Approximately 70% of call center attrition is voluntary and the primary reasons for this situation are personal reasons, job abandonment and resignation. Which do you consider being the most efficient strategies for reducing attrition and improving agent attendance?

I am a supervisor of a call center and noticed the same problem as I was advancing from call center operator to team leader. When I became supervisor I implemented an award system that essentially rewarded the operators fro doing their jobs (which we all assume a pay cheque will do) however they didn't realize that's what I was doing and made them enthusiastic to come to work. With the programs rewards the operators knew they had achieved the "correct" level but never knew when or what the rewards would come.

Hi @fafnir! Thank you for the answer. In regards to the award system that you implemented as a team leader, could you give some more details? They would be really helpful in order to understand how your program worked. Thank you in advance