I would move on cuz he's not backing g u up as a higher person of his seems he's only concern with what happens to him, it's true what he said about think about ur wording but at the same time young ppl in the work force don't have the respect an work ethic alot of us do

If you have directed this to your boss and he doesn't want to do anything you go higher over him and explain your concerns about people disrespecting you that's the only way that you're going to get respect if you're respecting them that they need to respect you

Me , if I were you; I'd stop taking it Personally. Play the Game. Make your Money and go home.....

Supervising is tricky because there are 5 major communication styles existing between humans, and these styles vary according to 'personality tendency'. I believe a book was written along these lines, in an effort to assist manager's in overcoming tensions arising between workers merely because one type of communication style may sometimes clash with another. However, I do recall that ... in a call center environment, some personalities are very visual & auditory. Still others are tactile, so you have to present prospecting & closing in a way that honor all sensory pathways. Then, as you teach specific closing techniques that help to increase revenue, you are teaching others an advanced rebuttal system. The advanced rebuttal system will help call center reps overcome typical consumer concerns while also closing intricate prospects. Does this help to stimulate some ideas? Oftentime, when you're experiencing resistance, you're most likely witnessing frustration because reps aren't cohesively following your coaching dialog. I believe that's why closing scripts are so important. You can team build a group of individuals working in the call center by asking them to also generate scripts that will overcome the most difficult prospecting & closing scenarios. If the company accepts this level of creativity, you can test scripts over time that will also generate the most successful closing rebuttals possible. It's amazing fun to work in a team setting this way because every team member feels highly-valued! Sincerely, Barbara Brinkmeyer, MBA

leave, that is all you can do. If you feel you have more than advanced yourself past that stage of work and people, leave. Your time is done here. Sounds like you have enough knowledge to go open up a place of your own, bring in your own clients and go from there. RED TOWEL is your key i think!

Build relationships with your employees instead of trying to force them to respect you. Don't take it personally, they'll only get worse if they know its getting to you. Make it work for you. You're going to face challenges like that no matter where you go. Take the time to get to know each employee and see what motivates them then implement that. Consider it a challenge. Make them respect you because you respect them.

Moving on will just place you in another position where there are similar or greater challenges. Your boss may be doing you a favor by making YOU the architect of your own solution (whether he realizes it or not). There ARE times to move on but not before you do a couple more things to work with people. So this suggestion comes from the experience of working as a Marketing Director and training Call Center folks. It;s only one example but see where this leads you...

We had a genrally good invound call center at a Credit Union. In training, it was easyt to see that most of the group took their lead in behavior from one person, V. V was godo at her job and a natural salesperson. She recently exhbited negative behavior. So I pulled her aside for a separate meeting. I complimented her on both her skills and successes. Then I noted that others looked up to her and took her lead on how they spoke and behaved. We had a conversation about leadership and the role that played on everyone's development, and how lucky we are to be in that role. I had a nice but truthful conversation that he attitude was not as positive as it used to be and that it affected the others on the team. I asked her about the things that may have changed with her about the job and how we could address those, if they were things I could do about them. I ended by stating her ability to nfluence the group and that she could make them more successful but she really needed to look at her reactions and behaviors. I finished by telling her that I had confidence in her.

Good luck

Try leading by example. Show them the respect you expect to receive and you may find they come around. Unfortunately there's not much you can do about your boss and the way he acts. Try going out to lunch with the group or something after work to get to know each other a little better.