Marrissa Winkelman entered the world of insurance in 2012 when she started as the receptionist at Webb Insurance. Understanding quickly that the position wasn’t the right fit for her, she moved to the back office, where she focused on insurance and working her way up.
On this episode of Agency Nation Radio, Jennifer Becker, Big “I” executive director of research and education, is joined by Claudia St. John, founder and CEO of The Workplace Advisors. During the episode, they explore how small independent insurance agencies can compete with large corporations for talent; whether artificial intelligence (AI) is helping agencies address staffing shortages or simply adding another layer of complexity; and what agency owners…
To address the talent shortage, here are five successful, replicable strategies already in motion to recruit the next wave of insurance talent in 2026 and beyond.
Every agency has its own “unwritten rules”: those lessons, bits of wisdom or do’s and don’ts that may not show up in trainings or be written down anywhere but make all the difference in running a successful business
Independent Agent magazine speaks with an agent from each revenue category about their experiences with the Best Practices Study and how their business operates.
Employees who feel their careers are not growing and developing are less likely to be motivated to do their best work and are therefore more likely to be dissatisfied with their jobs and to leave.
If you’re a sports fan, you’ve seen this scenario: A superstar player is brought into a sports franchise and expectations soar about the possibility of winning a championship. But in the end, the move turns out to be a bust. Why is that so often the case?
Jana Foster, chair of the Big “I” national Young Agents Committee, sits down with Karen Bailo, commercial lines president at Progressive, to talk organizational culture, inclusion, and the importance of communication and supporting the personal developmen
While there’s a strong business case for a diverse workforce, employers must focus on creating an inclusive culture to make a long-term impact.
To grow your business and fill talent holes, you need to consider who will make your organization stronger before you invest in hiring and training. Use the ATM method to make sure a candidate is the right fit.
