencing attrition among long-term, profitable clients. It can take many years before a new client acquisition replaces the higher profit margin of an established, long-term customer. Therefore, we began identifying our clients by level of profitability and ranked them accordingly. We defined our highest-level clients as “Blue Chip” clients (e.g., top 20% by profit margin) and assigned a designated customer support team in addition to having a designed Relation Manager. We also made a concerted effort to ensure that all clients, regardless of their level of profitability, received an on-site visit annually. Finally, it was imperative that we created opportunities all year long with our clients to practice and deliver open and value-added communication. Anything less will create opportunities for your competitors to take your business away.

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