Amanda Claypool, seeking employment at a fast-food eatery in Asheville, North Carolina, encountered an unforeseen and vexing challenge in early June: malfunctioning chatbot recruiters. Here are a few instances: The McDonald’s chatbot…
Stereotypes are a common phenomenon in society, and they are formed through a complex process that involves a variety of factors. At their core, stereotypes are simplified and generalized beliefs about a group of people.
These beliefs can be both positive and negative, and they are often based on limited or inaccurate information.
Signs That You’re Stereotype Person
First, let’s identify if you’re having a stereotype personality in you. Here are some signs that you may be unconsciously perpetuating stereotypes in your thinking or behavior:
- You automatically assume certain things about someone based on their race, ethnicity, gender, sexual orientation, or other identity.
- You make generalizations about certain groups of people, and believe that these generalizations apply to everyone in that group.
- You use language or make jokes that reinforce stereotypes or marginalize certain groups of people.
- You have a narrow view of what is “normal” or “acceptable” based on your own experiences and biases.
- You make judgments about someone based on their social class, occupation, or other status markers.
- You don’t question the stereotypes and biases that are present in the media and culture around you.
It’s important to recognize that stereotypes can be harmful and limiting, and that they often perpetuate discrimination and bias. If you recognize any of these signs in yourself, it may be helpful to reflect on your own attitudes and biases and make an effort to challenge them.
The Main 5 Types of Stereotypes
Stereotypes are widely held beliefs about a group of people and their characteristics, which are often based on limited or inaccurate information.
They can take on many different forms and can be based on a wide range of characteristics, such as race, gender, age, religion, and more. Understanding the different types of stereotypes can help us to recognize and challenge them when they are encountered.
1. Ethnic Stereotype
An ethnic stereotype is a widely held belief about a group of people based on their race or ethnicity. These stereotypes often involve assumptions about a group’s culture, customs, and values. For example, the stereotype that all Asians are good at math is an ethnic stereotype.
Ethnic stereotypes can be harmful because they can lead to discrimination and prejudice. They can also limit individuals and groups by reinforcing negative stereotypes and limiting opportunities. For example, a student who is assumed to be good at math solely based on their ethnicity, may not be encouraged to explore other subjects or interests.
2. Gender Stereotype
Gender stereotypes are widely held beliefs about the characteristics, abilities, and roles of men and women.
It often involve assumptions about what is “masculine” or “feminine,” and they can shape our thoughts, beliefs, and behaviors in ways that reinforce stereotypes and can lead to discrimination and prejudice.
The stereotype that women are emotional and nurturing while men are strong and unemotional is a gender stereotype.
These stereotypes can be harmful because they can limit individuals and groups by reinforcing negative stereotypes and limiting opportunities. For example, a woman who is assumed to be emotional and nurturing may not be encouraged to pursue a career in a traditionally male-dominated field.
3. Age Stereotype
Age stereotypes refer to preconceived notions and attitudes about people based on their age.
These stereotypes can be positive or negative and can impact how people are treated in different settings, such as at work or in social situations.
One of the most common age stereotypes is that older adults are not as capable or technology-savvy as younger adults.
This stereotype is often reinforced by media portrayals of older adults as out of touch with modern technology and unable to keep up with the fast-paced world. However, this stereotype is simply not true. Many older adults are perfectly capable of using technology and are just as knowledgeable about it as younger people.
4. Religious Stereotype
Religious stereotypes refer to preconceived notions and attitudes about people based on their religion. These stereotypes can be positive or negative and can impact how people are treated in different settings, such as at work, school, or in social situations.
One of the most common religious stereotypes is that Muslims are violent and extremists. This stereotype is often reinforced by media portrayals of Muslims as terrorists or extremists, and by political rhetoric linking Islam with violence. However, this stereotype is not only untrue, but it is also harmful, as it leads to discrimination and prejudice against Muslims. The vast majority of Muslims are peaceful and do not engage in extremist behavior.
Another religious stereotype is that Jews are greedy and manipulative. This stereotype has a long history, dating back to medieval Europe, and has been used to justify discrimination and violence against Jews. However, like the first stereotype, this is not true and it is harmful. Jews, like any other group, are diverse and have a variety of different beliefs and practices.
5. Social Class Stereotypes
Social class stereotypes are commonly held beliefs about individuals or groups based on their social class, or socioeconomic status. These stereotypes can be both positive and negative, but they often perpetuate harmful biases and discrimination.
One stereotype that is often associated with lower social classes is that individuals from these classes are lazy and lack ambition. This stereotype is not only untrue, but it also ignores the systemic barriers and lack of opportunities that many individuals from lower social classes face.
Additionally, individuals from lower social classes may have to work multiple jobs just to make ends meet, which can make it difficult for them to pursue other goals or aspirations.
Another stereotype is that those from higher social classes are snobbish and aloof. This stereotype is not only untrue, but it also ignores the fact that many individuals from higher social classes may have had to work hard to achieve their status and may have had to make sacrifices to get there.
How Stereotypes Are Formed?
Stereotypes are formed through a complex process that involves a variety of factors such as socialization, media, personal experiences, cognitive schema and confirmation bias.
These stereotypes can have a significant impact on our perceptions and beliefs about different groups of people, and they can shape our interactions and attitudes towards those groups. It is important to be aware of these stereotypes, and to challenge and question them when they are encountered.
1. Socialization
As children, we learn about the world around us through the messages and examples that we receive from our parents, teachers, and other adults. These messages often include stereotypes about different groups of people, and they can shape our perceptions and beliefs about those groups.
For example, if a child is repeatedly told that girls are not good at math, they may come to believe that this is true, and they may develop stereotypes about girls and math.
2. Media
The media, including television, movies, and news sources, often portray certain groups of people in a certain way. These portrayals can be both positive and negative, but they can also be misleading and inaccurate. For instance, the media may portray African Americans as being more likely to be involved in crime, which can lead to stereotypes about African Americans and crime.
3. Experiences and Interaction
When we have limited interactions with people from a certain group, we may form stereotypes about that group based on our limited experiences. These stereotypes may not be accurate, but they can shape our perceptions and beliefs about that group.
4. Outgroup Homogeneity Effect
Stereotypes can also be formed through a phenomenon called the “outgroup homogeneity effect,” which refers to the tendency for people to perceive members of their own group as being more diverse and individualistic than members of other groups. This can lead to the stereotype that members of other groups are all the same and have similar characteristics.
5. Cognitive Process of Schema
Schemas are cognitive frameworks that help us organize and understand the information we encounter. They allow us to make sense of new information and experiences by relating them to things we already know.
We use schemas to quickly process and organize the information we come across, and they can lead to stereotypes. Schemas can be formed through past experiences, observations, and cultural messages.
6. Phycological Process of Confirmation Bias
People tend to notice and remember information that confirms their existing beliefs and ignore or forget information that contradicts their beliefs. This can lead to the reinforcement of stereotypes, even in the face of new information that contradicts them.
How Are Stereotypes Activated?
Stereotypes are activated in a variety of ways, and the process can be influenced by a number of different factors. At its core, stereotype activation refers to the process by which a person’s preexisting stereotypes are brought to the forefront of their mind and influence their thoughts, beliefs, and behaviors.
1. Social Cues
When we encounter a person or group of people who fit the stereotype we have in our mind, our stereotype is activated. For example, if we encounter a group of young men who are wearing baggy clothes and have tattoos, we may activate our stereotype that associates these characteristics with gang membership.
2. Priming
Priming refers to the process by which exposure to a certain stimulus can influence a person’s subsequent behavior or thoughts. For example, if a person is exposed to a news story about crime in a certain community, they may be more likely to activate their stereotypes about crime and the people who live in that community.
3. Self-Fulfilling Prophecies
A self-fulfilling prophecy is a belief or expectation that influences a person’s behavior in such a way that it causes the belief or expectation to come true. For example, if a person believes that a certain group of people is lazy, they may treat them in a way that makes them feel lazy and less motivated, which in turn confirms their initial stereotype.
4. In-Group Bias
People are more likely to activate stereotypes about outgroups than about their own ingroup. For example, people may be more likely to stereotype and discriminate against individuals from an outgroup than they would against their own ingroup.
5. Stereotype Threat
Lastly, stereotypes are also activated by the process of stereotype threat, which is a phenomenon that occurs when people are at risk of confirming a negative stereotype about a group to which they belong.
For example, if a woman is taking a math test and is aware of the stereotype that women are not good at math, she may feel extra pressure and anxiety, which can negatively impact her performance and confirm the stereotype.
Tips to Stop Being Stereotype
One way to stop being a stereotype is to become more aware of one’s own biases and stereotypes. This can be done by paying attention to one’s thoughts and reactions to people from different groups and by questioning any assumptions or stereotypes that come to mind. It’s important to be open to the idea that one may hold stereotypes and be willing to reflect on them to challenge them.
You can also actively seek out information and perspectives from different groups. This can be done by reading books, watching documentaries, or having conversations with people from different backgrounds. By gaining a deeper understanding of different perspectives and cultures, one can challenge and overcome stereotypes.
It’s important to take action when confronted with stereotypes or discrimination. This can include speaking up and challenging stereotypes when they are encountered, actively seeking out and promoting diversity, and supporting and advocating for marginalized groups.
Moreover, it’s important to surround oneself with people from different backgrounds, cultures, and perspectives. This can help to expose one to different perspectives and to challenge one’s own stereotypes and biases.
Remember that stereotypes are not only untrue but also can cause significant harm to individuals and groups who are targeted. It’s essential to be respectful and to treat all people with dignity and kindness.
Bottom Line
The stereotype activation can have a significant impact on how we perceive and interact with people from different groups, and they can shape our thoughts, beliefs, and behaviors in ways that reinforce stereotypes. It is important to be aware of these processes and to challenge and question them when they are encountered.
There has long been a debate about whether early birds or night owls are more productive. Early birds, also known as larks, are individuals who naturally wake up early and tend to be most productive in the morning. Night owls, on the other hand, are individuals who stay up late and are most productive at night. So, which one of them are actually more productive?
Early Bird and Night Owl’s Productivity Source
One argument in favor of early birds is that they are able to take advantage of the early morning hours, when the world is quiet and there are fewer distractions. The early morning is also a time when people tend to be more alert and focused, which can make it easier to get work done. Additionally, early birds are able to get a head start on their day, which can give them a sense of accomplishment and increase their productivity.
However, there are also many arguments in favor of night owls. For one, night owls may simply be more productive at night due to their natural body clock, or circadian rhythm. For these individuals, trying to work during the day can be a struggle due to increased sleepiness and reduced alertness. Night owls may also be able to take advantage of the quiet and solitude of the late night hours to get work done.
Creativity and Innovation
In addition, some research has suggested that night owls may be more creative and innovative than early birds. One study found that night owls scored higher on measures of creativity and divergent thinking compared to early birds. Another study found that night owls were more likely to produce creative works that were rated as more original and valuable by experts.
Ultimately, it seems that both early birds and night owls can be productive, but the key is to work with your natural body clock rather than trying to fight it. If you are an early bird, it makes sense to focus on getting your most important tasks done in the morning. If you are a night owl, you may be more productive if you schedule your most important tasks for the evening.
The Science Behind Body Clock
Early birds and night owls are individuals who naturally prefer to wake up early or stay up late, respectively. These preferences are largely determined by the body’s internal clock, or circadian rhythm.
The body’s circadian rhythm is a natural, internal system that regulates the sleep-wake cycle and other processes in the body. It is influenced by various cues, including light and temperature, and it helps to synchronize the body’s functions with the external environment.
One of the key players in the body’s circadian rhythm is a small, almond-shaped region of the brain called the suprachiasmatic nucleus (SCN). The SCN receives input from the eyes about the presence or absence of light and uses this information to help regulate the body’s internal clock.
Research has shown that the body’s internal clock tends to be longer than 24 hours, which means that it takes longer for the body to complete one full cycle of sleep and wakefulness. In order to stay in sync with the external environment, the body’s internal clock must be reset on a regular basis. This resetting process is known as entrainment.
Light is one of the main cues that helps to entrain the body’s internal clock. When light enters the eye, it activates specialized cells called photoreceptors, which send signals to the SCN. This helps to reset the body’s internal clock, making us feel more awake and alert during the day and sleepier at night.
Research has also shown that there are genetic factors that can influence whether an individual is an early bird or a night owl. Some studies have identified specific genes that may be associated with these preferences, although more research is needed to fully understand the role that genetics plays in determining whether someone is an early bird or a night owl.
Bottom Line
It’s worth noting that being an early bird or a night owl is not necessarily a fixed trait, and some people may fall somewhere in between. It’s also important to consider the demands of your job or lifestyle when determining when you are most productive. For example, if you have young children, you may need to adjust your schedule to meet their needs.
In conclusion, both early birds and night owls can be productive, but it’s important to work with your natural body clock and schedule your tasks accordingly. While there may be some advantages to being an early bird or a night owl, ultimately it’s about finding what works best for you and using that to your advantage.
There is a growing debate about whether companies should screen future employees for mental health issues. On one hand, some argue that doing so would help companies identify potential problems and provide support for employees who may be struggling with mental health issues. On the other hand, others argue that such screening could lead to discrimination and invade the privacy of job applicants.
With that to say, let’s dive whether the companies should actually screen their future employees for mental issues.
Poor Productivity and Morale Prevention
One argument in favor of screening employees for mental health issues is that it could help prevent problems from arising in the workplace. For example, if an employee is struggling with depression or anxiety, it can affect their job performance and lead to absenteeism.
By identifying and addressing these issues before the employee starts work, the company could potentially reduce the impact of mental health problems on productivity and morale. Additionally, providing support and accommodations for employees with mental health issues can lead to increased job satisfaction and retention, which can ultimately benefit the company.
The Relationship Between Mental Health and Work Performance
There is a growing body of research on the relationship between mental health and work performance, and the findings suggest that there is a strong connection between the two. In general, individuals who have good mental health are more likely to have better work performance, while those with poor mental health may struggle with various aspects of their job.
One study found that individuals with mental health conditions such as depression and anxiety had lower levels of job satisfaction and were more likely to report absenteeism and presenteeism (being at work but not fully functioning) compared to those without mental health conditions. Another study found that employees with high levels of stress were more likely to have lower job satisfaction and higher levels of burnout, leading to lower work performance.
In addition to the negative impact on work performance, poor mental health can also lead to negative consequences for the individual and the organization. For example, individuals with poor mental health may be more likely to experience difficulties with interpersonal relationships and may be more prone to conflicts with coworkers. This can create a negative work environment and may lead to turnover, which can be costly for the organization.
Given the strong relationship between mental health and work performance, it is important for organizations to prioritize the mental well-being of their employees. This may involve offering resources such as employee assistance programs, promoting a healthy work-life balance, and providing support for employees who are struggling with mental health issues. By addressing mental health concerns, organizations can not only improve work performance but also create a positive and supportive work environment for all employees.
Create More Positive Workplace Culture
Another argument in favor of screening employees for mental health issues is that it could help create a more inclusive and supportive workplace culture. Many people with mental health issues still face stigma and discrimination, which can make it difficult for them to seek help or disclose their struggles.
By making it clear that the company is supportive of employees with mental health issues and has resources in place to help them, it could encourage more people to come forward and seek the support they need. This could ultimately lead to a more cohesive and supportive work environment, which can benefit all employees.
Discrimination and Privacy Violation
On the other hand, some argue that screening employees for mental health issues could lead to discrimination and violate the privacy of job applicants. There are laws in place that prohibit employers from discriminating against job applicants on the basis of mental health status.
However, some worry that employers may use the results of mental health screenings to discriminate against applicants, either consciously or unconsciously. Additionally, there are concerns that the information gathered through mental health screenings could be used to unfairly penalize or exclude job applicants, regardless of their actual job performance.
Another concern is that mental health screenings could be used to invade the privacy of job applicants. Many people may be hesitant to disclose sensitive personal information about their mental health to a potential employer, and there is a risk that this information could be mishandled or used in ways that the applicant did not intend.
Accuracy and Reliability of Mental Health Screening
There are also concerns about the accuracy and reliability of mental health screening tools, as they may not always accurately reflect an individual’s mental health status.
One example of the potential inaccuracy of mental health screening tools is the use of a depression screening tool in a population of people with a high level of stress due to a recent natural disaster. In this scenario, many individuals may be experiencing symptoms of depression as a result of their stress and trauma, but the depression screening tool may not accurately capture these symptoms because it is not specifically designed to assess the impact of acute stress on mental health. As a result, the tool may produce a high number of false negatives, failing to identify individuals who are experiencing symptoms of depression and may benefit from treatment.
It is important to consider the context in which mental health screening tools are used, as well as the specific characteristics and needs of the population being evaluated. Using a tool that is not appropriate for the situation or population can lead to inaccurate results and a failure to identify individuals who may need help.
Bottom Line
In conclusion, the question of whether companies should screen future employees for mental health issues is a complex one with valid arguments on both sides. While it is clear that addressing mental health issues can have benefits for both employees and the company, it is important to consider the potential risks and unintended consequences of such screening. Employers should approach this issue with care and ensure that any screening processes are fair, respectful of privacy, and in compliance with relevant laws and regulations.
Our good deeds and generous acts may sometimes push us to a point where our importance begins to diminish because we are too tolerant and nice. You may find that you neglect your own needs because you fear disappointing others when they ask for your help.
If you recognize yourself in the above description, you might be a people pleaser. And most of the people pleaser don’t even realize that they are being taken for granted till it’s too late.
Are You a People Pleaser?
A people pleaser is someone who tries hard to make others happy. They will often go out of their way to please someone, even if it means taking their own valuable time or resources away from them. People pleasers often act out of insecurity and a lack of self-esteem.
According to Dr. Susan Newman, people pleasers want everyone around them to be happy, and they will do whatever it takes to keep them that way.
Here are some signs that you might be a people pleaser:
- You have a difficult time saying “no.”
- You are preoccupied with what other people might think.
- You feel guilty when you do tell people “no.”
- You fear that turning people down will make them think you are mean or selfish.
- You agree to things you don’t like or do things you don’t want to do.
- You want people to like you and feel that doing things for them will earn their approval.
- You’re always telling people you’re sorry.
- You take the blame even when something isn’t your fault.
- You never have any free time because you are always doing things for other people.
- You neglect your own needs in order to do things for others.
While people might describe you as a giver or generous person, when you’re a people-pleaser, all of this work to keep others happy may leave you feeling drained and stressed.
Fortunately, there are some steps that you can take to stop being a people-pleaser and learn how to balance your desire to make others happy without sacrificing your own!
Stop Making Excuses
One of the most obvious reasons why you’re always being taken for granted is the fact that you simply can’t say no. It’s very nice of you to want to help everyone around you but sometimes you have to be a little bit selfish and think about your own interests as well.
Just remember that your inability to say no will make others take you for granted and they won’t even appreciate the things you do for them.
The biggest mistake a people pleaser can make isn’t not saying no, but rather how they say no. For example, when there’s an invitation, people pleaser tend to say “I can’t” followed by an excuse, instead of a powerful “I don’t want it”.
- “I can’t go to the party”
- “I can’t do that project”
- “I can’t talk to you right now”
Meanwhile, others love to push the boundaries and say:
- “It’ll be quick!”
- “Just come for a little bit.”
- “I promise it won’t be a big deal.”
A 2012 study published in the Journal of Consumer Research found that saying “I don’t” instead of “I can’t” allowed participants to gracefully exit unwanted commitments.
Why? Because “I don’t” is much more powerful than “I can’t”. It also shuts down toxic people faster.
“I don’t” establishes a clear boundary, making you sound much more confident and clear in your intentions. On the other hand, people who say “I can’t” seem like they’re giving an excuse and might have some wiggle room to give.
So, the next time you have an obligation you don’t want to do, say “I don’t.”
Stop Feeling Guilty
If you’re a people pleaser, chances are, you’ve probably said sorry at least a handful of times in the past week.
The next time you say no, say it with meaning. Don’t apologize because you have to prioritize.
Don’t feel bad that you have something to take care of. You are standing up for you; and remember, if you don’t stand up for you, no one else will.
Be Aware of Who You Please to
Look for signs that other people are trying to take advantage of your generosity. Are there people who always seem to want something from you but are suddenly unavailable if you need them to return the favor? Or do some people seem to be aware of your generous nature and ask because they know that you won’t say “no?”
If it feels like you’re being manipulated into doing things, take some time to assess the situation and decide how you want to handle the request. For repeat offenders or people who keep insisting that you should help, be firm and clear.
Sometimes it can be hard to tell if a friend’s taking advantage of you, or it might take you some time to realize that you’re being taken advantage of.
Here are some signs that you’re being taken for granted in a friendship:
- They don’t show interest when listening to you, but always expect you to listen to them
- They’re constantly asking you to do favors for them
- They are always making you pay for things
- They’re using you to get ahead
- They don’t respect your schedule and time.
Even if you enjoy pleasing others, it is important to remember that they should also be taking steps to give to you in return.
Assess The Request
When someone asks for a favor, tell them you need some time to think about it. Saying “yes” right away can leave you feeling obligated and overcommitted, but taking your time to respond to a request can give you the time to evaluate it and decide if it’s something you really want to do. Before you make a decision, ask yourself:
- How much time will this take?
- Is this something I really want to do?
- Do I have time to do it?
- How stressed am I going to be if I say “yes?”
Research has also found that even a short pause before making a choice increases decision-making accuracy. By giving yourself a moment, you’ll be better able to accurately decide if it is something you have the desire and time to take on.
Bottom Line
If being a people-pleaser is making it difficult to pursue your own happiness, it’s important to find ways to set boundaries and take back your time. Remind yourself that you can’t please everyone.
If being a people-pleaser is interfering with your well-being, talk to a mental health professional. A trained therapist can work with you to help manage your behavior, prioritize your own needs, and establish healthy boundaries.
A KPI or key performance indicator is widely used as a tool to measure the effectiveness of a team, company, and business in achieving their objectives. While KPI sounds great to improve the performance of the employee, it has one big problem: it destroy the quality of the service from that respective business. Here’s why.
Organizational KPIs
In the organization, there are multiple level of KPIs. The high level KPI normally focus on business development and expansion, while the lower level KPI focus on the daily process to be done in departments such as sales, support, pricing, and others.
Throughout my career, I do not see any massive issues on higher level KPIs. But on the lower level KPI when it involve the operation department, here’s where the issue arises.
Lower Level KPIs Issue
In most of the case, the employee in the department is too focusing on getting as much KPIs as possible by sacrificing the quality of their services.
In fact, you do not need to involve in any organization to witness the issue happen with the lower KPIs in any organization.
Whether you realize it or not, you might faced it in your daily life as a customer perspective. Here are some of the common examples.
Support Chat & Customer Service
In almost all of the organization, the support chat service’s KPIs are the numbers of chats an agent can handle per day. The initial idea of this KPI is to determine how efficient an agent is.
I’m pretty sure that you’ve met some customer service agent that is rushing to solve your case without caring the quality of their services.
In most of the cases, the agent closed the live chat after the customer was being idle for just less than a minute.
The faster the chat getting solved and closed, the more KPI points that the support chat agent will gain.
Most of the companies did not think of this issue when they created the KPIs for the support chat.
If the agent end up did not solved the case due to rushing for the given KPI target, it ended up backfire to the business. Customers will end up leaving the company’s service when they found that they have a poor service.
Taxi Driver
In most of the taxi company, the driver’s main KPI is the number of rides completed for each day. The more passenger that the driver sent to, the closer they are to achieve their daily target.
The main issue of this KPI is pretty obvious: the taxi drivers are trying to complete as much ride as fast as possible. In some of the cases, the passengers found out that their taxi drivers are too KPI oriented and resulted in poor service delivered such as dangerous speeding during the journey. This is because, they can complete more rides by sending complete faster.
In other case, the passenger also experienced the driver dropped them not in the appropriate location just to save up their time. “My final drop location supposed to be across the street, but instead, the driver dropped me on the other side of the road just because it might takes him another 10 minutes to make a U-Turn due to the traffic”.
Pricing Strategy
In several organization, there is a pricing strategy team to make a deal and negotiation with clients in term of business deal or collaboration. Their main KPI is to get as much discount or rebates as possible, and sometimes it affect their incentive.
Several weeks ago, my company had a business deal with one big company in which the pricing team is negotiating personally with myself.
While the pricing team is asking for a discounted price, I told him that we implemented a fixed and flat rate to all our customers. However, the most surprising thing is that he asked if I can manipulated the receipt by markup my original price and put a “fake” discount in the invoice. This way, it will be beneficial for him as he will get a commission for getting the “fake” discount and in the same time I will get the earning from the normal price.
When I heard about this, it just gave me a total bad impression about this big company from the level of trust and manor from their employees.
Personally, I feel this KPI destroy the quality and reputation of the business.
Food Delivery
In the food delivery company, the number of food delivered is the main KPI of their employees. In some of the cases, it makes the employees are rushing to deliver the food to the customers. Sometimes, it end up delivering the spilled foods and drinks to the customers just because they’re rushing to chase their KPI.
Number Should Not be The Single KPI in Every Organization
Fixing how the employee’s perspective about KPI might sounds challenging. However, eliminating KPI in your organization completely can cause demotivation on the employee’s productivity and achievement.
So, how should you fix it?
The solution here is to not include the number of the chat as a single KPIs. It is important for the organization to add the customer’s feedback by the end of the service. This way, the organization can keep track of how effective and how well the agent handle the case, not just the effectiveness.
Remember, quality of the service is always more important than the quantity. A KPI in the organization should not always just be a number, number, and number. KPI is far more than that.