Question: I struggle with employee turnover in my business and assume that this is a concern for answering services as well.  What is your turnover rate?

Answer: Like all employers, turnover rate varies.  Like all managers, we wish ours were lower.  We minimize our turnover by three specific actions:

Properly screening applicants: When we need to hire staff, our goal is not to hire the first good applicant that comes along, but to hire the best applicant, one who is an appropriate match for the job.  You would be surprised at the amount of time and effort we invest into the hiring process to ensure that we add the right people to our staff.

Training and orientation: Each new hire is given about four weeks (or more) of dedicated, one-on-one training before they begin working on their own.

Management and supervision: Once hired and trained, staff deserves, and must receive, proper management and supervision.  This puts them in the best position to serve you, as well as to be happy and fulfilled in their job, thereby continuing in their employment with our company.

You might be interested to know, however, that it is not our goal to have zero turnover!  Employees who started with us working in the call center have filled virtually every position in our organization.  If they proved themselves, they were promoted and thereby they caused turnover. 

Others have similarly proven themselves, but there were no openings for them within our organization at that time.  They left in order to better themselves.  We take great pride in those we have hired, trained, and nurtured who have advanced within our organization or gone on to work for other companies.  It is the truest affirmation of our hiring, training, and management of our staff.

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