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Omni Interactions Sets Juneteenth as a Paid Corporate Holiday

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Today we are very excited to announce that Omni Interactions is adding Juneteenth National Independence Day as a paid corporate holiday. We see this as the right choice to align our core values and who we want to be as the Omni team. Omni will be honoring this day of freedom to educate, build community, and celebrate.

This year, Juneteenth will fall on Sunday, June 19th but will be recognized as a holiday on Monday, June 20th. Omni will maintain regular operating hours for client delivery over the weekend and on Monday. As with all holidays, if you are unable to take this day due to work requirements, please work with your manager to take an alternate day.

What is Juneteenth?

Juneteenth is an American holiday celebrated annually on June 19 that commemorates the end of slavery in the United States. On June 17, 2021, Juneteenth National Independence Day was signed into law as a federal holiday in the United States.

On June 19, 1865, Union general Gordon Granger rode into Galveston, Texas with the federal orders that all previously enslaved people in Texas were now free. Though the Emancipation Proclamation had formally freed slaves in America two years earlier, Texas was the most remote of the slave states. So about 250,000 people remained slaves in Texas until Granger carried the orders to Galveston in 1865, finally ending slavery in the U.S.

Today, the holiday is celebrated across the United States with activities as diverse as readings of the Emancipation Proclamation, street fairs, rodeos, cookouts, reading the work of influential Black American writers, and more.

Why did we make Juneteenth a company holiday?

Though Juneteenth is new to Omni’s holiday calendar, this isn’t really a change. It is a reaffirmation of reaffirming what our company already believes and stands for: equality and inclusiveness lead to better teamwork and success for each of us at Omni, each of our clients and for Omni overall.

So, we see the Juneteenth holiday an opportunity — via company policy — to put those beliefs into action. Creating a paid holiday sends a signal that we’re observing something important to members of our community, and therefore, to all of us.

Thank you to the Omni People Support team for developing the plan to recognize this all-important day. Beth Capra, Chief Financial Officer and Managing Partner who also oversees the People Support organization, calls out the significance of this holiday to all people, “By recognizing this day as a corporate holiday, we want to ensure every member of the Omni corporate community not only has the time to celebrate, but also to use it as an opportunity to learn more about the holiday and why it’s so important to our country.”

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High volume of Covid-19 vaccine calls and support requests?

High volume of Covid-19 vaccine calls and support requests?

Get help now from our HIPAA-compliant support experts.

How Omni Can Help

Give us a call and we can walk through the details on how we can quickly and effectively supplement your current operations.

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  • We can partner with existing teams or manage 100% of volumes

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People matter. Introducing our Gig Workers Bill of Rights.

Here at Omni we put the welfare of gig workers front and center. So much so that we are the first company to craft a Gig Workers Bill of Rights. We believe in the limitless potential of all people and we back our powerful Bill of Rights with action.

Why does this matter to you, our clients?

First, we know that treating people exceptionally well means they are more apt to enjoy the work they do and remain in our Gig Brand Ambassador (GBA) community longer. Second, by providing clear paths to real earnings and educational opportunities, GBAs don’t just perform tasks, they deliver extraordinary experiences.

Omni is creating communities of GBAs who are passionate about the brands they represent and have the skillsets to do so most effectively. See how Omni is going above and beyond to empower gig workers in this burgeoning economy:

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Is a remote workforce right for your business?

Not surprisingly, this year has seen a 20-fold increase in the discussion of remote work as the pandemic has sent large swaths of the workforce home to work virtually. A recent Gartner Hype Cycle joined the conversation by declaring work-from-home to have reached the “Plateau of Productivity,” or mainstream status. Yet simply sending someone home to work, does not mean they can effectively work from home.

Omni’s leadership team has been leading the charge with comprehensive work-from-home solutions for more than 20 years. We understand what it takes to empower people to be truly productive in their customer support roles. However, some companies are deeming remote work a success so long as someone can login and take calls from their home.

Now that most companies have sent at least a portion of their workforce home, everyone seems to be claiming remote work “experience.” Traditional BPOs, in-house teams, domestic, and global support centers all sent people home this spring assuming the situation was temporary. Now, however, reality is setting in. It’s expected 25-40% of roles working remotely will remain that way which means companies will have to learn to navigate additional aspects of workforce management.

If you are considering making the work-at-home model a long-term part of your customer success organization, here are some considerations.

Recruiting

  • How do sourcing, selection, and on-boarding practices evolve for remote workers?
  • How can an expanded applicant pool be accessed through new channels, new geographies, and better targeting? What enhanced skills and capabilities can be realized from this broadened talent pool?
  • What compensation structures, incentives, rewards, and engagement tools should be considered for remote team members?

Training

  • What does it really mean to “virtualize” curriculum?
  • How can training times be reduced up to 25% in a remote environment?

Workforce Management

  • What opportunities exist to break free of full-time shifts and increase flexibility with part-time, split shift, and micro-shift offerings?
  • How can seasonal peaks or intraday spikes be handled more efficiently with a remote team?

Operational Delivery

  • What is the best way to allow current managers to engage in a remote environment?
  • How does support staff selection change to allow them (supervisors, quality assurance, continuous improvement) to thrive in a remote model?

Costs

  • What technology and infrastructure changes might allow for improved management and lower costs?
  • Where can increased staffing efficiency allow for reduced team sizes and total delivery hours?

If you’re ready to explore if a work-at-home model is right for your organization, reach out to Omni and we’ll walk you through the ins and outs.

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