If our idea instead is that the motivation of our people is a very personal element beyond organizational efforts in this regard, there will be new shares that will be possible from this view, but are outside the first option. For example: create opportunities to listen and exchange about what motivates individuals to our people, conversations and discover the value judgments they make about what motivates them or not, raise motivation as a skill that can help develop and as such they can be coaches, etc.. Raising the level of motivation of people in the contact center is a very good coaching job target. What coaching can do then?: Detect talks non-possibility in relation to what motivates them. help design new talks which open new possibilities. Develop self-motivation and ability of emotional intelligence. To identify the views that lead to be unmotivated.

Generating new opinions based on broader views of motivation. Identify the emotions associated with motivation. Generating emotional contexts motivators. Design motivational talks. Recognize the decision process about what motivates them.

Personally intervene in this process. Change the place of “victims” by the people responsible for our motivation. Reduce stress. elevate customer satisfaction. Etc. The proposal does not leave out the organizational efforts to encourage its people to perform actions that are expected, but adding possibilities for intervention at individual and group to develop self-motivation.