Category: Podcasts

A Veteran in Customer Experience Innovation

We welcome Mark Honeycutt to this week’s episode of the Digitally Irresistible podcast. Mark has enjoyed a distinguished career, marked by significant contributions to the fields of technology, retail, and service. With over 25 years of experience, he has built a solid reputation for creating exceptional customer experiences at iconic brands such as Amazon and Microsoft. 

Mark has been involved in three major waves of customer care evolution. In the late 1990s and early 2000s, he was at the forefront of leveraging third-party companies, known as business process outsourcing (BPO) providers, to deliver customer experience solutions. Following this, he played a pivotal role during the offshoring wave, where customer care operations were relocated to different parts of the world to optimize costs and efficiency. 

In this episode, we delve into Mark’s expertise and explore the best practices for integrating automation in customer support to enhance the overall customer experience. Join us as we uncover the dynamics of this third wave with one of its most seasoned pioneers. 

Embracing the Third Wave of Customer Care and the Impact of Generative AI and Conversational Technologies

Mark identifies the current era as the “third wave” of customer care, driven by advancements in generative AI and enhanced conversational capabilities. This wave marks a significant shift toward a “tech first” engagement approach, revolutionizing how companies interact with their customers. As technology continues to evolve, it brings both opportunities and challenges, requiring a strategic balance between automation and human touch. 

Despite these technological advancements, one fundamental aspect remains constant: customer expectations. Customers still prioritize having their issues resolved quickly and efficiently while being treated with respect. This unchanging need underscores the importance of designing customer care solutions that meet these timeless expectations, regardless of the technological tools employed.

Leveraging Technology for Better Customer Engagement

The introduction of generative AI and advanced workflows enables two primary approaches: bots and agent assistance. Bots aim to handle customer engagements entirely through automation, providing swift and consistent responses. On the other hand, agent assistance focuses on reducing the cognitive load on human agents, improving their efficiency and compliance during customer interactions. This hybrid approach augments operational efficiency and ensures complex issues are seamlessly transitioned to human agents when necessary. 

Rethinking customer engagement with a technology-first approach involves meticulous planning and workflow design. Key considerations include determining when to involve human agents and which technologies to implement. Companies must strike a balance between automation and human intervention, minimizing customer friction while maximizing the benefits of both bots and human agents. Measuring customer satisfaction across these different touchpoints is crucial to refining and optimizing the customer experience.

“If you think about the future, AI will be engaged in every contact with the customer.” – Mark Honeycutt

While technology will play a more direct role in customer interactions, human agents will continue to be an integral part of the equation. Augmented by AI, agents will be better equipped to handle complex issues, offering a higher quality of service. The integration of AI in every customer contact is imminent, making it essential for companies to plan and implement these technologies thoughtfully. 

Characterized by the integration of generative AI and advanced conversational AI technologies, the third wave of customer care presents exciting opportunities for enhancing customer engagement. By thoughtfully implementing these technologies and maintaining a focus on core customer expectations, companies can navigate this transformation effectively.

Aligning Metrics and Strengthening Customer Satisfaction With Technology-First Approaches

One of the key themes Mark emphasizes is the importance of maintaining consistency in metrics between technology solutions and agent-assisted support. While the terminology may differ, the core objectives remain the same: ensuring a seamless workflow and unified measurement system across both types of interactions. 

Issue resolution from the customer’s perspective is paramount. A common mistake some companies make is relying too heavily on customer behavior metrics as their primary customer satisfaction (CSAT) measure, which can leave blind spots. Instead, a straightforward approach should be maintained: whether the care is provided through a bot or a live agent, the primary goal is to resolve the customer’s issue quickly and efficiently.

Key Metrics for Agent Assist Tools

When implementing AI-driven support systems, several metrics are crucial for assessing their impact on agent performance and overall operational efficiency:

• Speed to Proficiency: This metric measures the speed at which new agents reach a competent level of performance. By tracking how quickly agents become proficient, organizations can determine the effectiveness of their training programs and the support provided by AI tools.
• Average Handle Time (AHT): AHT is a standard metric in customer service, representing the average duration an agent spends on a single interaction. AI-driven assist tools aim to reduce AHT by providing agents with timely information and suggested responses, thus enabling quicker resolution of customer queries. 
• Dispersion of Handle Time: Another essential aspect to monitor is the dispersion of handle time, which refers to the variation in handle times among agents. Reducing this dispersion indicates that the performance gap between the best and worst-performing agents is narrowing, suggesting that AI tools are helping to standardize and elevate agent performance across the board. 

With a technology-first approach, additional metrics need to be incorporated to reflect the nuances of automated interactions. These metrics, while using new terms, mirror traditional agent-assisted measures:

• Containment Rates: Equivalent to first contact resolution (FCR), indicating the percentage of engagements fully handled by bots without requiring agent intervention.
• Fallout Rates: Similar to call abandon rates, reflecting instances where customers drop out of the workflow.
• Time in the Bot: Corresponds to the level-of-effort metric, measuring the duration and ease of customer interactions with the bot.

While concurrency is less critical in pure automation scenarios, it also remains an essential metric for agent-assisted interactions. Tools such as agent scripting technology and nudging cues play a significant role in helping agents manage multiple engagements simultaneously, thereby enhancing efficiency and customer experience. 

By closely monitoring these metrics, organizations can gauge the effectiveness of these tools and make data-driven decisions to further optimize their customer service strategies.

Balancing Voice and Text in Multi-Channel Customer Engagement

A significant aspect of modern customer care is the shift toward multi-channel and omnichannel engagement. Customer interactions now span multiple channels, such as chat, voice calls, SMS, or email. Effective customer service strategies must seamlessly integrate these channels to ensure a cohesive experience.

Customer Preference and Flexibility

A key aspect of successful customer engagement is allowing customers to choose their preferred communication channel. While companies can guide customers toward certain channels, it is essential to meet customers where they are most comfortable. Flexibility in engagement methods fosters a positive customer experience and reinforces the customer’s sense of control and satisfaction.

Integrating Voice and Text in Automation Strategies

Despite the rise of digital communication channels, voice remains the predominant medium for customer contact. However, implementing voice automation comes with unique challenges compared to text-based solutions. Voice interactions can be complicated by factors such as dialect variations, background noise, and line quality issues. These challenges require sophisticated technology and careful planning to ensure that voice delivers a reliable and effective customer experience. 

This is why it is crucial to include both voice and text options. For instance, a customer might start with a phone call and receive follow-up communications via SMS or email. Ensuring that both voice and text interactions are effectively managed and integrated into the overall customer service strategy is essential for a holistic approach to customer engagement.

Navigating the Challenges of Integrating Technology in Customer Service Operations

Mark identifies a significant challenge in the current wave of customer care: the need to effectively integrate advanced technologies with traditional customer service operations. Operations leaders are experts in managing customer experiences and executing call center operations. They excel in engaging with agents to deliver outstanding customer service. The rapid advancement of technology, exemplified by innovations like ChatGPT, has introduced new complexities that require a strong collaboration with the technology side.

Understanding and Addressing Technology Deficits

Operations leaders know what they want to achieve and have a clear vision of how to implement these changes within their business. In-house technology teams are typically overwhelmed with existing projects and demands, ranging from outdated code and security requirements to compliance with federal regulations. These constraints create a tech deficit, where the timelines for implementing new technologies are tight and often challenging to meet.

Collaboration for Successful Integration

Successful integration of new technologies into customer service operations necessitates close collaboration between operations and technology teams. This collaboration involves: 

• Clear Communication: Ensuring that both sides understand the goals and requirements of new technologies.
• Prioritization: Aligning technology projects with business priorities to manage the tech deficit effectively.
• Resource Management: Allocating the necessary resources to address both existing tech demands and the implementation of new solutions. 
• Continuous Learning: Encouraging ongoing education and adaptation to keep pace with technological advancements. 

Fostering strong collaboration and addressing the tech deficit allows companies to effectively integrate advanced solutions into their customer care operations. This approach ensures that technological advancements enhance the delivery of exceptional customer experiences.

A Three-Step Approach to Implementing Automation in CX

Step 1: Analytics

The first step in implementing automation in customer service is a thorough analysis of current operations. This involves understanding what has traditionally been done by human agents and identifying the major contact drivers. 

Mark emphasizes the need to dissect and analyze high-level workflows that agents typically handle. The analytics phase requires breaking down these workflows into detailed steps to identify various elements that need to be automated. This foundational step sets the stage for effective automation by ensuring that all critical aspects of customer interactions are accounted for.

Step 2: Development and Testing

Once the analytics phase is complete, the next step involves developing and testing the automation solutions. This phase is critical as it transforms the insights gained from analytics into actionable plans and functional systems. 

In the development stage, teams create a detailed roadmap and development plan. This includes designing the automation workflows and programming the necessary components. Thorough testing follows, ensuring that the automated systems function correctly and meet the desired objectives before they are publicly deployed. 

Step 3: Post-Deployment Measurement and Efficiency

The final step in the automation implementation process is post-deployment measurement and evaluation. This phase focuses on assessing the effectiveness and efficiency of the deployed automation solutions. 

Once the workflows and automation are live, measure their performance against predefined metrics. This includes evaluating customer fallout rates, understanding why customers abandon bots, and deciding whether to enhance the existing workflows or move on to new contact drivers. The goal is to ensure that the automation achieves its intended outcomes and continuously improves over time. 

A key consideration in this process is maintaining consistent metrics across both automated and agent-assisted interactions. Using the same customer satisfaction and success measurements for both automation and human agents helps gain true insights into the effectiveness of the customer service operations.

“Whether the interaction is handled by an agent or through automation, the metrics should be similar. This consistency helps in obtaining a comprehensive understanding of customer satisfaction and operational success.” – Mark Honeycutt

Practical Examples of Leveraging Automation for Cost-Effective Issue Resolution

Utilizing Interaction Analytics for Quality Assurance and Customer Insights

Mark shares a practical example of how customer care leaders can effectively deploy automation to drive cost-effective issue resolution, emphasizing the importance of interaction analytics. In one of his larger operations, Mark leveraged this for both quality assurance (QA) and voice of the customer (VoC) insights. With a large offshore population, one of the significant challenges was language skills and understandability. By implementing interaction analytics, the company could evaluate tens of thousands of contacts daily and identify representative insights and coaching opportunities in near real-time. 

Furthermore, interaction analytics helped in understanding customer reactions to controversial company policies. Instead of relying on filtered reports, agents could directly listen to customer comments, providing unvarnished insights that informed policy adjustments and improved customer relations. 

Interaction analytics play a pivotal role in capturing and analyzing customer interactions. These analytics help in understanding customer sentiments, identifying common issues, and ensuring that both self-service support solutions and live agent interactions meet the desired service standards.

Using Metadata to Reduce Churn and Prevent Fraud

Mark provides another example in the context of membership or subscription services, highlighting the proactive capabilities of automation. One of the biggest indicators of churn is customer engagement with the service. By analyzing metadata on service usage, companies can create nudges to encourage engagement before a customer decides to cancel their subscription. 

Mark explains that if usage data indicates a customer is not engaging with the service, automated nudges, such as order status updates, can be sent to re-engage them. This proactive approach can significantly reduce churn and improve retention.

“[Companies] can use automation components to provide a more complete and secure experience for [their] customers.” – Mark Honeycutt

In product-based services, automation extends beyond simple order status updates. Mark illustrates how bots manage complex scenarios like late or lost shipments. A bot informs customers about their order status and, if an issue arises, handles it seamlessly.  

For example, if a product is delayed, especially with expedited shipping, the bot offers concessions, refunds, or replacements based on predefined policies. This comprehensive workflow ensures customer satisfaction even in problematic situations. 

Metadata is also used to identify potential risks, such as unexpected locations for customer calls, by analyzing call data and comparing it to expected patterns. In financial services, for instance, automation leverages metadata to enhance security and fraud detection. Automation flags these issues for further investigation, providing a more secure experience for customers.

Steps for Brands to Start or Expand Automation in Customer Support

A well-thought-out approach can save significant time and effort in the long run. Critical considerations during the planning phase include:

1. Transparency: Decide whether to inform customers that they are interacting with a bot. 

2. Engagement Duration: Determine how long customers should interact with the bot before being transferred to a human agent. 

Once the resource needs are identified, brands must decide how to allocate them effectively. Mark suggests three primary options: 

1. Reallocate Existing Resources: Shift staff from lower-priority projects to focus on automation. 

2. Request Incremental Resources: Advocate for additional resources to support the automation efforts. 

3. Utilize Third-Party Solutions: Engage BPOs, IT, or consulting organizations to advance the automation roadmap. 

Mark shares a real-world example from his experience with a large seasonal business, which required doubling the staff during peak times. The challenge was the lack of a training environment, which was crucial for preparing seasonal staff. The company built this environment using the six most common transactions. This approach allowed the seasonal staff to practice without the anxiety of live customer interactions, resulting in a 30% improvement in velocity to proficiency. 

Starting or expanding the use of automation in customer support involves strategic planning, resource allocation, and leveraging third-party solutions when necessary. Taking a planful approach and addressing key considerations upfront allows brands to integrate automation effectively, leading to improved customer experiences and operational efficiencies. 

What Mark Does for Fun

Mark is a dedicated college football and Major League Baseball fan. In the fall, you can find him tailgating at Husky Stadium in Seattle with his family. He also loves traveling in his RV, combining his passion for sports with the freedom of the open road. Mark also works out to stay energized and focused. 

To learn more about Mark, connect with him on LinkedIn.

Unveiling iQor India’s Strategic Leadership in CX Innovation

In this episode of the Digitally Irresistible podcast, we are joined by Maneet Sehgal and Manish Parikh, leaders at iQor India who bring a wealth of expertise in operations and financial services. 

With over two decades of experience, including 15 years at iQor, Maneet has overseen significant advancements in iQor’s business process outsourcing (BPO) operations and possesses a strong background in technology. Manish’s robust background in financial services spans 16 years at iQor, and he has played an essential role in implementing commercial strategies across global markets for iQor’s clients. 

Maneet’s journey from the technology sector to becoming the senior director and country lead for iQor India reflects her deep-rooted commitment to innovation and strategic leadership. Similarly, Manish’s extensive experience in financial services helps contribute to iQor’s diverse service offerings and global client engagements. Together, they offer profound insights into iQor India’s strategic initiatives, its pivotal role in the BPO industry, and its commitment to delivering unparalleled customer experience (CX) solutions worldwide.  

Join us as we explore their accomplishments and their vision for iQor India’s future growth as well as its impact on the evolving landscape of CX.

A Pillar in the BPO Industry

As a pioneer in the BPO industry, India has set the stage for global outsourcing, with iQor standing at the forefront and developing partnerships with an impressive client roster for various industries. Established in Noida, iQor India’s journey spans 20 years of continuous evolution and growth, marked by iQor’s commitment to delivering exceptional customer service and operational excellence.  

iQor India’s service portfolio is expansive and diverse, catering to a wide array of clients across industries, including retail, travel and hospitality, and technology, among others. Our services range from traditional customer care and onboarding to advanced back office functions like revenue management and dispute resolution. From foundational customer care solutions to cutting-edge digital offerings such as chat services, iQor India’s tenured staff exemplifies versatility and innovation in meeting modern business challenges.  

Moreover, the implementation of specialized back office support services like cash management, application chargebacks, and a range of other finance and accounting processes underscores iQor’s strategic commitment to improving efficiency and optimizing client operations. This comprehensive suite of services positions iQor India as a strategic partner for global enterprises seeking to streamline operations and elevate customer experience standards.

iQor’s cash application specialists identified areas of improvement for a telecom client, including streamlining time-consuming tasks and centralizing operations, resulting in the elimination of $30 million lockbox unallocated payments, a 99.9% reduction.

Growing to Meet Increasing Demand for CX Excellence

With over two decades of performance-driven managed services in Noida, iQor India has established itself as a cornerstone of the company’s global operations. Less than three hours away from India’s capital of New Delhi, Noida is a convenient and bustling hub of talent and technology. The strategic placement of iQor India in Noida within the Delhi National Capital Region (NCR) benefits from the government’s ongoing infrastructure growth and ensures seamless collaboration with our other locations. This synergy allows us to offer a wide range of services, including non-voice and back office solutions, and provide our clients with unmatched customer experiences.  

After achieving notable success in serving clients worldwide, iQor India is focused on expanding its operations ambitiously and continuously driving delightful customer experiences. Currently, iQor is making significant investments in its Noida location to strengthen its operational capabilities. By Q3 2024, iQor India will double its office space, reflecting its commitment to accommodating growing client demands and expanding its service offerings. 

Maneet shares exciting plans for the facility, highlighting its campus-style design and corporate office environment. Situated amidst modern amenities such as food courts and gymnasiums, the new office promises to foster a vibrant and productive workplace for employees while boosting operational efficiency to better serve our global clientele across multiple industries. 

iQor India collaborates closely with other iQor locations worldwide, ensuring seamless integration and augmented service capabilities globally. iQor India services some of iQor’s key clients across global facilities — such as Trinidad, Colombia, the Philippines, and the U.S. — and plays a critical role in the delivery of iQor’s shared services. iQor India hosts one of the largest teams handling iQor’s global finance operations and is a significant hub for technology services. In a material way, iQor India serves iQor as “its own customer” internally. 

“At iQor India, we have a talent pool of close to 1,500 brilliant iQorians. One of the key factors that has contributed to India’s success is the availability of a large pool of highly educated and technically skilled workers.” – Maneet Sehgal

iQor India’s Strategic Advantages and Future Outlook in the Global BPO Landscape

iQor India’s success story is underpinned by several critical factors that have contributed to its prominence in the global BPO landscape. A highly skilled and educated workforce has been instrumental, leveraging India’s robust education system to provide specialized services across various domains. The country’s competitive labor costs further strengthen its attractiveness as a strategic outsourcing destination, offering significant cost advantages to clients worldwide. 

Moreover, iQor India benefits from supportive governmental policies and a stable political environment, fostering a conducive business climate. Tax incentives and infrastructure developments have further bolstered its operational efficiency and scalability, enabling iQor India to consistently meet and exceed client expectations. Operations in iQor India enjoy maximum uptime, ensuring consistent service delivery and operational stability. As the world becomes more connected, the demand for world-class CX services is expected to increase. India is well positioned to meet this demand with its skilled workforce, cost competitiveness, and English language proficiency. 

Looking ahead, iQor India is poised for continued growth and innovation in the global CX arena. As businesses increasingly prioritize seamless customer interactions and personalized services, iQor India stands at the forefront, leveraging its longstanding expertise to deliver exceptional CX solutions. iQor’s commitment to expanding its service offerings and increasing operational capabilities reflects its proactive approach to meeting evolving market demands. 

Stay tuned as we continue to report on iQor India’s ongoing evolution and its pivotal role in shaping the future of CX solutions globally! 

To learn more about Maneet and Manish, connect with them on LinkedIn.

Unveiling Accelerated Business Success by Unlocking AI Potential

We welcome Joe Buggy to this week’s episode of the Digitally Irresistible podcast. As an innovative executive leader with a rich background in operations, business development, and finance, with specialization in the BPO sector, Joe is renowned for his strategic insights. 

Growing up as the son of an Air Force family with Irish-Italian heritage, Joe developed a keen eye for detail and a knack for problem solving. His passion for optimizing processes and delivering results, fueled by his experiences working alongside industry-leading professionals, has shaped his career trajectory. 

Leveraging his deep expertise in trust and safety and content management, Joe has led the charge on multiple transformative endeavors for business process outsourcing (BPO) companies, propelling growth and performance within these customer-centric enterprises. In this episode, we delve into the world of data annotation and labeling and its impact on the business world.

Exploring Content Management and Data Annotation

To provide context, we first explore the realm of content management—a cornerstone of brand representation and engagement in the digital age. Joe explains how content management encompasses everything from digital presence to product portrayal, emphasizing its pivotal role in shaping brand perception and customer experience.

Transitioning to the core of our discussion, Joe breaks down the concepts of data annotation and labeling, which are critical aspects of content management since they ensure a brand’s content is accurately described in its systems. He explains that labeling involves assigning simple tags to unstructured data, such as images or text, to facilitate understanding for artificial intelligence (AI) algorithms. Joe gives an example of a cat image, where the label “cat” informs the system about the content, demonstrating that this process extends to all forms of data. Annotation, however, adds layers of context, enabling more nuanced interpretation and data utilization for sentiments, uses, or directions. 

If we consider four primary data types—numerical/alphanumeric text, images, audio, and video—the complexity and unstructured nature increase as we move from numeric to alphanumeric to image, audio, and video data. This escalation underscores the crucial need for labeling and annotation to provide context for AI models. For example, in image recognition, labeling each image with metadata such as “flower species” enables AI to accurately classify different types of flowers. Similarly, in audio transcription, labeling with timestamps and the speaker identities ensures precise transcription of conversations.  

In video analysis, annotations like “suspicious behavior” help AI detect and respond to specific events. Overall, labeling and annotation are essential for transforming raw data into structured information that AI can effectively understand and utilize across various applications.

The Intersection of Annotation, Industry Applications, and Deliberate Partnerships in AI Development

In our deep dive into the realm of AI development, Joe further illuminates the pivotal role of annotation and labeling. He explains how these foundational processes serve as the bedrock for training AI models, elevating their accuracy and contextual understanding to unprecedented levels. Joe underscores the importance of structured data in this process, emphasizing how it enables AI algorithms to glean meaningful insights and make more accurate predictions that drive successful outcomes for brands. 

As we cross the landscape of data annotation and labeling, Joe provides a panoramic view of their diverse applications spanning numerous sectors. From the dynamic realms of healthcare, where AI powers telemedicine and aids in drug development, to the bustling domains of retail, where every retailer strives for a seamless omnichannel customer experience (CX) Joe explains how AI-driven solutions create transformative changes. In healthcare, AI models assist in diagnosing medical problems and understanding drug interactions by relying on meticulously labeled data. Similarly, in retail, AI improves customer experiences by allowing users to virtually try on clothing or eyeglasses tailored to their body style or face shape. These algorithms continuously learn from user preferences, suggesting products that align with individual tastes, akin to the automotive industry’s use of AI for autonomous vehicles and predictive maintenance. Across digitally native industries, travel services, consumer products, and gaming, AI’s integration optimizes operations, predicts market trends, and fosters brand acceptance through data-driven insights and personalized recommendations. 

Given the scale and complexity inherent in data annotation, Joe describes the importance of forging partnerships with BPO organizations. Joe highlights how these collaborations empower brands to navigate the intricate landscape of AI development with confidence and agility. By tapping into BPOs’ depth of knowledge in annotating and labeling data—whether through bounding box, semantic annotation, video annotation, or cuboids—brands can ensure high-quality data preparation crucial for computer vision, natural language processing, and audio processing applications.  

BPOs excel by identifying and hiring top talent and training them rigorously in specialized systems and processes. Moreover, these partnerships enable continuous improvement through robust quality monitoring, feedback mechanisms, and coaching to drive new goals and introduce optimized processes. Through strategic collaborations, Joe envisions a future where innovation knows no bounds and the transformative potential of AI is fully unleashed to shape a brighter tomorrow. With support from BPOs, organizations can confidently build and execute their AI strategies with the scalability, quality, and security needed for success.

Navigating Security, Privacy, and Brand Considerations in AI Initiatives

In our exploration of AI initiatives, Joe delves into the critical aspects of data security and privacy. Addressing pertinent concerns surrounding the handling of consumer and proprietary data, Joe emphasizes the need for robust measures to safeguard sensitive information and the importance of implementing stringent protocols and cutting-edge technologies to ensure compliance with regulatory standards and instill trust among stakeholders. By prioritizing security and privacy in AI-driven initiatives, organizations can mitigate risks and uphold the integrity of their data assets, paving the way for sustainable growth and innovation in the digital landscape.

With significant experience in navigating the complexities of AI implementation, Joe’s valuable insights highlight key considerations that can shape the success of brands seeking to harness the full potential of AI. He points out the significance of aligning AI strategies with organizational goals and values, ensuring a cohesive approach toward driving business objectives. Identifying gaps in expertise and resources and forming tactical partnerships with trusted providers can help augment a company’s capabilities and ensure seamless execution of services. Adopting a holistic approach and leveraging the expertise of external partners enables brands to unlock the full potential of AI technology, driving innovation and sustainable business growth in today’s competitive landscape.

“Identify where [your brand’s] gaps are and if those gaps include meeting the speed, the scale, the different data types, and the security at a level of accuracy and consistency that the organization requires, I would look to partner with a trustworthy organization to address those gaps.” – Joe Buggy

What Joe Likes to Do for Fun

When not working, Joe enjoys outdoor cooking and golf, highlighting the importance of work-life balance and sharing cherished moments with friends and family.  

To learn more about Joe, connect with him on LinkedIn.

The Vital Role of Leadership in Customer Satisfaction

We welcome Daniel Burks to this week’s episode of the Digitally Irresistible podcast. As a retail management professional with over two decades of experience in elevating customer experience and service excellence, Daniel brings a perspective on leadership that blends both intellectual and heartfelt elements to create exemplary leaders. 

As a U.S. Army veteran, Daniel recognizes the importance of acknowledging a team member’s achievements, a practice that fosters a collaborative environment where every member feels valued and driven to pursue collective objectives. His leadership experience, whether in military operations, call center settings, or remote teams, has culminated in five key leadership pillars designed to develop leaders who successfully manage teams equipped to deliver top-tier customer experiences. 

Tune in as Daniel explains these pillars, which he deems as essential for building an environment rich in communication, high morale, and meaningful recognition.

The Influence of Personal Background on Professional Leadership

Raised by Great Depression-era grandparents, Daniel says they significantly shaped his professional and personal life by instilling in him a sense of simplicity and kindness, which he has carried into his leadership style. This foundation of straightforward, compassionate interactions has been a guiding principle in his life and career, particularly in how he approaches leadership and customer service in large organizations. He credits these values for teaching him how to treat people and manage customer interactions effectively. 

Prior to entering retail in 1999, Daniel served in the U.S. Army, where he noted the importance of recognizing his fellow soldiers’ achievements without delay. He learned a simple strategy for offering recognition successfully. 

1. Recognize in a timely manner. The sooner you acknowledge someone, the more impactful and meaningful your interaction will be. 

2. Recognize specifically and publicly. When pointing out a noteworthy moment in an individual’s performance, mention exactly what someone achieved in front of their peers so they have the opportunity to shine. This also inspires others to adopt good habits. 

Drawing on the influence from his grandparents and his military experience, Daniel carried these lessons of discipline and empathy into his future leadership roles. 

The Impact of Mentorship and the Pursuit of Leadership Excellence in Retail CX

From his early days in the retail industry, Daniel’s journey was greatly influenced by the exceptional leaders and mentors he had the privilege to work under. These mentors were pivotal in recognizing his potential. They invested time to help Daniel refine his skills by providing honest feedback when needed, which was aimed at guiding him toward success and personal and professional development. This foundational support fostered Daniel’s growth and instilled in him the value of continuous learning and self-improvement. 

As Daniel progressed in retail CX, he observed that his true passion lay in more than managing teams or processes efficiently—he enjoyed lighting the spark of leadership in others. The joy and fulfillment he found in seeing managers, especially those early in their roles or those facing challenges, develop and succeed under his guidance became his driving force. He devoted himself to empowering these managers, helping them bridge knowledge gaps and improve their ability to lead effectively. 

Daniel believes this commitment to nurturing leadership skills among managers is crucial in any business environment. Such devotion significantly impacts how teams perform and, more importantly, how customers experience services. By focusing on developing strong, capable leaders, Daniel has contributed to creating cultures where continuous improvement is valued and customer service excellence is a natural outcome. This approach enriches team dynamics and elevates the overall customer experience, making it a strategic priority for any organization aiming for long-term success.

The Evolution From Manager to CX Leader

Throughout his career, Daniel experienced a pivotal shift from managing teams directly to leading managers. This transition involved moving away from day-to-day operations to focusing on developing leadership skills in others. It was in this phase that Daniel discovered his true passion for developing effective leaders—boosting their ability to build and inspire their teams. 

He sheds light on a common challenge in the professional sphere: understanding the nuanced differences between managing and leading. According to Daniel, management primarily involves overseeing processes and achieving key performance indicators (KPIs) expected by an organization. Leadership, however, is fundamentally about guiding and nurturing people, requiring a different set of skills and approaches. 

Daniel believes that some organizations tend to promote individuals based on their current job performance, assuming these skills will naturally extend to managing teams. This practice can lead to what he describes as “promoting to failure.” In many cases, while new managers excelled in their previous roles, some struggle as managers because they are unprepared for the demands of leadership that often require them to motivate and develop their teams rather than focus solely on their tasks. 

A particular issue Daniel identifies is that many managers do not fully understand what “winning” looks like beyond their personal accomplishments. Without a clear definition of success from a leadership perspective, managers may end up either adhering rigidly to existing protocols—which may not always be effective—or overextending themselves by attempting to perform multiple roles within the team.  

Daniel suggests managers take the time to reflect on their new roles and what these roles entail. Understanding and articulating what success looks like in their managerial capacity, both for themselves and for their teams, is essential. Translating organizational goals into a clear and inspiring vision for team members connects management and true leadership.

Unpacking the Five Key Pillars of Leadership

After exploring the common challenges that new managers often encounter, Daniel Burks developed a structured approach to overcome them and drive leadership effectiveness. He has distilled his extensive experience into five key pillars of leadership, each designed to address specific aspects of leadership and team development.  

These pillars serve as a fundamental framework for managers at all levels to cultivate the skills necessary for leading with confidence and integrity.  

1. Defining and Communicating Expectations: Clear communication is crucial in leadership. Daniel stresses the importance of defining what success looks like and ensuring that these expectations are communicated clearly to the team. This clarity helps in setting a clear direction and creates accountability among team members. 

2. Distinguishing Management from Leadership: Daniel makes an important distinction between managing processes and leading people. He explains that while management involves overseeing and optimizing processes, leadership requires connecting with people at a human level, inspiring and motivating them toward achieving shared goals. 

3. Performance Management: Effective performance management is about recognizing good performance and addressing areas where team members can improve. Daniel advocates for immediate and constructive feedback, which helps individuals realign with the team’s goals and ensures consistent performance. 

4. Training and Development: Continuous learning and development, like iQor’s active learning approach for frontline agents, are key to maintaining a competitive edge. Daniel encourages creating a culture where team members feel comfortable admitting their shortcomings and seeking help, which fosters a supportive learning environment. 

5. Morale and Recognition: Recognizing and celebrating achievements within the team can significantly boost morale and encourage a culture of performance excellence. Daniel highlights the importance of timely and specific recognition that makes team members feel valued for their contributions, a practice that harkens back to his time in the U.S. Army. 

“What gets measured gets done, and what gets recognized gets repeated.” – Daniel Burks

Harnessing Technology to Transform Customer Experience

Having transitioned from an IT director to a leader in CX, Daniel brings a unique perspective on the transformative power of technology in the customer service industry. For many years, Daniel attended tech-heavy conferences and witnessed the evolving role of technology in CX. He noticed that while his organization was employing advanced tech stacks, such as artificial intelligence (AI) and machine learning, the full potential of these technologies was not always clear to his team.  

To address this, Daniel clearly articulated the purpose and benefits of technological advancements. He describes technology as an “accelerator,” a tool that boosts the capabilities of employees rather than replacing them. By doing so, he ensures that team members see technology as an ally in their efforts to deliver superior customer service. 

Moreover, Daniel points out the critical need for leaders to stay abreast of technological trends and their implications for the brand. He spends a significant portion of his time educating himself and his team about the latest developments, ensuring that everyone understands how these innovations can affect their ability to deliver excellent customer experience. This enables his team to maximize technology’s potential to make their jobs more efficient and strengthen the overall customer experience. 

A commitment to clear communication and technological empowerment is reflective of Daniel’s broader leadership strategy, encapsulated in his five key pillars of leadership. Each pillar, ranging from defining clear expectations to nurturing morale and recognition, is imperative in a culture where technology and human ingenuity combine to foster outstanding customer experiences.

“You lead with your mind; you manage with your heart.” – Daniel Burks

What Daniel Likes to Do for Fun

Daniel is on a journey to grow pumpkins that he plans to sell within his local community in the fall of 2024. He is dedicated to cultivating a successful pumpkin patch, studying germination, growth time, seasonal calendars, and planting zones to provide sufficient care. 

To learn more about Daniel, connect with him on LinkedIn.

Creating Onboarding Experiences That Empower New Hires

In this episode of iQor’s CX Labs Digitally Irresistible podcast, John Mercer, director of continuous improvement at iQor, delves into iQor’s Qoncierge program, which is dedicated to welcoming newly hired frontline employees. In this role, he supports the Qoncierge team to make sure they have the training and tools to guide new employees so they are prepared to deliver consistently remarkable CX for our clients’ customers. 

Since his arrival at iQor in 2014 as an operations director in the telecommunications space, John has gained extensive experience that has equipped him with a deep understanding of operational efficiency and employee experiences, both of which help to establish a culture driven to facilitate irresistible CX. 

Read on to discover how iQor’s Qoncierge program champions engagement and training for new frontline employees from the outset, building a confident and prepared workforce ready to create excellent customer experiences.

The Role of iQor’s Qoncierge Program

The Qoncierge program is designed to offer a seamless and supportive experience for new frontline hires from their first day at iQor until their graduation from training. A Qoncierge serves as an employee’s initial contact, providing a welcoming introduction to iQor’s company culture and expectations. This role assists in establishing strong employer-employee relationships early on, which are vital for long-term employee retention and satisfaction. 

The Qoncierge’s role is critical—each one provides a white-glove experience that extends throughout onboarding and training for the employee’s first 90 days. From the initial welcome and site tour to icebreaker games and weekly meetings, the Qoncierge’s tailored support helps to alleviate the common anxieties associated with starting a new job, allowing new employees to focus on their growth and learning with confidence.

Bridging Connections for Consistent Frontline Employee Support

Onboarding is the fundamental first step in an employee’s journey and sets the tone for their career path and potential success. A vital component of effective onboarding and training programs is the continuity of support. John sheds light on the Qoncierge’s role beyond welcoming new employees—it’s about being a steadfast presence throughout the initial training phases.  

As a representative of the organization’s commitment to its employees, the Qoncierge navigates new hires through company procedures, addresses their concerns, and integrates them into their roles efficiently. By connecting new employees and various operational departments, the Qoncierge is instrumental in helping new hires overcome potential obstacles, thereby enabling a seamless transition from trainee to full-fledged iQorian.   

Acting as a liaison, the Qoncierge ensures that frontline employees understand their role within iQor and have a clear roadmap for the expectations set forth, along with the resources available to support their development in the organization. This meticulous attention to detail fosters an inclusive and attentive atmosphere from Day One. 

The Qoncierge Program’s Impact on Employee Retention and Satisfaction

One of the standout aspects of the Qoncierge program is its proven effect on improving employee retention rates and overall satisfaction. The program helps new hires integrate smoothly into iQor and fosters a sense of belonging and commitment. Both continuously touching base and engaging new employees drive employee satisfaction and longevity with iQor.

Creating Brand Ambassadors for Client Success From Day One

A positive initial impression of a new workplace can significantly influence an employee’s enthusiasm and commitment to their role, which, in turn, affects how they interact with customers. The Qoncierge team helps facilitate new employees’ early impressions, setting the stage for developing a workforce that is both skilled and motivated to deliver excellent CX. 

John explains that when employees are well trained, engaged, and satisfied, they become brand ambassadors who champion excellent customer service, further solidifying the Qoncierge’s positive influence on new employees. Committed and well-supported employees become the voice of the products and services they represent, which is the ultimate goal for clients who entrust their operations to iQor.   

Our clients expect that the employees we hire will represent their products and services at the highest standard of service delivery when engaging with customers. The Qoncierge program fulfills this expectation by ensuring that every new hire receives a comprehensive and enriching training experience. This program is a cornerstone of iQor’s organizational development strategy to provide exceptional CX by ensuring that our employees are well prepared and well supported.  

Through this program, we ensure that our new hires transition smoothly into competent professionals who elevate our clients’ brands and contribute positively to their reputation. This alignment of employee training and excellence in service delivery stems from our commitment to partnering with each client to meet and exceed their CX objectives.

iQor’s Symphony [AI]^TM ecosystem further drives these experiences by redefining the employee lifecycle, seamlessly blending automation and human capabilities. This innovative approach—spanning talent acquisition, training and development, and performance excellence—underscores iQor’s commitment to nurturing a highly efficient, compliant, and satisfied workforce. Our decades of accumulated process knowledge inform our best practices and methodologies, enabling us to optimize every employee’s capabilities from their first day with iQor.

Communication and Feedback Drive Employee Growth and CX Success

John’s approach to guiding the Qoncierge program involves frequent training sessions for the Qoncierge  team, along with quarterly town halls to share best practices and unify the teams across all sites and lines of business. These meetings are vital for building trust and strengthening culture and morale. They serve as a forum for Qoncierges to voice their challenges, share successes, and collectively brainstorm ways to continually have a positive impact on new employees. This collaborative approach ensures that the entire team stays aligned and motivated, driving continuous improvement in how we onboard and train our frontline workforce.   

John also utilizes weekly satisfaction surveys and has recently introduced an employee lifecycle survey. The weekly surveys aim to capture satisfaction scores at the program level, contributing to a continuous feedback loop that identifies strengths and areas of improvement. Furthermore, a comprehensive employee lifecycle survey marks satisfaction milestones from recruitment to 60 days into production, providing actionable data to refine the onboarding process. 

This feedback is invaluable for the Qoncierge team because it addresses specific areas for growth and develops strategies to further optimize the effectiveness of the program, which establishes the foundation of smile-worthy CX. This scheduled communication ensures that iQor remains responsive to the needs and expectations of its employees, leading to a dedicated and motivated workforce. 

John’s insights underscore the critical role of programs like the Qoncierge in building a supportive and engaging work environment. These initiatives are about more than making a good first impression for new hires—they are about laying the foundation for sustained employee involvement and satisfaction that benefits the employees and our clients. Our ongoing commitment to the Qoncierge program empowers us to develop a more productive workplace that is also enjoyable for our frontline workforce.   

The measure of the Qoncierge program’s success is clear through industry-leading retention rates and heightened employee satisfaction, which make iQor a Great Place to Work^®. By investing in the nurturing and development of our employees from the outset, we’re cultivating a community of engaged advocates who are ready to provide best-in-class customer experiences. 

To talk with John about iQor’s Qoncierge program, connect with him on LinkedIn. To learn more about iQor’s amazing culture, visit iQor.com/how-we-work. 

Building and Sustaining Memberships Through Excellent CX

This week we welcome Jennifer Blevins to the Digitally Irresistible podcast. Jennifer is the senior vice president of member engagement and relationship management at Wespay, a payments association that guides its members with insights on best practices, business solutions, strategy, compliance, and other critical payments factors. With over two decades of experience in treasury management, sales, product development, and more, Jennifer shares her journey and insights into the transformative power of treating membership-as-a-service with a commitment to excellence. 

Prior to joining Wespay, Jennifer was a member for more than eight years, actively participating in the member advisory council and utilizing Wespay’s resources to enhance her expertise in treasury management. This firsthand experience as a member equipped her with a deep understanding of member needs, which now translates into her work at Wespay, where she champions member engagement and delivers exceptional experiences. 

Tune in as we discuss how listening to members, leveraging their feedback, and maintaining a commitment to continuous improvement are crucial to creating a service that meets and exceeds expectations to building a thriving membership service. 

Membership-as-a-Service Is All About the Experience

Jennifer joined Wespay after working for Umpqua Bank as a regional sales manager. She credits her strong background and experience in treasury management and product marketing at smaller financial institutions for paving the way to her current role at Wespay, whose membership-as-a-service is its product. This also enabled a smooth transition into her new role.  

Jennifer says Wespay stands out from other payments associations because it provides comprehensive support to its members, including banks and credit unions, for education, audits, and risk assessments. She explains that in membership-as-a-service, the membership itself is the product. Unlike traditional product sales, where the relationship transitions from a transaction to customer service, membership-as-a-service begins and continues as a service relationship in perpetuity.  

This is achieved by providing members the ongoing resources, support, and experiences that empower them to achieve their goals.

Immediate Support Creates Exceptional Customer Experiences

In the pursuit of delivering unparalleled customer experiences, Wespay has innovated a unique touchpoint for its members: the payments hotline. A source of pride for the organization, this service epitomizes Wespay’s dedication to offering timely and expert support, ensuring that members have access to the assistance they need when they need it.  

The payments hotline is designed with intentionality at its core, serving as a direct line for members to engage with Wespay’s team of subject matter experts. Whether the inquiry involves automated clearing house (ACH), check processing, risk management, faster payments, or fraud prevention, the hotline ensures that members can obtain insights and resolutions without delay.  

Wespay’s team members are deeply versed in the nuances of payment systems and the myriad challenges that financial institutions may encounter. This expertise ensures that the guidance provided is also tailored to address the specific needs and contexts of each member. By offering a mix of traditional and digital communication channels—phone calls, emails, and chat—Wespay caters to the diverse preferences of its members, ensuring ease of access to its support services.

Wespay’s Commitment to Empowerment Through Education

At the heart of Wespay’s mission is a commitment to education, a cornerstone that Jennifer, with her extensive experience both as a member and a leader within the organization, holds in high regard. Her experiences and reflections highlight the benefits of this focus on education, illustrating how Wespay’s commitment to learning contributes to the personal and professional success of its members. As a member, she was grateful for Wespay’s educational resources, which helped her earn certifications when she wanted to become an ACH check professional.  

The education committee at Wespay is one of several platforms through which the organization engages its members in ongoing education and development. Whether through classes, webinars, or symposiums, the quality and substance of these educational sessions stand out. This committee, alongside others such as the member advisory council, the rules committee, and a symposium workforce committee, plays a critical role in driving the educational agenda for its members. 

These groups thrive on the influx of fresh perspectives and the active participation of members who are keen to contribute and learn. This dynamic interplay of teaching and learning reflects Wespay’s deep understanding of the needs of its community and a commitment to meeting those needs through comprehensive, high-quality educational content.    

Through these educational endeavors, Wespay reinforces its position as a leader in the payments association space and exemplifies how education can be a powerful tool for innovation and growth. The organization’s emphasis on education is about building on a longstanding foundation of trust, enhancing member engagement, and, most importantly, empowering individuals and institutions to achieve their professional goals.

The Importance of Listening and Responding to Member Feedback

A critical element of building a successful membership-as-a-service program is actively listening to member feedback. Members are a goldmine of information, offering valuable insights into what’s working well and what areas need improvement. As Jennifer mentions, neglecting member feedback is a missed opportunity.  

Wespay demonstrates its commitment to member feedback through several practices: 

• Biannual surveys. These surveys provide members with a platform to share their experiences and suggest improvements. Asking questions such as “What are we doing that you like?” and “What could we be doing better?” allows members to share their ideas so that Wespay can consider adding any missing pieces to their CX strategy. 
• Open communication channels. Wespay encourages open communication with its members. Whether through phone calls, emails, or in-person interactions, members feel comfortable voicing their opinions. Jennifer affirms the importance of letting members express themselves without interruption so employees can gain insight into the issue and devise ideas on how to fix it. 
• Actionable feedback. Wespay doesn’t just collect feedback—they act on it. They prioritize suggestions and implement changes that enhance the member experience. When changes are made, Wespay communicates these updates, demonstrating to members that their voices are heard and valued. 

Jennifer expresses a fundamental aspect of managing a membership organization: treating membership as an ongoing service that requires constant nurturing, enhancement, and adaptation. This approach focuses on perpetual improvement to meet and exceed member expectations. Jennifer stresses the necessity of this mindset, emphasizing the importance of actively soliciting and thoughtfully considering member feedback as a cornerstone of this process.

Engaging Members for Fresh Perspectives

Wespay’s commitment to fostering a dynamic and evolving member experience is vividly illustrated through its approach to managing various committees and councils, including the member advisory council, rules committee, education committee, and a symposium workforce committee. Jennifer emphasizes the importance of infusing these councils with new members over time to prevent stagnation and ensure that the organization benefits from fresh perspectives and innovative ideas. 

The infusion of new voices into these committees is more than avoiding a static state—it is fundamentally about enhancing the quality and relevance of the initiatives undertaken by Wespay. Jennifer recounts her experiences on the member advisory council, noting how different interpretations and viewpoints on previously discussed ideas can suddenly make them resonate more powerfully with the membership at large. This phenomenon underscores the value of diversity in thought and experience within advisory groups, as it can lead to more impactful and resonant outcomes for the organization and its members. 

Moreover, the eagerness of members to join and contribute to these councils speaks volumes about Wespay’s success in creating a positive member experience. The active desire of members to be involved demonstrates their commitment to the organization and also reflects a high level of satisfaction and engagement with the services and support provided by Wespay. This engagement is a crucial component of Wespay’s strategy to continuously improve and adapt its offerings to meet the evolving needs of its members in the dynamic landscape of the financial services industry. 

Putting Feedback Into Action for Improved CX

The process of soliciting feedback, according to Jennifer, is about listening to every piece of feedback verbatim and identifying trends and commonalities within the feedback that might indicate areas that require taking action for improvement. This strategic approach allows Wespay to prioritize changes that have the most significant impact on the member experience, ensuring resources are allocated efficiently and effectively. 

Jennifer points out the crucial step of communicating back to the members that their feedback has been received and, in some cases, acted upon. This communication is vital in reinforcing the members’ value to the organization, demonstrating that their input directly influences the evolution of the service offerings. Such acknowledgments, whether through messages stating “We’ve heard you” or announcements of changes or educational events, serve to close the feedback loop, fostering a sense of community and partnership between the organization and its members. 

This practice illustrates how a culture of listening, adaptation, and recognition can optimize member satisfaction and loyalty. By embedding these principles into the fabric of its operations, Wespay showcases a model of membership-as-a-service that is responsive and member-centric while continually evolving to meet the needs of its community.  

What Jennifer Does for Fun

Jennifer’s favorite way to unwind and recharge involves quality time with Laverne, her cherished English bulldog. Jennifer also loves to travel, especially on a cruise, and makes it a point to go on one or two trips each year. This blend of adventure and relaxation is the balance Jennifer finds between her professional life and personal time.

 To learn more about Jennifer’s role at Wespay, connect with her on LinkedIn. 

Transforming Careers Through Organizational Development That Prioritizes Leadership Training and Mentoring

Welcome to the latest episode of iQor’s CX Labs Digitally Irresistible podcast where we delve into the world of organizational development with Mark Monaghan, vice president of organizational development at iQor. Mark shares insights on the components of organizational development, as well as heartwarming examples of employees whose careers have been positively impacted by iQor’s leadership training and development programs. 

Investing in employee growth and development through training and mentoring transforms the employee experience, driving a rewarding workplace culture, ongoing employee career growth, and excellent customer experiences. 

Tune in to learn how iQor elevates employee training and mentoring to improve performance and customer satisfaction by cultivating the next generation of leaders to create smile-worthy CX. 

Career Advancement Through Organizational Development

Mark Monaghan’s career in human resources began about 25 years ago as chief HR officer for another company. He joined iQor about 12 years ago as vice president of corporate training, working with his team to help develop frontline leaders through initiatives such as iQor’s PeaQ Performance Qoaching and sQholars programs. When the department evolved into Global Learning and Development a few years ago, Mark became vice president of organizational development with a focus on career pathing and learning to boost performance and leadership opportunities for iQor’s global workforce. He and his team spearheaded more coaching and mentoring opportunities for future leaders through additional learning initiatives such as the iLead Program with a leadership competency model focused on tasks and responsibilities connected to individual roles.

The Building Blocks of Development

The heart of iQor’s organizational development strategy lies in its leadership competency model, which categorizes employees based on their leadership roles and provides specific competencies aligned to each level, from leading oneself to leading a team to leading a department to leading a vision. Each category has five Lominger Competencies aligned to it. For instance, leading a team involves developing direct reports as one of the competencies. The organizational development department has mapped learning to each competency. 

This model forms the backbone of various programs and workshops orchestrated to support employee growth and development. One of the flagship initiatives is the sQholars Program, which aims to groom entry-level employees for higher leadership roles within iQor. 

This program has been instrumental in nurturing talent like Cheyenne, a success story from the financial services vertical. Starting as a sQholar in 2019, Cheyenne progressed from agent to assistant manager in the operations department, embracing iQor’s servant leadership model. 

“I learned that to be a leader means to lead by example, which [means] we always try to be open to feedback and improve from our role based on what we hear.” – Cheyenne, Operations Assistant Manager 

Another successful financial services sQholar is Michelle, who strengthened her communications and coaching skills to become an assistant manager in operations thanks to the guidance and support she received. 

“The [sQholar] program helped me hone my skills in my active listening, be more articulate, [and] learn how to tailor coaching and communications.” – Michelle, Operations Assistant Manager 

Another notable initiative, the LevelUp Program, prepares supervisors for higher managerial positions and equips them with skills and competencies to thrive in leadership roles. 

Interactive LevelUp training sessions empower employees to engage effectively and learn proactively. LevelUp participant Jovi’s promotion to assistant manager stands as a testament to the department’s commitment to nurturing internal talent and preparing them for leadership roles.  

“The interactive nature of the training sessions ensured that we were engaged throughout the program [and] that we were able to learn effectively.” – Jovi, Operations Assistant Manager 

The PeaQ Performance Qoaching Workshop focuses on empowering supervisors to identify critical behaviors and coach their teams effectively, contributing to overall performance improvement. These programs, along with others like learning compliance and employee evaluation support, are all part of the larger global learning department and reflect iQor’s commitment to nurturing and developing its talent pool.  

No matter which program employees participate in, iQor’s commitment to award-winning training and organizational development has built career paths that have supported the journeys of many iQor employees from agents to senior managers and senior vice presidents.

“My journey at iQor has been a master class in transformation powered by [the] incredible training I received at every stage.” – Krista, Retail Vertical Leader 

A Client-Centric Approach

Key to the success of organizational development at iQor is a client-centric approach, which prioritizes collaboration with clients to gain valuable insights and feedback. By understanding clients’ specific needs and challenges, organizational development can tailor programs to align with the client’s values while upholding iQor’s organizational values. 

The transparent and collaborative partnership between iQor and its clients fosters customization, ensuring that learning programs meet the unique needs of clients while enhancing the skills and capabilities of employees. This collaborative approach exemplifies iQor’s commitment to delivering irresistible customer experiences through empowered and skilled employees.

Check out Mark in Episode 74 of our Digitally Irresistible podcast: Maximizing Employee Potential Through Career Pathing and Development 

Customization Is the Future of Organizational Development

Looking ahead, the future of organizational development at iQor is poised for innovation and growth. Mark expresses excitement about securely leveraging AI to enhance coaching and mentorship programs, envisioning a personalized learning experience that meets employees at their individual needs. 

This forward-thinking approach aligns with the evolving nature of organizational development, emphasizing adaptability and individualized support. The integration of AI to support coaching and employee development reflects iQor’s commitment to staying at the forefront of cutting-edge technologies and methodologies. By harnessing AI’s capabilities, the organizational development department aims to further enhance the effectiveness and impact of its initiatives, contributing to employee growth.  

iQor’s Symphony [AI]^TM ecosystem drives these experiences by redefining the employee lifecycle, seamlessly blending automation and human capabilities. This innovative approach—spanning talent acquisition, training and development, and performance excellence—underscores iQor’s commitment to nurturing a highly efficient, compliant, and satisfied workforce. Learning and development are pieces of the puzzle to optimize the employee experience and achieve irresistible CX.

Growing Leaders From Within

The organizational development department at iQor stands as a beacon of transformation and growth, driving the career trajectories of employees through innovative programs, collaborative partnerships with clients, and a forward-looking approach to employee development and engagement. It empowers employees to deliver exceptional customer experiences, setting a high standard for excellence and making iQor a Great Place to Work^®. 

The stories of Cheyenne, Michelle, Jovi, and many others exemplify the profound impact of a supportive culture, showcasing the potential for individual growth and advancement. As iQor looks to the future, a commitment to personalized, AI-enhanced programs signals a promising direction for employee development and empowerment. With a focus on continuous learning, collaboration, and adaptability, organizational development at iQor shapes the careers of employees and makes iQor a leader in talent development and customer experience delivery that creates smiles.

To chat with Mark about iQor’s organizational development initiatives, connect with him on LinkedIn.

iQor’s Active Learning Approach in Business Process Outsourcing Creates Irresistible Employee and Customer Experiences

On this episode of iQor’s CX Labs Digitally Irresistible podcast, iQor Senior Manager of the Active Learning Classroom Tarisse Grant-Shelton explores the evolution of training and development at iQor, a business process outsourcing (BPO) company with more than 25 years of experience in customer service. She delves into training best practices that impact the onboarding of frontline employees and the positive results clients enjoy with active learning. Get ready to discover firsthand how iQor is revolutionizing training practices to deliver top-notch customer experiences.

iQor’s active learning approach engages employees in the learning process through experiential and differentiated learning methodologies, instilling confidence and competence for performance excellence. 

Read on to learn more about how iQor elevates employee training through active learning that improves performance and customer satisfaction in a CX landscape that creates smiles.

The Evolution of Training at iQor

iQor has redefined its training processes in business process outsourcing CX from traditional, passive learning to active learning that enables trainers to adopt a facilitative role and empower frontline employees with a structured approach to practice their new skills in a safe learning environment. Active learning research shows that individuals who take charge of their learning tend to understand and retain knowledge better, demonstrating higher proficiency when transitioning to service delivery roles. 

For the past two decades, Tarisse has played an integral role in this evolution, working in every facet of training at iQor. This experience has prepared her for her current role helping trainers become the best versions of themselves. 

She supports trainers with the knowledge they need to succeed in active learning classroom environments, blending experiential and differentiated learning to prepare agents with the confidence and skills they need to provide exceptional customer service. She also helps trainers develop surveys, boost Net Promoter Scores (NPS), and master coaching and development techniques.

The 3-Part Active Learning Workshop for Trainers

iQor’s active learning workshop plays a pivotal role in transforming the training experience for frontline employees by equipping trainers with the skills they need to excel as facilitators. The workshop consists of a primer, three-day workshop, and practicum.

Part 1: The Primer

The primer allows trainers to work offline to grasp active learning concepts and foundational knowledge before the workshop begins, optimizing their time in the classroom for interactive discussions and activities. 

Part 2: The 3-Day Workshop

During the three-day workshop, facilitators create a dynamic environment where the trainers learn from each other and engage in practical scenarios. Trainees receive ongoing coaching (from facilitators and their peers) personalized to their needs throughout each experience to further their development. The scenarios are recorded so trainees can view themselves on camera to self-identify areas for improvement as well. The workshop is a safe place for trainees to test their newly acquired skills and learn from their mistakes.

Part 3: The Practicum

The practicum phase is a practical application of the learned skills, ensuring that the knowledge gained is promptly applied in real-world scenarios, thus preventing the information from going into “cold storage.” The practicum lasts about 6-12 weeks, enabling trainees to practice their knowledge in the field and build an extensive portfolio and an in-depth understanding of best practices, ultimately leading to their certification as active learning trainers.

Check out Tarisse in Episode 2 of our Digitally Irresistible podcast: Train the Trainer Certification That Creates Irresistible People

Positive Results for Positive Experiences

One of the key metrics used to measure the success of active learning training at iQor is the Net Promoter Score. NPS helps gauge employee satisfaction levels with their trainer facilitators and the impact of the training programs on their performance. NPS scores have shown significant progress, reflecting the positive impact of active learning on frontline employees and how prepared and supported they feel before entering the production floor. Trainers and learners have expressed their appreciation for the hands-on approach and the preparedness it instills, leading to enhanced confidence and readiness for nesting and service delivery.

Frontline employees that have experienced our active learning classrooms share resoundingly positive feedback. 

“I love that we get to do things that are hands on.” 

“I love that we’re able to apply what we’re learning.” 

“I feel more prepared for nesting than with a more passive learning approach.” 

A Game-Changer for CX Success

Active learning training environments offer numerous benefits that elevate the employee and customer experience. By involving employees in the learning process, these training methodologies ensure employees are well-prepared to handle real-world challenges upon transitioning to the production floor. 

The emphasis on experiential learning facilitated by skilled trainers cultivates a workforce that is well-versed in their knowledge and adept at applying their skills. These positive outcomes are reflected in high levels of employee engagement and improved NPS scores. Embracing this approach contributes to an empowered and confident workforce within a culture of continuous learning, ultimately driving irresistible customer experiences that create smiles.

iQor’s Symphony [AI]^TM ecosystem further drives these experiences by redefining the employee lifecycle, seamlessly blending automation and human capabilities. This innovative approach—spanning talent acquisition, training and development, and performance excellence—underscores iQor’s commitment to nurturing a highly efficient, compliant, and satisfied workforce. Active learning is one piece of the puzzle to optimize the employee experience and achieve consistently exceptional CX. 

To chat with Tarisse about iQor’s active learning approach, connect with her on LinkedIn. 

A Conversation About AI, Social Media, and Customer Mindset

In this special edition of iQor’s Digitally Irresistible podcast, guest host Maribel De Leon chats with customer service expert and best-selling author Shep Hyken, chief amazement officer at Shepard Presentations. Through his deep understanding of customer behavior and customer service, Shep shares his observations on artificial intelligence (AI), employee engagement, social media, and the dynamics of customer expectations.  

Join us as we explore ways brands can navigate the changing customer service and employee engagement landscape in the age of AI. 

AI Evolution in Customer Experience

The growth of AI in CX has reshaped customer interaction channels, emphasizing a shift from purely traditional communication methods like voice to omnichannel digital interfaces, including chatbots and AI-powered self-service options. While AI has advanced significantly over the years, with generative AI and conversational AI boosting customer engagement, customers still prefer human interactions. 

According to Shep’s surveys, customer service by phone is still consumers’ Number One preference. Last year 69% of survey respondents preferred voice over self-service; this year that figure is up to 70%. Despite this trend, Shep forecasts that more customers will adopt AI and the self-service experience over the next two years as continued improvements make them more indistinguishable from voice. 

This overwhelming preference for voice, however, demands a balanced approach that provides customers a choice between AI-driven experiences and human support – integrating AI to complement, not replace, human interactions in CX. Giving customers the option of using one channel or both, depending on their needs or the stage of their journey, contributes to exceptional CX and brand loyalty. 

AI and the Employee Experience

AI can also elevate the employee experience for frontline customer service agents. Seamless and intuitive access to information that supports empathetic, human-centric interactions elevates their performance for improved employee and customer experiences.  

As Shep explains, the synergy between AI and human agents reflects a pivotal transformation in the CX landscape, focusing on efficient resolutions and holistic customer care. Additionally, harnessing AI in training, coaching, and prompt-response systems accelerates data-driven personalized assistance for agents to elevate their performance. 

iQor’s Symphony [AI]^™ ecosystem supports exceptional employee experiences by seamlessly blending automation and human capabilities. Spanning talent acquisition, training and development, and performance excellence and compliance, iQor applies AI to help nurture a highly efficient and effective workforce. 

Changing Mindsets and Opportunities

Shep emphasizes the importance of recognizing the return on investment CX technologies offer, valuing customer experience as a competitive differentiator. Discerning customers expect more personalized customer service and compare their experiences to the best service they’ve encountered, irrespective of the industry. 

He also asserts that while investing in AI to enhance customer interactions is a basic expectation, it is equally crucial for brands to invest in AI to empower their employees. This strategic investment ensures that agents are well-equipped and “fulfilled” in their roles, enabling them to deliver superior service.

Shep recommends analyzing the service offerings from iconic brands, learning what they’re doing that’s amazing, and incorporating it into what you do for your customers to create a better experience. In the words of Bonnie Raitt’s song, give them “something to talk about.” 

“Customers are getting smarter every day – we need to learn from them and have them talk to us in a positive way.” – Shep Hyken

Social Media in CX

With social media serving as a “spectator sport” displaying both positive and negative customer feedback for all to see, brands must actively monitor and engage with customers on social platforms and address their comments either publicly when positive or privately when negative. 

Shep finds that customers often turn to social media as a last resort, particularly when other channels haven’t offered them satisfactory resolutions to their concerns. With this in mind, companies must regularly monitor their social channels to stay attuned to customer sentiment, mitigate reputational risks, and enhance customer satisfaction. Partnering with a BPO for social media monitoring support is a great way to provide stellar and responsive customer service via social platforms at scale. 

Future Trends in AI and Customer Experience

Shep predicts a growing inclination toward self-service customer support experiences driven by AI. He also notes the potential for AI and machine learning to improve employee performance through upskilling, optimization, and data-driven interventions that boost retention.  

By balancing AI-driven efficiencies with human interactions, CX innovators can light the path forward for irresistible customer experiences that drive lasting loyalty and brand success.

To learn more about Shep, connect with him on LinkedIn and visit his website at hyken.com. 

A Transformative Approach to Value-Centric Leadership

On this episode of iQor’s Digitally Irresistible podcast, we welcome Sean Ilenrey. Sean is an award-winning tech executive, published author, and keynote speaker whose achievements have inspired his drive to help other professionals achieve their own definition of personal success. In his groundbreaking book, “You Don’t Owe Happiness,” he teaches six key principles of value-centric leadership. He finds that when frontline teams feel valued and valuable, they achieve high levels of employee satisfaction leading to optimal customer service delivery. 

Tune in as Sean unpacks his six key principles of value-centric leadership from his book to create smiles for employees, leaders, and customers.

Sean’s Path to Leadership Inspiration

Sean Ilenrey’s life experiences have played a significant role in defining his outlook and his expertise. In high school, he dropped out of school faced with homelessness and difficulty focusing due to circumstances going on in his life. Fast forward 10 years, and he was a vice president in a customer service role. These life experiences drive his inspirational approach to leadership—a culmination of lessons that taught him it’s okay to want to take care of other people and help them find happiness at work, but the focus should be on ensuring teams feel valued and valuable. 

Sean’s customer experience career spans industries ranging from retail to technical support. He has built teams domestically and internationally and supports leadership development that fosters engagement and value. 

Six Values That Define Game-Changing Leadership

In his book, Sean elaborates on six key principles that underpin value-centric leadership, providing insights for leaders and organizations striving to optimize employee satisfaction and deliver exceptional customer service. 

“I look at employee happiness [knowing] they’re going to have moments where they’re up and down. The key is, are they satisfied? Do they feel like they’re in an environment where they’re valued and valuable? And that’s the main focus you should have. And really, if you want to have a successful team, you don’t owe them happiness. You owe them value.” – Sean Ilenrey 

1. Listening and Responding to Employee Feedback 

Sean emphasizes the importance of actively engaging with employee feedback. It’s not enough for employees’ voices to be heard; their feedback should drive actionable outcomes. He shares an example of implementing an anonymous daily or weekly survey, followed by personalized video responses from leadership. This not only fosters a culture of transparency but also ensures that employees feel heard and valued. 

2. Authentic Rewards and Recognition

Rather than following a traditional, generic recognition approach, Sean advocates for authentic rewards and recognition. He stresses the need for organizations to acknowledge intangible contributions and exceptional efforts beyond standard KPIs. Additionally, the frequency of recognition plays a vital role in reinforcing a culture of gratitude and motivation within the organization. 

3. Compensation and Growth Opportunities 

Compensation and continuous growth opportunities are essential components of value-centric leadership. Sean highlights the significance of aligning compensation with market standards to ensure employees feel appreciated and fairly rewarded for their contributions. Moreover, he introduces the concept of micro-promotions, providing employees with opportunities to advance within their current roles while feeling recognized for their progression. 

4. Showing Their Work Matters to the Organization 

Connecting employees with the organization’s larger mission and vision is crucial. Sean shares a personal anecdote about attending a town hall that provided him with clarity on how his individual efforts contributed to the broader organizational goals. It’s essential for leaders to contextualize employees’ roles within the bigger picture, allowing them to understand their impact and value. 

5. Championing Your Employees’ Success 

Incorporating mentorship and sponsorship into the organizational culture is vital for championing employees’ success. Sean stresses the importance of leaders advocating for their teams and actively promoting their accomplishments both within and outside the department. This fosters a sense of recognition and pride among employees, ultimately contributing to a positive and empowering work environment. 

6. Practical Fiscal Responsibility 

Finally, Sean emphasizes the critical role of practical fiscal responsibility in value-centric leadership. Maintaining financial stability within the organization reassures employees about their job security, instilling a sense of trust and confidence. Leaders who effectively manage resources, control costs, and prioritize fiscal responsibility provide their teams with a stable and secure work environment. 

The Principles of “You Don’t Owe Happiness” 

The title of Sean’s book, “You Don’t Owe Happiness,” encapsulates the essence of value-centric leadership. Sean draws parallels between employee happiness and the stock price of a company, noting that genuine employee satisfaction is an outcome of feeling valued and valuable within the organization. The principles outlined here align with his book’s core message, reinforcing the idea that leaders owe their employees value, not just fleeting happiness. 

Leading With Value

Sean’s strategies for implementing value-centric leadership within organizations provide a roadmap for creating a culture that prioritizes employee satisfaction and excellence in customer service delivery. Sean’s journey from adversity to success, coupled with his impactful leadership principles, serves as a guiding light for leaders aspiring to build thriving and value-centric workplaces. 

His real-world perspective on leading with empathy, authenticity, and strategic foresight to empower teams and drive organizational success provides valuable insights for leadership that creates irresistible workplaces.

What Sean Does for Fun

In his free time, Sean values experiences and time spent with his family. He and his wife of 16 years enjoy fun experiences checking out restaurants and exploring new places to learn about different cultures and be in the moment. He also relishes time spent playing video games with his three sons, ranging in age from teenager to four-years-old. 

To learn more about Sean’s approach to value-centric leadership from his book “You Don’t Owe Happiness,” visit his website at www.seanilenrey.com and connect with him on LinkedIn.