Ifc Call Center for Mgmt BeahaviorEssay Preview: Ifc Call Center for Mgmt BeahaviorReport this essayIs the performance metric E-pay usage a good one? Why or why not?E-pay usage is good for the employee, but not good for the company. The reason their where more payouts and less solutions was because since the number of E-pays is divided by the number of other payments. Employees just never encouraged, or recorded other types of payments. An employee would call a customer and ask if they wanted to pay their bill, if the customer didnt agree to use E-Pay, the employee would be like oh well thank you, creating less sales overall.
When I worked for Verizon Wireless my manager called this “Selective Selling.” Basically selective selling would be when the sales man only sales products that are going to help him make money, over the good of the company. In Verizon if the customer didnt want to buy a phone with internet access it would hurt the reps number and thus they would get paid less. But the manager who gets paid on total number of contracts signed would get hurt by this. Same idea with E-Pay, employees are looking out for number one and in a company where it seems like a lot of people may not like their job there is no reason for them not too.
Consider motivating through goal setting. Do the goal levels and payouts make sense to you? What would you change and why?My response to number one comes into play in this answer as well. The goals and payouts make absolute sense to the sales man and low ranked employees who just saw their commission checks jump through the roof. Their motivated but only motivated to make money for their selves and this has a direct negative impact on the company. The employees are selling E-Pays more which the company likes but selling less overall solutions. Another possible plus for the company in this matter is since it is easier to get paid maybe their turnover rate would not be as high. Although it may be a high stressed job a lot of people will deal with a whole lot more when the money is good.
Overall though I feel as if the goal levels and payouts dont make sense for the company. Their losing out on total sales, and since their sales is getting payments, less payments are going to come in. The whole idea is to get the customer to pay off their debts so the company can stay financially strong and continue to produce credit cards for new customers. Motivating through goal setting, commission, spiffs, and incentive whatever you would like to call it knowingly works. Employees especially sales man love to get paid. But the whole idea is to find a payout that both works for the employee and the company. Maybe instead of an equation just have an overall payout. For every E-Pay u sell you get $1. For every other payment you get $.25 or any other variety but make both of them payable. Another commission I have worked under is percentage, and numbers. Your quota could be 25
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Anonymous wrote:
I have worked for a few companies over the past few weeks. They make a lot of money, and we just think we can take some of it from some of the bigger players like Payroll-based Payroll/Voucher systems like Payroll (and we’ll see you all there) and so on. I’ve seen some pretty big companies fail miserably (see the BizPay Payroll scam where they all didn’t pay back. Those guys will often go over to one of these small accounts over and over again) which I’ve seen fail because the team is so low on talent at this point in time. Some other companies I’ve worked with have given me tons of opportunities to do my own work just to make some pretty good money. The one thing I hate is being paid to just do my part to make $$$ in a small startup. It makes me a sh*t man. It gets annoying, even for those with a really amazing startup!
I’m sad to say we are not the only ones who can’t come up with such a system that truly gives the employee full control over the team, though I can see an example for you for example here. We have a team that hires almost completely from scratch and has few and often unorganized contracts. Our contract system is so weak that we spend all the time working on the same old shit. Even with the same system on our end we spend our time doing crap that requires a team to figure out and start to solve problems. At this point, it doesn’t do anything. The whole point of this thing is to make people feel like they aren’t getting paid because they are in a contract and get to make whatever amount they like. There is no way these companies can afford to make any new revenue. This is just the tip of the iceberg. It’s just a stupid system that can get stuck on the back of a shitty contract and can only get worse without any change so that’s a whole other story.
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Anonymous wrote: I got into the tech industry three months ago when Google came up with the idea in its first open source project. They really were the first technology company to do something like that on their own. I’m sure that it’s something that could happen to some company at some point. But hey, it makes sense to them.
And I think that all the other developers would agree on a lot. At least that’s how it seems at the moment, really. That’s the biggest problem in being a developer. We got a lot of people coming to developers and they didn’t love us as much as they should love us. We went from people who hated us to really like us. Maybe it’s not fair to blame the devs (our fault), but it’s not what I think happened. I think that all the other developers would agree on a lot. At least that’s how it seems at the moment, really. That’s the biggest problem in being a developer. We got a lot of people coming to developers and they didn’t love us as much as they should LOVE us. We went from people who hated us to really like us. Maybe it’s not fair to blame the devs (our fault), but it’s not what I think happened.
That’s exactly what happened. Everyone is so busy looking for new talent, and they put off finding one