It’s not unusual for newly appointed managers or supervisors to lack confidence in allocating or delegating tasks, for fear of losing control or in case the team member doesn’t do it as well as they would’ve done.
When we don’t see individual skill strengths there’s a tendency to demand all-round competence in a job. So development focuses on areas where a person is least capable with time and energy spent on working towards average performance.
It only takes one negative or obstructive person to get in the way and undo all your efforts. These people can have a massive impact on employee engagement, people’s performance and ultimately on your customer service levels.
in recognition of National Customer Service Week this week I thought it pertinent to pick out some of the observations and insights into the overall customer experience.
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One of the reasons one off training can fail is when not everyone in an influential position is bought into the messages.
Queues and being kept waiting are never going to be popular with your customers. What can you do to minimise the impact?
here are 11 considerations for setting your expectations with your team
Having fun contributes to your employee engagement, productivity and staff retention, all of which has a positive knock-on effect on your customer’s experience.
it’s far more encouraging a motivational to focus on how far they’ve come and improvements that they’ve made rather than focusing solely on the remaining gap.