Off Center
 
Few metrics have made contact center managers drool like first-call resolution has. And with good reason: FCR has been shown to have a significant impact on customer satisfaction, operational costs and employee morale. So we’re looking at a metric trifecta – a measurement that is both qualitative and quantitative, and that is also engaging for agents.

Unfortunately, FCR is also one of the most misconstrued and mis-measured metrics in the contact center. Many managers get so caught up in the potential benefits that FCR can bring, they simply add it to the center’s scorecard and start tracking it haphazardly – without really grasping some key concepts or taking the customer’s perspective into full consideration.

To avoid the typical FCR pitfalls that doom many a contact center and customer relationship, it’s critical to understand the following:

Accurately measuring FCR takes work. This metric is not easily captured and calculated. You can’t just rely on callback tracking technology, as some customers may not call back even if their issue wasn’t resolved. For instance, they might instead contact the center via another channel (e.g., email, chat) or perhaps even defect to the competition out of frustration. Nor can you just have your quality monitoring folks decide if a call has been resolved (though that doesn’t stop many centers from doing this to gauge FCR); it has to be measured from the customer’s perspective. And while asking customers about issue resolution via post-contact surveys is highly recommended, that method alone isn’t sufficient for accurately tracking FCR either, as sometimes a caller might think their issue was resolved during a call, but then the agent or somebody else doesn’t follow through with what needs to be done to complete the resolution, resulting in a later callback.

The best way to track FCR is to use a combination of the aforementioned methods, and to then just hope you are catching the metric at enough angles to get close to what your actual FCR rate is. That’s a lot of work to still be unsure, but the good news (sort of) is… 
 

...Customers don’t actually care if you know how to measure FCR – they simply want you to ACHIEVE it. It’s important the managers don’t get so obsessed with measurement of FCR that they forget to focus on what processes and practices actually drive FCR improvement. Who cares if you are doing a bang up job of tracking FCR if all the reports show that your rate never goes up. Top contact centers worry less about numbers and more about positive customer experiences, and thus embrace such FCR improvement tactics as:

      -Providing agents with the training and resources to quickly and effectively resolve contacts.
      -Ensuring that there are no conflicting performance objectives hindering customer-centricity and

         FCR achievement (like rigid AHT goals).
      -Mastering skills-based routing so that callers get sent to the right agent with the skill-set to handle 

       their issue.
      -Building agent incentives around FCR goal achievement.
      -Empowering agents to make improvements to FCR-related processes.
     

A high FCR rate isn’t always something to cheer about. Even if your center effectively measures FCR, and your reports consistently show a rate in the 90%-95% range, don’t assume you are an FCR rock star. While rates that high can be legit, more often than not they are inflated by simple “slam dunk” inquiries that the call center could have avoided entirely by providing (and effectively promoting) strong self-service options (e.g., speech-enabled IVR; dynamic web self-service tools.) A potent self-service strategy not only can save the company mucho dinero, many customers prefer self-service when it comes to basic transactions and inquiries.

A high FCR rate doesn’t always account for the amount of effort expended or pain endured by the customer. Sometimes an issue may get resolved on the first call, but not before the customer considered suicide while stuck in a IVR hell only to get transferred to an agent who, while equipped with the answer required, was not equipped with much courtesy or professionalism. That’s why no FCR initiative is complete without solid Quality monitoring and C-Sat measurement practices in place. They are key to ensuring calls are resolved AND relationships are cultivated.



 
Most contact center professionals will tell you how much they value their employees, and how the center has a lot of programs in place to keep agents – and thus customers – engaged and happy. However, few contact centers include Employee Satisfaction (E-Sat) on their formal list of key performance indicators.

And many of the centers that do consider E-Sat among their KPIs don’t do an adequate job of measuring/tracking the metric. Instead, they implement a plain-vanilla E-Sat survey once every year or two and take little action based on the findings.

The best contact centers give teeth and attention to E-Sat, using a comprehensive survey tool and implementing the survey once every six months or so. These surveys are designed to gauge not only traditional employee satisfaction, but also employee engagement. Engagement is satisfaction on steroids; engagement surveys help to identify which agents are not only happy with their job but also willing to maim others or themselves in the name of the company’s honor.
 
Most leading centers use an outside surveying specialist to design and implement the survey to ensure that the right questions are asked in the right ways, as well as to help foster a sense of privacy/anonymity, thus increasing the chances that agents will respond in a frank and honest matter. Surveying specialists can also help a contact center with evaluating results, pinpointing key trends and warning managers of a frontline mutiny.

Naturally, every contact center would love to achieve a 100% E-Sat rate, but that’s about as likely as a home agent bathing every day. As with C-Sat, anything in the 80%-90% range for E-Sat is impressive – and feasible, particularly if you incorporate into the survey process threats of physical harm for low ratings by staff. 

If E-Sat isn’t already on your contact center’s list of critical metrics, make some room for it. Bump AHT off the roster if you have to. And as for measuring E-Sat, don’t just go through the motions, or you’ll likely find that you have a bunch of agents doing the same.