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If it’s rushed, haphazard, or incomplete, what does that say about you and your business? Training is the most fundamental grounding in company culture that your new hire will receive. In this kind of environment, a “sink or swim” mentality will lead to a lot of new employees sinking under the pressure and walking off the job. It’s a high-stress job that involves dealing with unhappy customers while using unfamiliar applications and technology.

You’re about to toss someone into the front lines of customer service. The temptation here is to rush new hires through training so you can put them to work. Here are a few contributing factors we’ve identified: #1.

#Big pressuring its callcenter workers install how to

That’s why it’s important to understand what’s driving your employee churn and how to deal with it. And that’s ignoring soft costs-the loss of revenue caused by the absence of an experienced agent, or because you have an experienced agent training a new employee instead of working the phones. The typical call center will spend around $4,000 for a new hire, and another $4,000 in training costs. Simply hiring a new employee costs time and money. Well, they have to do something, because employee attrition hits where it hurts-the bottom line. (It’s between 30 to 45 percent, compared to the U.S. They understand that employee turnover in the call center industry outstrips most other industries. They acknowledge that customer service is a difficult field, and that employees tend to come and go. Call center attrition is a real problem, but many call centers treat it like a necessary evil.