Agents turn over in contact centers, and managing your turnover rate is a fact of life. Low agent turnover rates are those that are below 20% a year, and some contact centers have turnover rates as low as 5%. Turnover rates higher than 50% are considered high, and some contact centers have attrition rates of more than 100% a year. Turnover impacts organizations because of recruiting and training costs, and ongoing agent morale issues which can impact customer satisfaction. As turnover costs must be built into overall contact center plans, its important to have an attrition benchmark and manage your operations to that number.
Not all turnover is the same. It is useful to quantify each turnover event as voluntary or involuntary, and understand the causes of turnover so that you can address them, especially if your metric far exceeds the benchmark that you have set for the organization. Common causes of turnover are:
Involuntary turnover: This is attributable to a mismatch between the contact center agent and the expectations of the position for which the agent is hired. Examples include poor hiring and training practices; poor job descriptions; effort required for the job that were miscommunicated during interviewing; poor toolset that causes overly-long training times.
Voluntary turnover: This is attributable to the contact center organization not meeting long term job expectations of the contact center agent. Examples include job monotony; better pay elsewhere; lack of career advancement; poor management; over- supervision; lack of empowerment to solve customer issues; lack of control of personal schedules; frustration with the toolset; stress of dealing with irate customers.