Pay per performance isn’t new but it is now more important to the outsourcing industry both domestically and offshore than ever before. Outbound centres write their business plan with the intention of not accepting any work unless it is hourly paid. However, with the over-capacity in the offshore call center sector, vendors have increasingly looked to fill this spare capacity with pay-per-performance activity.
Pay for performance is a key feature here at Magellan Solutions. As a key feature, it is made up of:
These can be differentiated by employee groups if necessary. The evaluation form should clearly show the rating options for each category or goal and overall ratings. The form should clearly define what constitutes each performance or rating level. (For example, what would constitute “outstanding” performance for one of the specific goals? What does the employee need to do to be rated as “outstanding” overall? This should be clearly spelled out.)
It should be something managers can reference to ensure they’re conducting the evaluations correctly. The guidebook should provide the rules for ongoing administration and effectiveness.
Effective pay-for-performance programs require consistent and ongoing training from HR at key points: when the plan is first introduced, when the plan is changed, and when employees are promoted into managerial positions. HR must also monitor how well managers are using the program and may need to hold refresher training sessions to remind managers of the process.
Communication needs to occur both from top management to managers and from managers to staff. Communications should be both written and verbal. HR has a very important role in the process, acting as liaison, interpreter, and problem-solver.
Pay-for-performance programs can’t be based solely on annual performance evaluations. Continual conversations are needed to support the program and to support employee development throughout the year. The effectiveness of the program is also based on ongoing coaching and feedback.
Pay per lead telemarketing comes in more than one form, and so providing exact prices is difficult. The cost will depend on a number of things, including the deal you have with the lead generation company, the cost of the product or service you are selling, and the volume of leads you are getting.
Ideally, you will be able to use a well-established and reputable lead generation company. When this is the case, you can feel safe in the knowledge that you are receiving good quality leads for a good price.
The best option for businesses looking for high-quality sales opportunities. Although the low range options below can be helpful, they are likely to have a lower sales or conversion rate. As with almost all business expenses, it is worth investing more money to guarantee better returns. High-range pay per lead telemarketing is an excellent case for this practice.
Generally, it depends on what it is that you are selling. As mentioned, low range pay per lead telemarketing will offer more leads, but without sales potential being guaranteed. If you are willing to filter through fewer quality sales leads to find the good ones, then low-range lead generation may work for you. Indeed, it can lead to huge profits when done properly, and at a lower price than you will find with the high range alternative.
Superior processes and technology are fundamental, but people are the heart of great sales and service. Our telesales and telemarketing agents know how to maximize every point of contact to convert calls to sales opportunities.
We recruit the best call center agents with excellent communication skills, sales knowledge, confidence, and the ability to handle rejection. Then we train them in your products and brand, sharpen their skills and prepare them to handle the toughest deals.
Fill out the form below and we’ll get back to you, the best team already in tow.
Contact us today for more information.
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