Indicadores clave de rendimiento del centro de llamadas

Key Performance Indicators (KPIs) for call centers are essential metrics used to measure the effectiveness, efficiency, and overall performance of call center operations.

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What is call centre KPIs?

Call centre key performance indicators (KPIs) are quantifiable metrics used to evaluate the efficiency and effectiveness of a call centre's operations. These indicators help monitor various aspects of call centre performance, such as customer satisfaction, agent productivity, and operational efficiency. KPIs are essential for identifying areas for improvement and ensuring that the call centre meets its strategic goals.

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What are the best practices of call centre KPIs?

The best practices of call centre KPIs:

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‍Align KPIs with business objectives: Ensure that the selected KPIs align with the overall business goals and objectives. This alignment ensures that call centre performance contributes to the company's strategic aims. ‍
Select relevant kpis: Choose KPIs that are relevant to your specific call centre operations and customer service goals. Avoid overwhelming the team with too many metrics. ‍
Set realistic and clear targets: Establish clear, achievable targets for each KPI. These targets should be challenging yet attainable, encouraging continuous improvement without causing undue stress.
‍Regularly monitor and review KPIs: Continuously monitor KPIs to track performance and identify trends. Regular reviews help in understanding progress and making necessary adjustments promptly. ‍
Provide feedback and training: Use KPI data to provide constructive feedback to agents. Offer training and development programs to address areas needing improvement, thereby enhancing overall performance. ‍
Use technology effectively: Leverage advanced call centre technologies and analytics tools to accurately track and analyze KPI data. Automated reporting and real-time dashboards can significantly enhance monitoring efficiency. ‍
Foster a culture of accountability: Encourage a culture where agents understand the importance of KPIs and take ownership of their performance. Transparency in sharing KPI results can motivate agents to strive for better outcomes. ‍
Balance quantitative and qualitative metrics: While quantitative KPIs are crucial, don't overlook qualitative measures such as customer feedback and agent engagement, which provide deeper insights into performance and customer experience. ‍
Continuously improve: Treat KPI tracking as an ongoing process. Regularly refine and adjust KPIs based on evolving business needs, customer expectations, and industry trends to ensure they remain relevant and effective.

What are the benefits of call centre KPIs?

The benefits of call centre KPIs:

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Improved customer satisfaction: By tracking KPIs such as CSAT and FCR, call centres can identify and address issues that impact customer satisfaction, leading to a better overall customer experience. ‍
Enhanced agent performance: Monitoring KPIs like AHT, quality assurance scores, and occupancy rates helps in assessing agent performance, identifying training needs, and fostering continuous improvement. ‍
Operational efficiency: KPIs provide insights into the call centre's operational efficiency, enabling management to optimize processes, reduce waste, and improve service levels. ‍
Cost reduction: By improving operational efficiency and reducing call handling times, call centres can lower operational costs and allocate resources more effectively. ‍
Increased customer loyalty: Higher customer satisfaction and better service quality often lead to increased customer loyalty and positive word-of-mouth referrals.
‍Goal alignment: KPIs help align the call centre's goals with the broader organizational objectives, ensuring that everyone works towards common targets.

What is typical performances of call centre KPIs?

Here are some typical performance metrics for key call centre KPIs:

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1. Average handle time (AHT)

Typical performance: 4 to 6 minutes ‍
Benchmark: Achieving a lower AHT while maintaining high-quality service is ideal. The target varies depending on the complexity of the calls.

2. First call resolution (FCR)

Typical performance: 70% to 75% ‍
Benchmark: A high FCR rate indicates efficient problem-solving. The goal is often set at 70% or higher, with some high-performing centres aiming for 80%+.

3. Customer satisfaction (CSAT)

Typical performance: 80% to 90% ‍
Benchmark: CSAT scores typically range between 80% to 90%. Scores above 90% are considered excellent.

4. Service level

Typical performance: 80% of calls answered within 20 seconds ‍
Benchmark: The common industry standard is to answer 80% of calls within 20 seconds. This may vary slightly based on specific service agreements.

5. Call abandonment rate

Typical performance: 2% to 5% ‍
Benchmark: An abandonment rate of 5% or lower is generally acceptable. Lower rates are better, indicating that customers are not hanging up before reaching an agent.

6. Occupancy rate

Typical performance: 85% to 90% ‍
Benchmark: An occupancy rate between 85% and 90% is typical. Rates higher than 90% can lead to agent burnout, while rates lower than 85% may indicate inefficiency.

7. Net promoter score (NPS)

Typical performance: +10 to +30 ‍
Benchmark: NPS can vary widely by industry, but a positive score (above 0) is generally good. Scores above +50 are excellent.

8. Agent turnover rate

Typical performance: 20% to 30% annually ‍
Benchmark: A turnover rate of 20% or lower is ideal. Higher rates are common in the industry but indicate potential issues with job satisfaction or working conditions.

9. Quality assurance scores

Typical performance: 75% to 90% ‍
Benchmark: Quality assurance scores in the range of 75% to 90% are typical, with higher scores indicating better compliance with quality standards.

Encuestas sobre el pulso de los empleados:

Se trata de encuestas breves que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).

Reuniones individuales:

Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada miembro del equipo es una forma excelente de hacerse una idea real de lo que les pasa. Al tratarse de una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.

eNPS:

eNPS (employee Net Promoter score) es una de las formas más sencillas y eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de preguntas de eNPS son ¿Qué probabilidades hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde 10 significa que es "muy probable" que recomienden la empresa y 1 significa que es "muy improbable" que la recomienden.

En función de las respuestas, los empleados pueden clasificarse en tres categorías diferentes:

Promotores
Empleados que han respondido positivamente o están de acuerdo.
Detractores
Empleados que han reaccionado negativamente o no están de acuerdo.
Pasivos
Empleados que se han mantenido neutrales con sus respuestas.

Indicadores clave de rendimiento del centro de llamadas

What is call centre KPIs?

What are the best practices of call centre KPIs?

What are the benefits of call centre KPIs?

What is typical performances of call centre KPIs?

Encuestas sobre el pulso de los empleados:

Reuniones individuales:

eNPS:

En función de las respuestas, los empleados pueden clasificarse en tres categorías diferentes:

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