Blog Archives - Page 18 of 36 - Etech Global Services

Internal Threats – The Weakest Link

While many businesses are concerned about the threat external hackers pose to their online systems, it is crucial to note that a clear majority of breaches begin with the compromise of an internal source. Data security is something no company should take lightly, especially smaller entities that may not have access to or knowledge of more advanced methods of intrusion detection and prevention. There are several reasons why business owners should be extremely concerned about internal threats to their infrastructure security. Access Requirements A requirement of efficient business operations today calls for employees to have the proper access to perform their jobs. Depending on the size of an organization, this can be a daunting task. Ensuring someone has the proper credentials without overstepping is critical to ensure potential breach points are limited. I have witnessed organizations that will “open-the-farm” and allow almost unrestricted access to virtually everyone simply because it’s easier to set up. This is a dangerous practice and sets a company up as an easy target. There may also be employees that have system administration duties necessitating their access to confidential information. For those skilled with computers, it is not extremely difficult to steal information or plant malware. Just one disgruntled employee with the right skills and access can wreak havoc. Set a standard as to what access levels are required for each level. Establish the proper credentials and permissions from the beginning. Permissions should also be regularly audited to ensure standards established by the organization are being met and adhered to. Trusting Employees People working for the same company can develop a certain level of trust with one another. This can lead to employees sharing passwords or other credentials, opening the door for a potential security breach. Most companies have not taken proper measures to educate their staff on the seriousness of keeping personal information and access credentials confidential. Lack of awareness can quickly set an organization up to be a target of phishing emails or scam phone calls requesting confidential information. Personal Internet Browsing In the business world, a typical employee can spend hours each day surfing the internet for personal reasons. The ever-increasing presence of malware and viruses on the internet means an employee can unintentionally introduce destructive content into company software and systems. Even games and videos that seem innocent may contain a rootkit that can go unnoticed until it wreaks havoc a company’s infrastructure. Clicking on the wrong link or downloading what is thought to be legitimate software can cause system compromise, loss and/or corruption of critical data, ransomware, etc. While most organization are utilizing some type of AV/AM along with IDS/IPS, they may not catch everything. It is equally important that all employees are fully educated on security awareness and best practices as it relates to navigating the web. Portable Information Advancing technology has continued to make information storage devices more portable and capable of holding increasing amounts of data. From MP3 players to USB drives, an individual has many ways to get information from a company’s network and out the door. Because the storage capacity on portable hard drives has gotten so large, vast amounts of data can be transferred and stolen. Even web-based email accounts or devices with Bluetooth capabilities pose threats to online security. Network Abuse Anytime an employee uses a company network to take part in illegal activities such as selling drugs or distribution of sexually offensive material, the company could be held liable. Fear of being caught using a personal network can drive some employees to their company’s network for their unlawful activities. Many companies have found it necessary to block specific websites and disable certain applications to help prevent employees from committing crimes on their network. Use of web filtering and/or proxy systems allow an organization to establish approved sites and limit access to business need. Monitoring software that scans emails and internet use for harmful file types or incriminating keywords can also be used to further protect the company infrastructure from malicious activity. A company’s network and infrastructure security are paramount to its ability to function properly and increase its customer base. Threats to the system and data security of an organization could spell disaster or even threaten the future of the business. Prudent organizations are beginning to understand the need to watch for both external and internal threats to their protected information.

Can AI Replace Call Center Human Agents ?

Why you may want to adopt a best-of-both-worlds approach. While androids are both an operating system and a sci-fi concept that’s becoming more realistic with each passing day, the artificial intelligence that powers androids has started to ease its way into the call center industry. Even though it might seem as though androids and artificial intelligence (AI) might soon replace humans in certain jobs and industries altogether, the truth of the matter is that there are some tasks that automated processes will never be able to accomplish with the same results or general efficiency as a human being. Let’s look at why your best bet for your call center and your representatives is to blend AI and the traditional human touch, as well as some reasons why AI can never replace humans in call centers. Why You Need the Best of Both Worlds No matter how well-trained or experienced your call center agents are, they don’t possess the same processing power and speed as AI. But instead of letting the AI handle the zippier aspects of running a call center, you’ll want to ensure that your representatives are using the AI’s speed and convenience to be more proficient at their jobs. The AI engine can be used to identify training gaps based on examples from real customers, and can provide more relevant information to the training department to enhance current and future training classes. One way you can implement this is to let callers and site visitors work through a system of menus when they first reach out to you. With the way technology has changed, a majority of your customers are likely used to figuring out issues and getting answers to questions without interacting with a fleshand- blood human, so don’t feel that this approach is impersonal. On the contrary, some people actually prefer to interact with technology, and there are some situations in which they don’t really need to speak or chat with someone. Something else to think about is the fact that including such menus shows that your company stays up-to-date on current industry trends and customer expectations. All that being said, there are some instances in which your agents need to be close at hand for complex situations and questions. The right balance of hands-on/ hands-off is beneficial to both customer and call center agent. But remember, the use of the AI engine will also ensure that the processes you put in place are working. For example, if a customer tries to self-serve and then calls because the self-service did not work, it allows the company to fix the process and avoid channel switching. From the AI Root to the Fruit Now that you know it’s possible to make sweet and well-balanced harmony with AI and human representatives, it’s time to learn how to do it right. The first thing you want to do is put the power of analytics to good use. Doing so gives you a solid idea of problem areas that can be helped with AI and where you can start implementing AI. You can also use AI to gather customer information on how your agents are interacting with your customers, what pain points are customers talking about and how to use this data to identify actionable opportunities. As you start to figure out areas in which AI could help, know that you’ll likely experience some growing pains for your customers as well as your employees while you adjust to this new way of doing things. This is all part of the process, so don’t be afraid to make changes as you get used to using AI in this manner. Remember using AI is not “set it and forget it”—you must constantly review and adjust. So, do you feel AI will eventually replace the need for humans in call centers? We think not. AI Needs to Learn How to Feel For all its ingenuity, AI still can’t always accurately replicate human emotion or do it quickly enough so that a caller doesn’t realize she or he is interacting with a computer program. However, AI can learn how to display a proper emotional response by studying your call center representatives’ interactions with customers. This will go a long way toward avoiding awkward interactions, ones that might cost you customers or your professional reputation. Before you grow concerned with the idea that this might mean you don’t need live agents anymore, it’s better to look at the opportunities it provides. Instead of answering frequently asked questions day in and day out, your agents will have more time for other pursuits, which is great for challenging their minds and preventing them from feeling stagnant, bored and unmotivated at work. Now you can do more crosstraining, tackle projects that have been left undone and find more ways to bring out the absolute best in your agents and your call center. Some People Prefer Human Interaction A person doesn’t have to be part of the older generation to prefer communicating with a human being when reaching out to a call center. Some individuals are simply more comfortable talking with another person. While AI voices have most certainly come a long way in terms of authenticity, some people can easily tell when they’re hearing a human voice and when they’re interacting with a voice programmed to sound like a human. There are nuances, cadences and flows to the way we talk, and AI generally isn’t programmed with tones as intricate as those in a human voice. There is also the fact that some AI isn’t programmed to understand the most current human jargon. Your call center representatives, on the other hand, are usually up-todate on the latest lingo and will know exactly what the caller is talking about. Language is constantly evolving, and while the same is true of technology, there’s no telling what’s useful and what’s unnecessary when it comes to deciding which jargon to include in AI call center programming. You Need to Keep Customers Happy

TEAMWORK: 4th in the Series of Etech’s 12 Character Commitments

Today I’m submitting the 4th blog in our Character Commitment Series. I’ve spent the past several months writing a blog on each of Etech’s 12 Character Commitments that form the foundation of our organization. I’ve welcomed this opportunity to take the time to sit down and write about each trait. For me, it’s been a little bit of “getting back to the basics” as I’ve found myself renewing my own personal commitment to these traits and not just on the job, but in my personal life as well. Getting back to the basics is always a good thing to do and today’s character trait is the very basic one of Teamwork. Teamwork is one of those words that has the potential to become very “cliché”. We hear it so often from coaches and managers but let’s take a look at the definition of TEAMWORK. Noun: cooperative or coordinated effort on the part of a group of persons acting together as a team or in the interests of a common cause. That’s a pretty simple and straightforward definition, isn’t it? A group of people working together for a common interest or cause. It sounds so simple, but when there is a lack of teamwork, be it on an athletic team or in the corporate world, the results can be disastrous. On the other hand, coming together and being committed to a common cause or goal can yield amazing results that can be far-reaching in their benefits. But how do you do this? What are some key elements of building teamwork? I came across an article recently that identified ten principles of teamwork. You can check out the full article here, but I’d like to highlight what are the top five for me. The team understands the goals and is committed to attaining them. This, to me, is the foundation of team unity. The team must understand what the goal is and that everyone is equally committed to attaining it. Communication is open, honest and respectful. When people feel that their opinions matter and that they are heard, unity on the team is nurtured and maintained. Team members have a strong sense of belonging to the group. When a team has spent time together developing relationship guidelines, this enhances their overall commitment and sense of belonging. Team members are viewed as unique people with strengths and abilities they bring to the table that are unlike anyone else’s. Innovation, creativity and differing viewpoints are expected and welcomed. No one fears their ideas will be dismissed. These particular traits of teamwork emerged as my favorites because they place value on the individual and their gifts, ideas and opinions. That is the foundation of teamwork: everyone is valued equally while their individual gifts and abilities are recognized and esteemed for what they bring to the team. When these elements are in place, the sky is the limit as to what any team can accomplish. As the great Packer Coach Vince Lombardi stated, “Individual commitment to a group effort – that is what makes a team work, a company work, a society work, a civilization work.” This blog entry was written by Matt Rocco, President and General Manager of Etech Global Services. If you would like to learn more about Etech and our contact center technology and service solutions, please contact us at info@etechgs.com.

Full Data Protection: Go Beyond Securing the Control Points

Historically, when an organization thought about properly securing the logical infrastructure, it was about placing controls at the access points. Simply by limiting systems admission for different users and requiring passwords to access certain files/shares, a business could be fairly confident its information would remain private. With the advanced technologies available today, online security has become much more involved. Excellent website security is paramount to most companies and properly securing the data is a top priority for businesses in today’s marketplace. There are three key ways for a company to safeguard its information. Controlling Data at Rest Most data stored on a hard drive is fairly easy to protect with measures such as encryption, anti-virus programs and firewalls. These safeguards all provide a different layer of defense against intruders. Another important step that some businesses forget to take or are unaware of is to store smaller elements of data separately and in different places. This precaution can prohibit invaders from gaining access to large amounts of information at the same time and using it for illegal purposes such as fraud. And finally, encrypt the data using accepted standards such as AES256. Always assume the data will eventually be compromised and take the appropriate measures to make it practically useless if it occurs. Track Data in Use The more a company knows about how its information and networks are being utilized, the better chance it has of preventing significant attacks to its online security. Because data being used is accessible to more people, it presents a larger threat to companies. Limiting the number of devices and people able to access the data can reduce the risk it will be misused. Forcing privileged users to provide authentication before gaining access to the data is a common safety measure businesses should enforce. Multi-factor authentication will add another layer of security in specially identifying the user and/or device accessing the data. Creation of a data-flow-diagram and tracking when and where data is accessed can alert a company to suspicious activity and expose possible threats. It can also enable a business to improve its security before an attack occurs by identifying problematic patterns or unusual user behavior. Safeguard Data in Transit Any time data is transmitted, it is extremely vulnerable. Special precautions are necessary to protect data in this form. As many business deals and transactions require an immediate response, sensitive information such as contracts, government forms and other confidential content are sent through emails. The main problem with this method of delivery is the journey an email must take through multiple network locations before reaching its intended recipient. This provides multiple opportunities for someone with special computer skills to intercept an email and be privy to all the information it contains. Keeping an email and any attached data secure is most easily accomplished by sending it though some type of encryption platform that works with the email system. The email is encrypted and unusable if intercepted. The recipient will need to enter the proper key and/or credentials to access the correspondence in decrypted format. Both small businesses and large companies face an increasing number of threats to their data security on a daily basis. Avoiding passwords and accessing restricted files are small deals to the criminals of today, and website security needs to be tightly monitored and improved to prevent privileged information from falling into the wrong hands. When there are attackers actively trying to infiltrate company networks, businesses large and small must guard confidential data with intentionality and intensity.

Accountability: Is It Good or Bad?

Accountability: We hear that word thrown around a lot and for some it can hold deep meaning while for others it can conger up feelings of failure, belittling, defeat, you name it! As I was thinking through what I wanted to say in this series entry, I came across an article by Roger Connors and Tom Smith of Partners in Leadership that I thought was quite profound. Here’s an excerpt: What does it mean to be “held accountable?” Unfortunately, most people view accountability as something that belittles them or happens when performance wanes, problems develop or results fail to materialize. After all, when things are sailing along smoothly, people rarely ask, “Who is accountable for this success?” Webster’s defines “accountable” as “Subject to having to report, explain or justify; being answerable, responsible.” Notice how the definition begins with the words “subject to,” implying little choice in the matter. This confession-oriented and powerless definition suggests what we all have observed—accountability is viewed as a consequence for poor performance; it’s a principle you should fear because it can only end up hurting you. Consider the following new definition of accountability: “A personal choice to rise above one’s circumstances and demonstrate the ownership necessary for achieving desired results—to See It, Own It, Solve It, and Do It.” This definition includes a mindset or attitude of continually asking, “What else can I do to rise above my circumstances and achieve the results I desire?” It requires a level of ownership that includes making, keeping and answering for personal commitments. Such a perspective embraces both current and future efforts. Armed with this new definition of accountability, you can help yourself and others do everything possible to both overcome difficult circumstances and achieve desired results. The full article is well worth the read and you can check it out here, but this excerpt really resonated with me because it’s SO TRUE! Accountability, for some, can have hugely negative implications that may be associated with failure. We almost never hold anyone accountable for success, while when there’s failure, that’s always the first question asked: “Who is responsible for this?” Someone’s going to take the blame for this failure. What happens when a company turns accountability around from blaming for failure to figuring out how we can do better? That’s kind of a refreshing perspective isn’t it? This caused me to ponder how we approach this very important Character Commitment here at Etech. Are we causing people to fear accountability by tying it to failure, or are we creating a culture that embraces accountability by encouraging our staff to: SEE IT, OWN IT, SOLVE IT & DO IT? As I continually work on improving my own application of accountability, I challenge you to do that same in your organization! This blog has been written in a series based on the Etech Global Services 12 Character Commitments. It was written by Matt Rocco, President and General Manager of Etech Global Services. If you would like to learn more about Etech and our contact center technology and service solutions, please contact us at info@etechgs.com.

Why Social Media is your most powerful Customer Relationship Tool?

Technology has offered us many ways to gauge customer experience and adjust business practices in response, but not until social media have we had access to such unbiased, real-time consumer responses. Consumers can like us, rate us, and often make or break us based on their online assessments of our businesses. Customer feedback on Social Media often comes in the form of a complaint. A complaint is an opportunity to showcase your company’s positive customer relationships. Complaints should be addressed in a timely manner by a team member with good knowledge of the area of complaint. The complaint should be followed by both a basic public message of response – this is very important as it helps other users see that you are engaged and receptive to feedback- and a private message attempting to solve the issue. Creating a separate, private dialogue helps the customer feel valued, and is an important step that often encourages them to return as a customer in the future, despite the current conflict. The conflict should be resolved if possible, and the complaint should be reviewed to see if any business practices need to be adjusted. Social interaction with customers doesn’t have to focus on complaints, it can also be a place to share positive reviews and testimonials, putting them in front of a larger audience. Positive reviews from real customers are powerful tools for gaining new business. Potential clients value the testimony of past customers and their reviews can often be the push needed to commit to your service or product. Your company’s image doesn’t have to be driven solely by the voice of the consumer. Social Media is an easy and effective way to talk about the things you’re doing that will draw your customers in. Highlight the ways you’re giving back, or serving your community, and tell them how they as a customer can get involved. Thank your customers for helping you reach goals or milestones, and tell them about exciting new things you have coming up. Social Media has shifted from a helpful business tool, to a necessary customer relationship platform. Whether your business is active on social media or not, customers will take to their own accounts and talk about their experiences with your business. This makes it crucial that businesses maintain an active voice and take control of the conversation, turning customer’s comments into powerful testimonials of your customer relations practices. Your customers are online, are you choosing to meet them? You can use social media to help build stronger relationships with you and your customers. This blog is first published on LinkedIn

5 Keys to Effective Coaching

Coaching employees is important for continuity of an organization. Your leadership team needs to pass on the wisdom and knowledge they have gathered over the years to the upcoming managers. As a leader, I believe this is an important indicator of your commitment to your organization. Are you taking time to coach the middle-level managers to be great leaders, maybe even better than you are? A coach (you) is someone who trains and teaches, therefore, coaching is helping others to develop, improve, and learn new skills. Business coaching leads to empowered personnel, therefore increasing their productivity. It is not only important to know how to coach, but also important to be effective at it. Here are five keys that will help you move from being just a coach to being an effective coach. 1. Start with Relationships Coaching focuses on helping, not controlling. Therefore, to help an employee to improve you need to have a relationship first. For example, a manager who leads by position cannot coach others because his focus is on personal authority and power not the other person. This is no way to build a relationship. The coached can only listen and learn from someone he or she trusts, and similarly will follow the leader he or she trusts. As the coach you need to develop trust with the coached, set out clear objectives of the coaching, exercise patience with them, and fulfill your promise. 2. Get Consent from the Coached You cannot force your agenda onto another person because they may not take it well. In most cases a manager will coach an employee in a performance area that they need to improve. Imagine a scenario where you just inform the employee they are not doing well and you will show them how to get better. Do you think they will learn from you? The key is to clarify where the performance issue is and get the employee to acknowledge and understand it. Then ignite a desire in them to get better at it and show them your improvement plans. The employee will willingly accept to do it your way and your coaching journey will begin. Keep in mind, it will be a waste of time and energy to proceed with coaching without an agreement from the employee. 3. Encourage and Support This is the essence of coaching. As you develop the coached, you need to do it by encouraging and supporting them. The result of your coaching should be a productive manager or employee. Important to note is that coaching is not one sided. The coached plays a critical role just like the coach. Listen to them as they vent or express their challenges without judging them harshly because this is what they are experiencing. From these conversations you will learn how to support and lead them in the right direction. When you encourage, cheer them on to achieve set goals. Just like the crowd cheering an athlete in a race motivates him to run faster, being the cheerleader will propel your employee forward. 4. Challenge Them Your coaching cannot be effective if all you do is encourage them. Get the employee to question the norm and come up with creative ways to doing things. When a situation is challenging, ask them open-ended questions to make them think deeper and harder on a solution. As much as you may have ideas of your own, do not give them away. Challenging the status quo and taking calculated risks builds their confidence. With increased confidence in decision-making, the coached will achieve more. 5. Give Feedback At the start of a coaching relationship, you need to set goals. Always let the employee know how they are performing. Are they getting better? If not, what is holding them back? Coaching is a continuous journey with evaluation stopovers. Remember these rules of thumb when providing feedback – be specific on what has changed or not, focus on the “what” not the reason “why”, be timely and use a sincere tone. Bringing it Together Keep in mind that you are coaching different individuals with different needs. Set out SMART goals to match the employees improvement needs from the onset. This way you can measure the outcome and know whether the coaching was effective or not. Incorporate coaching as part of your company culture; it is beneficial to all parties involved. Iron sharpens iron. Sharpen the younger generations to build better future organizations.

Humility: A Powerful Leadership Trait

I came across an article the other day in The Harvard Business Review that caught my eye. It did so because the topic discussed happens to be one of the 12 Character Commitments of Etech Global Services. That character trait is: HUMILITY. When we hear the word Humility, it may bring to mind images of things that seem “less-than” or “weak” but what this article clearly demonstrates is that the trait of HUMILITY is anything but “weak” or “less-than”, in fact, it’s quite the opposite. I’m posting the article below because it’s one of the best reads I’ve come across in a while and I hope you’ll take the time to read it. This article also serves as the third in a series of blogs you will see from me about the 12 Character Commitments of Etech Global Services. Enjoy! The Best Leaders Are Humble Leaders by Jeanine Prime and Elizabeth Salib In a global marketplace where problems are increasingly complex, no one person will ever have all the answers. That’s why Google’s SVP of People Operations, Lazlo Bock, says humility is one of the traits he’s looking for in new hires. “Your end goal,” explained Bock, “is what can we do together to problem-solve. I’ve contributed my piece, and then I step back.” And it is not just humility in creating space for others to contribute, says Bock—it’s “intellectual humility. Without humility, you are unable to learn.” A Catalyst study backs this up, showing that humility is one of four critical leadership factors for creating an environment where employees from different demographic backgrounds feel included. In a survey of more than 1500 workers from Australia, China, Germany, India, Mexico, and the U.S., we found that when employees observed altruistic or selfless behavior in their managers — a style characterized by 1) acts of humility, such as learning from criticism and admitting mistakes); 2) empowering followers to learn and develop; 3) acts of courage, such as taking personal risks for the greater good; and 4) holding employees responsible for results — they were more likely to report feeling included in their work teams. This was true for both women and men. Employees who perceived altruistic behavior from their managers also reported being more innovative, suggesting new product ideas and ways of doing work better. Moreover, they were more likely to report engaging in team citizenship behavior, going beyond the call of duty, picking up the slack for an absent colleague — all indirect effects of feeling more included in their workgroups. Our research was also able to isolate the combination of two separate, underlying sentiments that make employees feel included: uniqueness and belongingness. Employees feel unique when they are recognized for the distinct talents and skills they bring to their teams; they feel they belong when they share important commonalities with co-workers. It’s tricky for leaders to get this balance right, and emphasizing uniqueness too much can diminish employees’ sense of belonging. However, we found that altruism is one of the key attributes of leaders who can coax this balance out of their employees, almost across the board. Nonetheless, our study raises one common, perhaps universal implication: To promote inclusion and reap its rewards, leaders should embrace a selfless leadership style. Here are some concrete ways to get started based on both our current research and our ongoing study of leadership development practices at one company, Rockwell Automation Share your mistakes as teachable moments. When leaders showcase their own personal growth, they legitimize the growth and learning of others; by admitting to their own imperfections, they make it okay for others to be fallible, too. We also tend to connect with people who share their imperfections and foibles—they appear more “human,” more like us. Particularly in diverse workgroups, displays of humility may help to remind group members of their common humanity and shared objectives. Engage in dialogue, not debates. Another way to practice humility is to truly engage with different points of view. Too often leaders are focused on swaying others and “winning” arguments. When people debate in this way, they become so focused on proving the validity of their own views that they miss out on the opportunity to learn about other points of view. Inclusive leaders are humble enough to suspend their own agendas and beliefs In so doing, they not only enhance their own learning but they validate followers’ unique perspectives. Embrace uncertainty. Ambiguity and uncertainty are par for the course in today’s business environment. So why not embrace them? When leaders humbly admit that they don’t have all the answers, they create space for others to step forward and offer solutions. They also engender a sense of interdependence. Followers understand that the best bet is to rely on each other to work through complex, ill-defined problems. Role model being a “follower.” Inclusive leaders empower others to lead. By reversing roles, leaders not only facilitate employees’ development but they model the act of taking a different perspective, something that is so critical to working effectively in diverse teams. At Rockwell Automation, a leading provider of manufacturing automation, control, and information solutions, practicing humility in these ways has been essential to promoting an inclusive culture — a culture Rockwell’s leaders see as critical to leveraging the diversity of its global workforce. One of the key strategies they’ve adopted to model this leadership style is the fishbowl — a method for facilitating dialogue. At a typical fishbowl gathering, a small group of employees and leaders sit in circle at the center of the room, while a larger group of employees are seated around the perimeter. Employees are encouraged to engage with each other and leaders on any topic and are invited into the innermost circle. In these unscripted conversations, held throughout the year in a variety of venues, leaders routinely demonstrate humility —by admitting to employees that don’t have all the answers and by sharing their own personal journeys of growth and development. At one fishbowl session, shortly

Providing the BEST Customer Satisfaction through Chat Services

Live chat makes interacting with existing and potential customers much more efficient. Studies have found when companies implement live chat services, it significantly improves customer satisfaction because of the ability to assist customers as soon as an issue arises. In today’s world we want our issues handled swiftly, accurately, and conveniently, and chat offers this. But, if the customer service provided through live chat does not meet customer expectations, we have a problem. The customer is now more likely to abandon your website and instantly click over to one of your competitors. According to a poll by Andersen Consulting, almost 62% of Internet consumers said they would purchase more products online if live customer support were available. Exceeding customer expectations will ultimately accomplish two things; improve the customer satisfaction and create a loyal customer base. When you have created these two attributes your customers will not only return to your website, they will become your own personal brand advocates. Here are some tips to quickly respond to customers and improve the overall customer satisfaction levels: Ensure quick and fast communication With the constantly changing communication world we live in, customers use a variety of communication channels such as email, chat, phone, SMS, Fax, and social media to get in contact with companies. The main thing people are looking for though is speed. They want their questions answered immediately. Chat is a very attractive medium because it provides quick and accurate information in real-time. When a customer asks a question and the agent is able to read and answer the question within seconds, customer satisfaction levels increase dramatically. For U.S.online shoppers, 21% give their communication preference to live chat. Further, according to the Live Chat Effectiveness V5 Report 2012, 79% of online shoppers say they prefer live chat as it helps to get their questions answered immediately because it helps to save time.¹ Get detailed information about customers You have to understand your customer. Understanding your customer allows companies to be more efficient in serving and improving their customer satisfaction. Information should be gathered on customer shopping preferences, products they like, and their opinions on product pricing in order to help aid in raising customer satisfaction levels. Gathering such information will also help provide valuable insights into customer behaviors. Continuous improvement It goes without saying that in order to be successful the agents need to be well trained. But, in order to stay successful, they need to have continuous improvement and training. Continuously updating their product knowledge and skills will enable them to provide exceptional customer service. Adhering to QA standards and practices will improve agent performance and process efficiency thereby enhancing customer satisfaction. Excellent customer satisfaction will help create a loyal customer base that will come to purchase again and again. These customers are also going to refer companies in their social circles through positive word of mouth and that is something that truly invaluable.

Saving Talent: Tips to Engage and Lower Turnover Risks (Part 2)

This is the second installment you’ve been waiting for regarding saving your talent. You can read Part 1 here. Below are the final five factors to help you better engage your employees and lower turnover rates. 5. Team Cohesion An employee cannot achieve much as an individual, they need their team members contribute to an organization’s success. How close a team is, and how well they work together, influences a company’s turnover. When employees work to help each other achieve goals it lowers the turnover rate. Why? Simply put, because they engage with one another building strong and beneficial working relationships. To aid in your employee engagement, plan for team bonding activities regularly. These activities help employees to know their strengths and weaknesses. They also help you as a manager to learn how to divide them into groups that will work effectively together. The aim is to have strong teams where the individual team members complement each other. 6. Personal Development To have a strong team, the individual members need to be strong first. Personal development is how you assess your qualities and skills, consider your vision in life, and set goals in line with the vision. An employee who continually seeks to develop is aware of their potential and they work on it. This leads to happier employees, high job satisfaction levels, lowered turnover rates. Help your employees not only excel at work, but also improve on a personal level. Provide them with opportunities to learn and develop be it new work challenges, seminars, or career talks. 7. Work-Life Balance “All work and no play makes Jack a dull boy,” the wise say. Your organization cannot be all about work and completely neglect the role of family and friends in an employee’s life. Employees who lack work-life balance are prone to stress. High stress levels in an individual affect their attitude at work and their performance leading to dissatisfaction with the company. This is a challenge, especially in demanding jobs such as retail and contact centers. But there is a solution. You need to encourage your employees to do more within the short time available, and then take a break for family and friends. Encourage them to be productive at work. To help even further, consider flexible working schedules. Flexible schedules add to your benefits you provide and can increase employee morale at work as they get the time to re-energize. 8. Social Responsibility Social responsibility programs serve two purposes: to give back to the community and to engage employees. It is human nature to want to serve others, and as a company you fulfill this need through corporate social responsibility programs. When employees take part in building the community around them, they become proud of the company and engage more. Don’t be the champion of these initiatives; let employees select the causes they want to support and they will give it their all. Assist them by giving them the time off to attend the functions as well as monetary contributions. When employees give back to the community, they feel very good about it, and the company support, leading to higher job satisfaction. 9. Reward System I have saved the best for last, Rewards! An important reward to employees is the paycheck at the end of the week. This keeps their bills paid and relieves them of a financial headache. Therefore, pay them in proportion to the value they are bringing in. Low paid employees feel undervalued and leave organizations fast in search of more money elsewhere. However, money is not the only form of rewards you can use. Other simple things like a gift for hitting a target, or acknowledgement in front of other colleagues motivate employees. These non-monetary rewards show that you care for the employees. To engage all employees fully, make your reward system known. Failure to do so can lead to employees grumbling when they do not receive rewards, yet they are not performing well. All in all, these nine factors – recruitment process, manager’s engagement, leadership style, company culture, team cohesion, personal development, work-life balance, social responsibility, and reward systems all work together to engage employees more. Once you identify the right candidates, then it is prudent to invest in them and save their talent within your company. Enjoy!

Valuing People

The title of this blog, Valuing People, is one of the 12 Character Commitments at Etech Global Services, and I would venture to say that Valuing People is one of, if not the most, important of our 12 Character traits. Why? Because people matter. It’s that simple. People need to feel that they are heard, that their opinions matter, that they are given opportunities, that their managers have confidence in them, they need to feel affirmed in their work, they need encouragement, they need to feel that they matter. Some may be wondering, “How can valuing people be most important? What about profits, productivity etc.?” That’s a fair question and my years of experience have taught me that profits and productivity grow and thrive when the people who work with me are happy. For some reading this, this may be a very fresh perspective, and for others, this may be old news. Whichever is the case for you, permit me to share what I’ve learned as I’ve strived to implement this in my day to day dealings with employees. I’ve learned that people need to…… Feel that they are heard and their opinions matter: Because there is nothing worse than feeling that you’ve been dismissed. Nothing can make a person feel more rejected than when they feel, be it perceived or real, that their feelings or opinion have been completely dismissed by another. I’ve seen both sides of this. I’ve seen how people can feel completely dejected when having their point of view dismissed and then I’ve seen how appreciated they feel when they know they’ve been heard, truly heard and that their opinion or feelings have been valued. When an employee feels dismissed and dejected, they seem to lose all motivation for their job. An employee lacking motivation can become toxic in the workplace. They tend to lose a sense of pride in their work, they don’t pull their weight, which frustrates co-workers and they continue in a downward spiral which often leads to a reprimand or dismissal. On the other hand, I’ve seen how employees can soar to new heights, feel energized in their day to day tasks, and take immeasurable pride in their jobs simply because a manager took the time to hear them out and made them feel valued by listening. Now obviously, as managers, we can’t implement every opinion and idea that comes our way, but we can take the time to listen when an employee needs us. When we do this, our employees work harder, they motivate one another, they take pride in their work and this keeps productivity at a peak. Valuing people’s feelings matters. Be given opportunities: When people are given opportunities to grow and better themselves, within an organization, this breeds loyalty to that organization. At Etech Global Services, we do our very best to promote from within our current ranks. We provide on-going training to our employees so that they can strengthen and improve their skill set for their particular job. We have a Learning and Development program which identifies future leaders and prepares them for leadership positions within Etech. Over 90% of our current leadership team began their careers at Etech. In fact, our Vice President started as a Customer Service Rep while he was in college. Giving our employees opportunities like this allows us to retain a highly trained and experienced workforce that knows the company from the ground up. This type of workforce is INVALUABLE to productivity and profitability. That’s not why we offer these growth opportunities, but it is a positive result of doing so. We offer opportunities because we believe people deserve them and that people will step up and take opportunities when they’re available. Offering growth opportunities makes people feel valued. Feel their leaders have confidence in them and are encouraged by them: “A confident workforce is a productive workforce. Employees who have confidence in their own ability to get the job done are motivated and more likely to work through initial setbacks.” I came across this quote in a recent article posted by Chron. This struck a chord with me because I’ve seen this to be proven true time and time again. When employees have confidence and believe in themselves, they feel empowered to tackle the tasks at hand. Productivity increases. Think about it; think about a time when someone showed tremendous confidence in you, perhaps as a young student or athlete. Do you remember how that felt? Do you remember how that inspired you to work harder, how you enjoyed that class or sport more because the coach or teacher had such confidence in you? Their affirmation fostered a confidence that enabled you to succeed. The same holds true in the workforce. When employees feel affirmed and are confident in their abilities they work harder and productivity increases. I’ve also found that confidence is contagious. Confident people tend to encourage and affirm others and this has a profound impact on productivity as well as corporate culture. Building confidence in others makes them feel valued and benefits everyone. Valuing People. This is something we consistently strive to do at Etech Global Services. It provides the foundation for all of the other Character Commitments we esteem because it constantly reminds us that it’s always about people. This blog entry is the second in a series based on the Etech Global Services 12 Character Commitments. It was written by Matt Rocco, President and General Manager of Etech Global Services. If you would like to learn more about Etech and contact center technology and service solutions, please contact us at info@etechgs.com.

Could an Intelligent Quality Monitoring System Restructure Your Process and Optimize Your Product?

Spreadsheets are the traditional method of maintaining data in a call center. However, inconvenient issues can arise when supervisors need to transfer data from a previous month and incorporate it into new documents. This process can become extremely time-consuming, and it is prone to errors. Also, it’s also very difficult to pinpoint trends in the data and take corrective action when needed. Automated quality monitoring has become a worthwhile solution for many managers, and especially those who are dealing with large volumes of communications. That’s especially true because the built-in technology often allows for spotlighting a particular month or even looking at data collected during a single day rather than looking at massive amounts of statistics at once. Improved Data Tracking Generates Better Insights Some quality monitoring solutions include information-rich dashboards that let you gain a complete understanding of what’s happening when customers call to speak to your agents. Get information about top issues or the number of times employees had to transfer calls to supervisors. You can also learn more about instances of channel switching. It occurs when a customer is trying to do something on line for an example and they are forces to call in, or if an agent has to transfer the caller to another department for further assistance. Spreadsheets usually don’t tell you all those things, and if they do, extracting the data takes a prohibitively long time. In contrast, a more robust quality monitoring system allows you to gain knowledge with a few clicks of a mouse. Save time and feel more equipped to make wise business decisions based on compiled data instead of just gut instinct. Keep Quality Levels Consistently High Whether your call center agents assist with sales or simply provide support, it’s important to remember that the level of service they provide can be thought of as a product itself. When people reach out for help, they expect similar experiences. Otherwise, your organization may develop a reputation for providing inconsistent assistance to callers. Think about investing in a smart platform that records all calls and analyzes them to detect patterns. It happens automatically and flags communications that require further review. That feature gives you peace of mind and prevents having to listen to all calls manually when assessing them for quality assurance purposes or trying to find out what else your customers are saying about you. Collective metrics can also reveal strengths and weaknesses associated with your agents, which leads to more relevant training and could be helpful when employees need periodic performance reviews. It’s time to look beyond spreadsheet-based methods of quality monitoring. A dedicated platform could help you meet your goals while reducing hassles related to manual approaches. This blog is first published on LinkedIn

Saving Talent: Tips to Engage and Lower Turnover Risks (Part 1)

High turnover affects your company’s performance and growth. It is very expensive to keep training employees who leave immediately after. When new employees leave, you lose consistency in customer service and in the systems you have in place. For example, when a loyal customer calls has to speak with a different account manager each time, they are going to lose confidence in the company and may stop shopping with you. However, when you have a low turnover employees are able to engage customers and build long lasting relationships. These relationships have a ripple effect on the entire business from getting referrals to attracting great talent. So how do you ensure you can lower your turnover rates? Research shows that high levels of employee engagement lead to lower turnover rates. In my experience, I have found nine key factors influence the levels of employee engagement. Today I will discuss four of these factors to help you engage your employees and saving top talent: Recruitment Process It all begins with getting the right people on board. Your recruitment process should thoroughly vet all candidates. During this process you shouldn’t just look at competence levels, but also get a feel for their fit within the company culture. Another great indicator of an employee who may not be a flight risk is how long they have worked in previous companies. For example, someone who has a maximum of one-year experience in their last four companies is likely to work with you for an equal period. It is better to take plenty of time in the recruitment stage to make sure you get the right employees; then invest in training the most qualified candidates. Manager’s Engagement Most employees say the main reason they quit their jobs is their bosses. They quit their manager not the company. The way managers treat employees has a direct relationship with their performance and time spent in the company. When employees feel that their manager is supportive, caring, and has their best interest at heart, they are more engaged. Direct line managers should be developing close relationships with each employee. This communicates that the organization puts its people first. Communicate openly with them, give constructive criticism, and acknowledge good performance. Be their cheerleader. Most importantly, do not micromanage your subordinates. Give them room to explore their creativity. This will lead to high engagement levels. Leadership Style Leadership provides the direction of a company. How your employees feel about your management style matters a lot. Do you share with them the company goals? Do you listen to their input? Do you spend time with them to get to know them? Being at the top is demanding yes, but employees feel more engaged with the company when the senior management is in touch with them. Important to note, mid-level managers will also work in line with the principles you put in place. Together you can engage employees more and work to make them loyal. Get personal with your employees to build their trust and confidence in you and the senior management team. True leadership is about trust, and employees will follow you if they trust you. Company Culture The fourth factor incorporates your company culture. An open and positive culture provides your employees the opportunity to enjoy their work leading to employee loyalty. When an employee is comfortable with their job and company, they put more passion into their daily duties. These employees are more productive compared to those struggling to fit into a company. Create a strong culture by giving employees job security, empowering them to make important decisions, communicating openly about all matters, and proving growth opportunities. Give them an opportunity to “own” the company and their engagement levels will increase. These factors – recruitment process, manager’s engagement, leadership style, and company culture are connected and interdependent. To achieve true employee engagement all parties have to put their best foot forward. Engaged employees stick with the company and become better at their jobs, meaning they continually add value to the organization. Keep an eye out for Part 2 of this series for more tips on saving talent. Enjoy!

10 Leadership Qualities of an Etech Leader

Etech’s vision – “To make a remarkable difference for our people, our customer and in our communities.” Our ability to make a remarkable difference rises or falls on the shoulders of our leadership team. Etech invests many hours and resources developing leaders with a desire to serve! I recently read an article by Justin Tarte where he highlights 10 leadership qualities that all great leaders must possess. Below I have captured these qualities and how they apply at Etech today. An Etech leader will stand up for his/her teammates. They will praise and support in public, and will correct and advise in private. An Etech leader trusts you to do what you were hired to do. Without trust there is no relationship. A great leader hires well, ensures proper training and they encourages their team member to do what they were hired to do while coaching them up each and every day. An Etech leader knows lifting others up will be far more effective than tearing them down. They will value other by being consistent, approachable and supportive. An Etech leader makes you better and puts you in positions that align with your strengths. They make you better by including you and seeking your input and ideas. An Etech leader knows there is always something more to learn. They do not hesitate to say ‘I don’t know.’ An Etech leader knows that being teachable and a life-long learner is an important commitment. An Etech leader he/she doesn’t have to be right all the time. In fact, being wrong is a worthwhile and humbling experience great leaders don’t fear. A great leader focuses on winning the war, not on winning the battle. An Etech leader will never hold you back or prevent you from growing and developing. A great leader isn’t afraid of the success of others; a great leader takes pride in the success of others. An Etech leader isn’t afraid to make a decision when a decision needs to be made. A great leader doesn’t shy away from difficult situations, they learn from the opportunities that come out of difficult situations and capitalize on the moments. An Etech leader will have the courage to take risks. They will be creative but not reckless in their problem solving. An Etech leader is always looking for a person to replace them. A great leader isn’t just worried about the organization at present, but also in the future and beyond. This is some great stuff from Mr. Tarte! It is important to know that leadership is not defined by a title. I consider each and every one of Etech’s 2,500+ team members a leader. Leadership is about influence, nothing more, nothing less. I challenge you to assess where you are with these 10 qualities and I encourage you to take the necessary steps to improve daily in each area. This blog was written by Matt Rocco, President and General Manager at Etech Global Services. If you would like to learn more about joining the Etech team, visit our career section.

Redefining Shopping Cart Abandonment In Face Of New Challenges

Abandoned shopping cart rates are a crucial metric for retailers who are concerned about increasing online conversion. Thousands of dollars are invested by businesses to optimize their websites to ensure better customer engagement and higher customer satisfaction. Shopping cart abandonment remains the most touchy issue online retailers’ face despite taking every possible step to counter it. Each abandoned shopping cart represents missed revenue and offers an opportunity for retailers to actively persuade such customers to make up the lost sales. There are many reasons for customers to abandon shopping carts during the shopping process without making a transaction. Some customers give more preference to higher security by looking for SSL certificates on the website, some leave as they can not properly navigate through the website, and others may leave due to poor website design. There can be various other reasons like exorbitant shipping costs, lack of clear information regarding shipping or exchange or a return policy, comparison shopping, bad customer reviews, inadequate information in FAQs, etc. Many consumers even use shopping carts to know the exact price of all items in cart including shipping charges; compare them with other websites, and finally abandoning the cart to actually purchase the items from the store. Time to Rethink the Strategy Nowadays many consumers are using smartphones, tablets, and handheld devices to shop online. During their shopping process, they often add items to the cart but turn to more conventional mediums like PC or Laptop to make a purchase. Online retailers must reassess their notion regarding reasons behind shopping cart abandonment and rethink their strategy to turn website visitors into customers. One idea of reaching out to consumers who abandoned their shopping carts could be to effectively use email marketing to remind the customers about their abandoned carts and close the sale. Incorporating live chat on a website can also significantly reduce the shopping cart abandonment rates as customers receive live help at crucial points instantly. Offering live chat during a crucial checkout point, on specific pages that offer product information, or based on predefined rules can be of great help to customers as they can get answers to their questions quickly and easily. Customers will naturally feel more satisfied which can turn them into loyal returning customers. Because there are a number of reasons behind shopping cart abandonment, the metrics used to judge shopping behavior can be changed to focus on real reasons that can provide crucial insights into customer shopping behavior, preferences, pricing, etc.

Exceptional Customer Service with an Omni-Channel Strategy

The staggering advancement of social media, digital technology, cloud computing and other tools combined with a revolution in how people choose to share information has changed the game for all businesses, and many of them are caught up in the rush to open up multiple communication channels while also trying to focus on keeping their customers happy and loyal. So how do you provide exceptional customer service within an omni-channel strategy? The first step is to realize that these two worthwhile goals are not the same thing! While an omni-channel strategy is crucial if you want to provide exceptional customer service in today’s marketplace, having such a strategy does not guarantee a wonderful experience; there is much more work to be done. Putting Customer Experience at the Heart of your Company It is the customer experience part of the equation that needs to be at the center of your business if you are going to avoid the pitfall of inconsistency which lies in the way of many omni-channel businesses. For example, if a customer opens a Live Chat conversation and an agent arranges a telephone call back within the hour, does the call ever take place? And when it does, has the outbound call agent familiarized themselves completely with the content of the earlier call – and previous communications – or is the customer expected to go through everything from scratch? Customers need to feel there is a personal connection between themselves and those they do business with, and the failure to seamlessly transition from one channel to another is one of the most common sources of complaint. This can be avoided if a culture of exceptional customer experience is embedded from the outset. When everyone in the business, from top level executives to customer-facing agents and operations staff, understands that their number one priority is to look after the customer, half the battle is won. Tracking the Customer Journey To understand what it is like to be a customer of your business, you need to take a detailed approach to mapping their journey. That means analyzing every possible route into and through your business, whether the initial contact is from a link in an email, an online advertisement, a call to your call center or, for bricks and mortar stores, walking in off the street. Next, breakdown the journey into various customer touchpoints along the way and measure current customer experience at each of them (you can use surveys to calculate Net Promoter Score at each point or another customer service metric if you prefer). If you find that certain touchpoints are letting your customer down, you will now be in the position to gather more information and to remedy the situation. Through this method, business owners often discover that customers become dissatisfied when the transition between channels break down. Refining & Adapting the Strategy Creating a system designed to provide exceptional customer service is not a one-off task that can be set up and left to run itself . The ways in which customers engage with companies – and with each other – constantly changes as new channels are created and others fade away. It is vital that you review your processes regularly and adapt them to changing market conditions. However, the same need that customers have for personalization and consistency remain, so if you can focus on providing that experience you will be rewarded with increased loyalty and customers who not only have a high lifetime value, but are also brand ambassadors as they share their positive experiences. far and wide.

Integrity: How We Live When No One Is Watching

John Maxwell writes that “The true measure of leadership is influence – Nothing more, Nothing less.” I believe that a leader’s ability to influence others starts with integrity. That’s a word we hear a lot in life. “INTEGRITY.” We see people in our lives who walk in “integrity” and people who don’t. We will often see that word on the walls of organizations, within their mission statements etc. But do these organizations and individuals live up that standard or is it just a word that looks good and sounds good so they use it? These are good questions and questions that every organization, and individual for that matter, should ask themselves on a regular basis. Perhaps a better question to ask though is: “What does the word INTEGRITY really mean? Here’s a few definitions from dictionary.com: 1) adherence to moral and ethical principles; soundness of moral character; honesty 2) the state of being whole, entire, undiminished: to preserve the integrity of the empire 3) sound, unimpaired or perfect condition: the integrity of a ships’ hull. To simplify this a bit, let’s put it in layman’s terms: Integrity is doing the right thing, “adherence to moral and ethical principles, being honest” at all times, even, and I would venture to say, especially, when no one else is watching (this is the honesty piece). I emphasize “when no one else is watching” because how easy is it to just quietly cut a corner, or fudge a number here and there on a report, or fail to report a mistake, because, “who’s going to know if I don’t say anything?” Well, maybe no one for a while, but eventually, those small little compromises catch up with us. To paraphrase a biblical verse: It’s the little foxes that spoil the vines. Each time we compromise, it gets a little easier so that pretty soon, these little compromises become habits that we develop. These habits become governing practices that can lead to some pretty devastating consequences. Not the least of which is losing the faith and trust of others in your midst. Having a reputation of lacking integrity is pretty hard to overcome. I read an article recently in Forbes by Amy Rees Anderson that is one of the BEST articles on the subject of Integrity I’ve ever read. The author makes many excellent points in this article, but the fundamental point that she drives home is this: “success is temporary; but integrity is forever.” How true is that? Nothing is more important than being known as a person of unwavering integrity. Things are fleeting; character is not. Character is something that we take very seriously at Etech Global Services. So much so, that as a corporation, we’ve come up with 12 character commitments of which Integrity is at the top of the list. We believe so strongly in Integrity, always striving to do the right thing and being honest, that we have built this into our corporate culture. We teach our employees that nothing is more important than doing the right thing, even if it means losing revenue. Why? Because revenue is up and down, but integrity is not. One of the ways that we build this into our corporate culture is by creating a safe environment for employees to speak up. Our employees know that if they make a mistake, their manager will do everything possible to help them correct that mistake without making them feel like a failure. If employees know that when they mess up, they will receive grace instead of wrath, they are much more likely to be honest and forth-coming with mistakes rather than trying to conceal them. This environment provides a fertile ground for honesty and integrity to take root in our corporate culture. This, in turn, affects the way our staff deals with our customers. We strive each day to deal honestly with every customer we come in contact with. INTEGRITY: always being honest and doing what is right. It’s the way we do business here at Etech Global Services and that is one thing that will never change. This blog entry is a series based blog on the Etech Global Services 12 Character Commitments. It was written by Matt Rocco, President and General Manager of Etech Global Services. If you would like to learn more about Etech and contact center technology and service solutions, please contact at info@etechgs.com.

Today’s Shoppers Expect Great Customer Service No Matter Where They Shop

With a brick and mortar store, you have a team full of customer service specialists available to help your customers at any moment. For catalog customers, your contact center is staffed full of knowledgeable agents ready to answer questions and take their order. But who is helping your online customers at the moment their shopping? Are you making it easy to answer their questions and ease their concerns? Live chat is an integral part of providing a great online shopping experience today. Companies should invest heavily in certifying chat agents on several different chat platforms. Generations X and Y prefer this method of communicating online with live chat. This along with the advent of new technologies and people wanting immediate answers tells us that “Chat is where it’s at.” As more website visitors become more experienced online, even more visitors will abandon their shopping carts, and online comparison shopping will become ever more commonplace. These comparison shoppers are 84% more likely to research online to ensure they get the best price. More than two –thirds say they like to shop around before making a purchase. What this tells us is that visitors that abandoned shopping carts are very valuable – higher income customers that are more tech savvy, and use this knowledge to comparison shop and find the better deals online. There are two common chat solutions that are best, allowing staff to be on your website ready to answer consumers’ research and pricing questions and assist in closing the sale. If you are not assisting your customers, your competitors will. And when your customer leaves your site to compare, and your competitor has a Live Chat option, your competitor will take that sale. Chat solutions: Live Chat: Completely customizable, fast Java Webstart client requiring no downloads or plug-ins. Customer chat links only appear when Customer Service is available. This easy-to-use interface allows Customer Service to handle up to ten concurrent chat sessions. Proactive Chat: Called Instant Invite, use this automatic method for inviting your visitors to chat whenever you want, for example, when they stall on a page or return a certain number of null searches. Remarkably easy to deploy, customize and maintain. Adjust rule conditions and invitation content on the fly. There are certain ethics involved in tracking down consumers who abandon shopping carts. It is always best to have full intentions to only assist the customer rather than harass. The point being, a customer may feel unsure, have questions or not understand the site itself. As an example, with a brick and mortar store, when a customer walks in they are greeted and if the customer wants to just look around, they will say so. It is the sales associate’s responsibility to be available to answer questions and assist in their checkout process. The thought is the same with chat. Customer Service is there when the customer arrives and prompts them asking if they need assistance. They respond yes, no, or maybe. Through the use of rules and best practices, you can, with some certainty, determine the needs of the prospective customer. With chat you can always be there for the customer to ask questions and they will receive immediate answers. In the event the customer does not wish to deal with the online chat process, they simply just say no thank you and Customer Service will thank them for their time and back away. However, they can always be available through proactive or static chat. This adds to the customer’s experience. Chat services are quickly becoming a must-have for companies dedicated to providing the best service online. The technology continues to evolve and improve and soon, video chat will even become commonplace. For more advice on creating a quality assurance team that drives CX or if you would like to learn more about Etech, feel free to contact us at info@etechgs.com.

Live Chat Helps To Efficiently Cater To Customer Needs

Maintaining a strong online presence is key for virtually any kind of business as it helps in efficiently targeting and converting online consumers. A couple of years ago it used to be looked at as fancy or high-tech to have a chat on a website, whereas today, its almost looked down upon if one does not have a chat feature on the page. Online chat helps to solve the queries of the customers quickly, accurately, and efficiently thereby increasing the customer satisfaction and online conversion rates. Some of the advantages offered by online chat include: Prompt customer service Many times when using traditional customer support service like phone or email, customers have to wait for long periods of time to speak or hear back from a customer service representative. We all know how frustrating and time consuming this is. Sometimes it can be so long that by the time a live person even gets on the phone or you finally get a response back, I’ve forgotten what my initial problem was! Online chat offers prompt and efficient service to the customers. Customers get their answers in real-time as the interaction with the chat agent is entirely live. Reduction in costs Online chat is one of the most cost-effective options for businesses to provide customer service. Unlike other mediums of providing customer support such as phone or voice, where agents can handle only one customer at a time, online chat offers immense flexibility to where the chat agent can efficiently handle 2 or more customers at a single time. This directly affects the companies operational cost and cost per interaction by getting more out of each and every chat agent. High Customer Satisfaction Online chat helps to provide prompt customer service which in turn significantly increases customer satisfaction. Happy customers create a strong base of loyal customers who return again and again to purchase from the website. Providing online chat during some crucial stages like checkout phase greatly improves customer satisfaction and helps in shortening the sales cycle. Online chat helps to increase the profitability of the businesses by boosting the online sales figures. It leaves a positive impression in the minds of the customer by providing personalized and superior customer experience.

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