Ask your employees to match rate each others

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Ask your employees to match, rate each other's performances or pitch withhelpful recommendations.Show how to deal with angry and tough customers through these roles, orhow to describe a product to a customer, and so on.Try to ensure that everyone is engaged in these training sessions.Get employees to work with people they wouldn't normally interact with, andonce agents understand the crux of the role-playing activity they perform – whydon't they also exchange roles!Role-playing scenarios that mimic real-life interactions will help your customersBSBMGT516 & BSBCUS501 Assessment ToolVersion dated: 3 July 2019Page 102 of 107
ASSESSMENT TASKSQualificationBSB51918 Diploma of leadership and managementCluster number and name:LMD 3.1 Manage quality customer service and facilitatecontinuous improvementUnits of competency:BSBCUS501 Manage quality customer serviceBSBMGT516 Facilitate Continuous ImprovementStudent’s ID:Assessor’s name:invoke empathy among team members. Through repeated role-playing activities,team members will be able to better understand the customer's point of view andacknowledge critical points of pain.Problem Solving, Action Plan, Follow-upShow confidence in the employee's ability and willingness to solve the problem.Request help from him or her to fix or enhance the production of the problem. Toimprove personnel effectiveness, ask the employee to join you as a contributor toyour organization. Describe the employee's performance issue. Focus on the issueor behaviour that wants to be improved, not on the individual. Use behaviourdescriptions with examples to share significance with you and the worker.Determine if there are issues that limit the employee's ability to perform the workor attain the objectives. Four prevailing barriers are time, preparation, tools andtemperament. Determine how to remove these barriers. Determine whether theemployee needs your help removing the obstacles — a manager's primary position— or whether he can solve them on his own.Discuss feasible solutions to the problem or actions that need to be taken toenhance it. Ask the employee for suggestions on how to solve the problem orprevent it from happening again. Talk to a high-performing employee aboutongoing enhancement.Agree on a written plan of action listing what the employee, manager, and possiblyHR professional will do to solve the problem or improve the situation. Identify themain goals that the employee must meet to achieve the appropriate level ofperformance that the organization needs.Set a date and time for the follow-up. Determine whether a critical feedback path isneeded, so the manager recognizes the worker's progress. Offer good incentives.Express confidence in the employee's ability to improve. However, recognize thatthe employee is the only person accountable for improving their efficiency. He's asmuch the one in charge as you're trying to help.

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Term
Spring
Professor
Jacob
Tags
Customer relationship management, bounce fitness

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