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Hitting a good balance between having agents on the phones when needed and having solid "quality of life" like having fixed schedules is always a tough act.
A method that helped me overcome some major "day of week" volume changes was to run a certain percentage of agents part time to add agents to heavy days and thin the agents out on the slack days. There are some general rules you can apply to find out how many part timers you need. The easiest is to run an agent forecast (Erlang-C or some such) for the heaviest day and another for the lightest day. Take the difference between these two on an FTE basis and use that number to decide your part time headcount. The total FTE count for the team doesn't change.
I found that by looking for and hiring part timers who needed those particular hours/shifts, and adding benefits, really smoothed out the service level / scheduling problems. For me, the key was adding benefits in order to keep attrition down among the part time crew.
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