The entire column as a whole makes me as a Manager want to be creative and simultaneously true to the intent with the ‘devices’ that should be a part of making things work in a call center.

I respectfully wonder about sections 6 & 8:

Is the ‘personal’ element necessarily the best way to show loyalty and take an interest? Is it possible that with insight and creativity these same goals can be accomplished totally within the frame of the work environment. Is is true that you would be setting a better tone and context to the agreed upon purpose for why you are working together. Would it be more likely to produce results that were coherent with the agreed upon reason that the Manager had accepted their position? Ultimately, would it also bring to the company a more repeatable process for accomplishing the communication and loyalty because it was framed within the context of those resources and elements that were available beyond the personal?

These questions are posed to anyone that may have an opinion. Responses will be honored with gratitude and attention. Thanks for this article! We plan to implement some of the tips ASAP.

First, I wish I work for you in such amazing business with great themes and truly treating every single employee in the company as team member. There are lots of manager building on this words “team work” but shining on their office wall without real action or doing it in reality.

I believe “TRUST” is another important key. Hence, building trust in the workplace is by working together. There are no magic tactics or other simple solutions. Trust cannot be created by excessive wages, great company picnics or wonderful working conditions; it can only be generated through teamwork, honesty and fairness.

I can see all these elements are applied in your firm and really can see it in their faces.
Wish you all the best and future success.
Regards,
Ahmed