What is typical employee turnover rate (%/yr) for a discrete revenue generating Inside Sales team?

There are different types of Turnover within an Inside Sales Call Center environment.

There is ‘Good Turnover’ – such as an Internal Promotion or Department Transfer. ‘Good Turnover’ typically represents about 10% of an Inside Sales Call Center’s Annual Turnover Rate.

There is ‘Involuntary Turnover’ – such as Illness, Family Issues, and Relocation. ‘Involuntary Turnover’ also typically represents about 10% of an Inside Sales Call Center’s Annual Turnover Rate.

Then there is ‘Dysfunctional Turnover’ – represented by ‘Quick Quit’/’Fast Fire’ and ‘Bad Hire’ Turnover – and represents 80% of an Inside Sales Call Center’s Annual Turnover Rate.

Turnover within the first 6 months after employment is ‘Quick Quit’/’Fast Fire’ Turnover - whether that be your choice or the employee’s.

‘Bad Hire’ Turnover are the people who just don’t fit somehow – and who don’t deliver value when it comes to the kind of service your customers expect – or the level of sales results you demand. Sometimes they’re good people in the wrong job. ‘Bad Hires’ need extra coaching, training & supervision just to achieve below average results. Often they cause unnecessary conflict. ‘Bad Hires’ have the Lowest Training Pass Rates, Highest Levels of Absenteeism, Lowest Levels of Productivity & Sales and Poorest Performance & Customer Satisfaction Ratings. ‘Bad Hires’ generally have a Negative Impact on overall Inside Sales Team Morale. ‘Bad Hires’ represent the real problems in an Inside Sales Call Center workforce.

While ‘Quick Quit’/’Fast Fire’ and ‘Bad Hires’ may seem fully qualified at the Interview Stage – they’re a Poor Job Fit – the cost of hiring them is enormous – and is reflective of Poor Hiring Practices. ‘Quick Quit’/’Fast Fire’ and ‘Bad Hire’ Turnover provide little-to-no value add to an organization– and they have a significant negative impact on Costs, Service Levels, Customer Satisfaction, Sales Results and Brand Reputation.

Top performing Inside Sales/Telephone Sales Call Centers drive their Revenue & Performance through superior hiring tactics. We help employers gain better insight & more accurate predictions as to which applicants from a pool of Candidates would perform up to, or beyond their established standards. You can find out about a Free Trial of SPAS Call Center Agent Pre-Employment Screening Software at http://www.telesoftsystems.ca/64201.html