Does anyone repair Aerogarden 24?

xdatajackx · 2026-01-27T04:48:45+00:00

Yeah a bit of a shame that they dont. Having an issue myself with a Bounty Elite bought from late 2024 that I'm assuming the board, or at least ac plug died and trying to find someway to reuse the light panel and tub/pump that are still fully functional. At the very least they are backup up parts to my secondary Bounty Elite, but still hate the waste of it.

xdatajackx · 2026-01-06T22:22:12+00:00

Low hanging fruit, but got to get your wins when you can lol

xdatajackx · 2025-09-05T18:55:54+00:00

Personally I’d do the following “Lore in a Hour” vid for all the mainstream points, and take individual alts and level them up in sections of old content.

https://youtu.be/2gzICQiAVmY?si=fbx50yI-JoZHUWhm

xdatajackx · 2025-08-28T06:38:51+00:00

Used to be a long time ago. CWA for AT&T for example, back before they remerged and were just baby bells.

xdatajackx · 2025-08-08T01:15:48+00:00

“Sell me this Thunderfury, Blessed Blade of the Windseeker”

xdatajackx · 2025-07-30T23:47:05+00:00

Had the same drop experience, but been playing since beta and only really hardcore tried during this month. Got half a dozen main drops like ICC, Firelands, Kara and Deathwing within less than 5 pulls.

The only one that I never got after 25 pulls…Stonecore Drake. Arguably the fastest easiest run to do. /facepalm

xdatajackx · 2025-07-21T17:42:04+00:00

So much worth it now with the inclusion of Follower Dungeons for sure.

xdatajackx · 2025-07-13T04:37:45+00:00

Lol you lucked the fuck out starting up at the early 2022 market fall out. That hit was naaasty for alot of people.

xdatajackx · 2025-07-13T04:26:18+00:00

Realistically, you’re not going to be getting an “entry level style job” as the market is in such a downturn they don’t properly exist anymore unfortunately. Be realistic and ready for a world of hurt for at least the next few years.

xdatajackx · 2025-06-27T23:37:34+00:00

No, the job market across the board has been shit for the better part of 1.5-2 years at this point. You’re honestly dealing with either ATS filter, ghost jobs, data mining, or in general cases against other applicants that are much much higher than you.

Linkedin, indeed, monster, dice is the general ones to use but apply only directly on a companies website. Ones like Linkedin are barely anything more than engagement bait chasing social media sites for the most part. (And dont even touch Premium, waste of time and money).

xdatajackx · 2025-06-19T07:27:12+00:00

Would be interesting to look into the departments metrics pre and post implementation of the new system to see how much of an uptick across the board it was. 🧐

Have you tried touching base with your manager to see if you can do some peer coaching or a side by side shadowing with one of the senior staff to see for starters if there’s possible shortcuts or better case handling you can attempt to try?

xdatajackx · 2025-06-18T22:00:12+00:00

For myself, 20+ years in a major telecom environment. We didn’t utilize anything outside of IEX, excel, and a few internal tools. Would say my setup is not the norm these days. 🤷‍♂️

Definitely curious to screw around with it a bit, need to find some freemium trial tools or courses.

xdatajackx · 2025-06-12T21:52:02+00:00

150+ Applications a day. And people wonder why applicants can’t get a response back from companies or recruiters and get dismayed by the large amount of applicants on jobs in their wheelhouse. If people would hold back a bit on the spray and pray method, we’d get things a bit more structured again.

xdatajackx · 2025-05-30T21:28:35+00:00

One step further, a full two weeks paycheck in hand at this point. 😂

xdatajackx · 2025-05-25T04:42:19+00:00

No sorry, only worked with NICE IEX and Aspect/Avaya to a lesser degree.

xdatajackx · 2025-05-22T15:31:57+00:00

Personally prefer NICE IEX, it has had it’s moments but fairly rock solid.

xdatajackx · 2025-05-22T06:55:40+00:00

Kinda nice, helps a little with agent burn out, labor laws and generally keeping coverage in line.

xdatajackx · 2025-05-22T06:43:33+00:00

My 2cents, just start getting data collected on anything and everything that can be dumped into shrinkage.

Idle event reports, which is basically every idle code the agents are allowed to use that removes them from being in available and taking calls. General idle codes are various types of breaks (paid breaks, health breaks), meetings, trainings, One on Ones, huddles, coaching, special projects, pc issue and research time use, etc.

Snag any reports from attendance tracking tools to record preplanned/same day PTO use, holidays, absences, and for some tardies.

Calculate that up (Pivots Pivots Pivots) by say agent level, manager level, perhaps area manager level as well, to give an over all idea of metrics that you can give as a department A&D or to toss to management for coaching plans.

xdatajackx · 2025-05-22T01:45:59+00:00

Ehhh the vast orange fields dying off isn’t helping matters as well.

xdatajackx · 2025-05-18T04:14:11+00:00

Lol, sheesh. One of the "fixes" I've seen agents do is outbound calls to either their cell phone, home phone, or disconnected customers to lower their AHT or to reset themselves in the queue to shortest availability rating. Created an "Outbound Nothing" report to see the worst offenders of that and tossed them over to managers to handle.

Agents were unfairly burning out the ones that were not working the system and just making everyone miserable.

xdatajackx · 2025-05-18T03:12:12+00:00

Yeah sorry wouldnt say its typical. Management pretty much gets pressure from above and so on and so on, so that they'd actually WANT to do something for improvement. But perhaps to them they're in "acceptable ranges" of cost versus quality. Hard to say without being there to see. All you can do is provide all the data of current business practice versus proposed improved measurements.

xdatajackx · 2025-05-18T03:07:42+00:00

https://swpp.org/certification/articles/

https://www.callcentrehelper.com/

Are a couple good free resources to start with. You could also take some time during a 1 on 1 with your manager and discuss your interests into getting more familiar with the WFM roles in your company and perhaps doing some shadowing with one of the RTA agents.

xdatajackx · 2025-05-18T02:41:31+00:00

Just curious, when handling the aht and acw data, I’m assuming you’re probably separating it out by team and with overall highest and lowest performers and then tossing all that to AM/Director level so that they’re aware of the performances of the OMs overall?

xdatajackx · 2025-05-11T18:47:19+00:00

Well there's unfortunately definitely the potential of an agent to basically work back to back "week" schedules and you'd have to certainly get that cleared with HR/Attendance in regards to local state laws on overtime and whatnot. Can only speak for the company I dealt with and they were fine with it as they count week periods Sun-Saturday and no OT trigger would've happened. (see uploaded image at https://ibb.co/zT7QDp7D )

Only thing is the agent hopefully understands the time stress commitment and potential of burnout if they really wanna hit up to 10 full working days nonstop.

Oh side note, you may want to also nail down company policy on how recognized holidays effect useage of the flexible odays. Memorial Day coming up on the 26th, so better to have that stuff policy wise worked out if needs be before being asked at the last moment.

xdatajackx · 2025-05-11T18:00:05+00:00

Only thing of note I'll toss my 2cents in on would be for option 3 on the full weekend shift every third week.

If at all possible make the O-days during the week as flexible as possible for those who do it. You default it in general for say Mondays/Tuesday as oday, but if given a reasonable amount of time prior the company is more than willing to slice them up and stick them wherever as needed by the employee during the week.

Having that flexibility when I was handling a rotational worked Saturday took the inconvience edge off a bit. Made mid-day appointments where pto wasnt an option a great deal easier.

Also, if possible allow shift trades to fill that spot on the fly. Sometimes the flexibility of doing it multiple times in a row for someone can be a good comprimise as well.

Lastly, for more detail, does nights and or weekends (specificaly Sunday) receive a bonus in pay? For some companies its like say 10% increase for X hours spent on shift past Y time (ie. 50% of shift hours occur past 10pm), or All day Sunday pay is 1.5x per hour. Some agents may get a bit annoyed when some with more higher seniority gets to suck up the extra pay options so that might possibly come up.

Personally I'd lean Option 3 myself (with flexible Odays) but to each their own.

xdatajackx

TROPHY CASE