Early Warning on Attrition



It was the early 21st century, and the offshore call-center and
BPO industry was booming. People were joining local and multinational companies
because they were being paid well. But as the industry flourished, demand
overtook supply. And, today, its no secret that the main concern for
contact-center employers is agent attrition, with the cost of hiring and
training new agents ranging from $2,000-10,000 per agent. And, this concern gets
passed on to youthe customerbecause it is eventually you who foots the
bill for new hiring and training, and suffers from institutional loss of
knowledge.

So, why do agents quit so frequently? Reasons are aplenty,
including non-flexible schedules, non-progressive career paths or aspirations to
join a more stable industry.

“While combating the problem of attrition, it is important
to understand why a person is leaving. Just as important is to proactively
address the needs of an individual before he resigns,” said Tim Huiting,
head, HR, Convergys Asia.

Tuning the Right Chord
Convergys, one of the largest contact centers in the world, developed a system
to combat the attrition challenge head-on. They called the it “Early
Warning System” (EWS). Since Convergys employs over 63,000 agents in over
seventy-five centers around the world, controlling attrition is strategic for
them, to continue to provide services at competitive prices to their customers.

Masterminds at Convergys sat down and figured out about fifty
distinct triggers, which could be as small as hygiene issues that lead to agent
attrition. “EWS utilizes proprietary software that tracks agent behavior
and indicates events such as declining or fluctuating productivity, increased
rate of absenteeism, rejections for internal job postings, drops in call
quality, increased off-phone time and a myriad others,” explains Sharad
Talwar, site director, Convergys India.

Many others follow this system, though the names are different.
Infosys BPO calls it “Attrition Forecasting” whereas Wipro BPO defines
it as “People Pulse.” But, what exactly is this system?

“It is an IT-based system where team leaders enter
qualitative information on a weekly basis after meeting with individual
agents,” explains Piyush Mehta, SVP and HR leader, Genpact. “The EWS
system then compiles and indicates the agents likeliness to leave with a Red,
Amber or Green indicator. Red means the agent is most likely to leave within 30
days, Amber indicates the agent is at risk of quitting, and Green means the
agent is satisfied and there is no risk of attrition.”

“The early warning
attrition system is another technology toy. And, it will not be effective
unless we put in an emotional touch to it.”

Nandita Gurjar, VP
and head HR, Infosys BPO

Following the indications, team leaders or project managers
implement intervention activities to address the factors resulting in those
color indications. The EWS system also analyzes attrition in relation to tenure
of service in the company, age, job band, gender and education, and thereby
allowing the management to combat these potential attrition drivers before they
actually result in employee loss.

To date, the use of EWS and associated intervention strategies
has had a multimillion dollar financial benefit for both Convergys and Genpact.
Convergys contact centers experienced a reduction of 15-25% in attrition in 2006
and the attrition rate in Genpact is about 25-30%, which is below the industry
standard.

A Human Touch to Technology
Although the underlying EWS technology is quite extraordinary, technology
itself is not the whole story. The EWS technology needs to be fostered with a
human element.

“The system is another technology toy. And it will not be
effective unless we put in an emotional touch to it,” says Nandita Gurjar,
VP and head, HR, Infosys BPO. “The management should bond with their
employees emotionally. And, that is why we have a Business HR team on every
floor. It is a help and counseling desk where agents and team leads can come up
any time, and discuss their issues.”

Another program that touches the human quotient of an employee
is the Performance-based Scheduling program. High performers are given the
chance to choose a work schedule of their choice. This motivates agents to work
hard and also helps reduce the numbers that leave because of odd-working
schedules.

“A right work-flow design too helps bring down the turnover
rate to even single digits by bringing down the stress level of the
agents,” adds Gurjar. “And thats why we have incorporated a
right-skills (identification) project where we employ people with the right
skills rather than the right people (people with high qualifications). This
makes agents enjoy their work and feel less stressed, resulting in low
attrition.”

The EWS
system encourages team leaders to meet regularly and build better
relationships with the agents that report to them

The EWS system encourages team leaders to meet regularly and
build better relationships with the agents that report to them. The building of
these relationships improves two-way communication between the agents and team
leaders. These improved relationships also underscore to agents and managers
alike that every employee is a valued company asset. But what if there is a
problem between the team lead and an agent?

“At Convergys, we have introduced a “Team Leader
Transformation” program with an emphasis on training the team leaders to
improve their people-management skills. Agents with more effective managers have
higher job satisfaction, and are thus less likely to leave,” says Talwar of
Convergys.

The Customers Role
Effectively managing agent turnover saves contact centers millions of
dollars in recruiting, hiring and training costs, and any benefit derived due to
reduction in annual attrition rates goes right to the customer. Conversely, high
agent attrition rates degrade customer experience and customer satisfaction,
which negatively impact the quality of customer care.

So, it is important for the customer to be involved in attrition
reduction programsinvolvement in the working of EWS software being one of
them.

The EWS not only predicts the number of agents who will quit,
but also gives an indication of all those factors that will eventually lead to
attrition. Yet the system alone cannot reduce the growing concern. A quick and
effective human action by both the employer and the customer needs to be
implemented to make the software work most effectively.

Adyasha Sinha
Republished with permission from Global Services
www.globalservicesmedia.com

Leave a Reply

Your email address will not be published. Required fields are marked *