System for managing employee performance in a complex environment

• US 20060203991A1
• Filed: 08/10/2005
• Published: 09/14/2006
• Est. Priority Date: 03/08/2005
• Status: Abandoned Application

• Current Assignee: Cingular Wireless II LLC (AT&T, Inc.)
• Original Assignee: Cingular Wireless LLC (AT&T, Inc.)
• Inventors: Kramer, Daniel, Beasley, Patrick Scott, Nti-Berko, David Frederick
• Application Number:
  US11/200,840
• Publication Number:
  US 20060203991A1
• Time in Patent Office: Days
• US Class Current: 379/265.60
• CPC Class Codes: H04M 3/5175 Call or contact centers supervision arrangements

Abstract

Employee performance in a call center or similar complex work environment is managed by selecting a controlled number of performance criteria from among numerous possible performance criteria, establishing performance goals for the selected performance criteria, communicating the goals to the call center employees, monitoring the actual performance of the employees in relation to the performance goals, and reporting the performance of the employees in relation to the performance goals to the employees, management or both.

Claims

1. A method for managing employee performance in a call center environment, the method comprising the steps of:

selecting no fewer than three and no more than seven performance criteria from among numerous possible performance criteria for call center employees;

establishing a performance goal for each of the selected performance criteria;

communicating the performance goals to the call center employees;

monitoring actual performance of the call center employees in relation to the performance goals; and

reporting to recipients selected from a group of recipients consisting of management and the call center employees the actual performance of the call center employees in relation to the performance goals.

2. The method as claimed in claim 1, wherein the selecting step comprises selecting at least one performance criterion reflecting employee productivity and at least one performance criterion reflecting employee effectiveness.

3. The method as claimed in claim 1, wherein the selecting step comprises selecting no fewer than four and no more than six performance criteria.

4. The method as claimed in claim 3, wherein one of the selected performance criteria is quantity of call transfers.

5. The method as claimed in claim 3, wherein one of the selected performance criteria is quantity of short duration calls.

6. The method is claimed in claim 3, wherein one of the selected performance criteria is employee availability to receive calls.

7. The method as claimed in claim 3, wherein one of the selected performance criteria is average call handle time.

8. The method as claimed in claim 3, wherein at least two of the performance criteria are selected from the group consisting of:

quantity of call transfers, quantity of short duration calls, employee availability to receive calls, average call handle time, frequency of repeat calls, and a subjective quality score.

9. The method as claimed in claim 3, wherein the performance criteria comprise:

quantity of call transfers;

quantity of short duration calls;

employee availability to receive calls; and

average call handle time.

10. The method as claimed in claim 1, wherein one of the selected performance criteria is selected from the group consisting of:

frequency of repeat calls, and a subjective quality score.

11. The method as claimed in claim 1, wherein the reporting step comprises providing predefined reports accessible in substantially real time at a computer terminal.

12. The method claimed in claim 11, wherein the predefined reports are configured to allow management to view actual performance of a first organization in relation to the performance goals, to compare the actual performance of a first organization against other organizations, and to compare the actual performance of the first organization against past performance of the first organization.

13. The method as claimed in claim 12, wherein the predefined reports are configured to allow management to view actual performance across an entire organization and selectably view actual performance of sub-groups of the organization.

14. The method claimed in claim 11, wherein the predefined reports include a report relating to actual performance of each of a predetermined number of poorest-performing call center employees.

15. A system for managing employee performance in a call center environment, comprising a processor system in communication with call center telephony equipment and programmed or adapted to:

monitor, in response to employee call data received from the call center telephony equipment, actual performance of call center employees in relation to call center employee performance goals pre-established for each of no fewer than three and no more than seven performance criteria pre-selected from among numerous possible performance criteria; and

report to recipients selected from a group of recipients consisting of management and the call center employees the actual performance of the call center employees in relation to the performance goals.

16. The system as claimed in claim 15, wherein the processor system is programmed or adapted to monitor actual performance of call center employees for each of no fewer than four and no more than six performance criteria pre-selected from among numerous possible performance criteria.

17. The system as claimed in claim 15, wherein at least two of the performance criteria are selected from the group consisting of:

quantity of call transfers, quantity of short duration calls, employee availability to receive calls, average call handle time, frequency of repeat calls, and a subjective quality score.

18. The system as claimed in claim 15, wherein the pre-selected performance criteria comprise:

quantity of call transfers;

quantity of short duration calls;

employee availability to receive calls; and

average call handle time.

19. The system as claimed in claim 15, wherein one of the selected performance criteria is selected from the group consisting of:

frequency of repeat calls, and a subjective quality score.

20. The system as claimed in claim 15, wherein the processor system is programmed or adapted to provide predefined reports accessible in substantially real time at a computer terminal.

21. The system as claimed in claim 20, wherein the processor system is programmed or adapted to provide a database having pre-established queries relating to the actual performance of the call center employees.

22. The system claimed in claim 21, wherein the queries comprise:

actual performance of a first organization in relation to the performance goals, actual performance of a first organization against other organizations, and actual performance of the first organization against past performance of the first organization.