Employee retention may not be the top issue on many employer’s minds—but there’s no time like the present to take steps to improve team spirit, encourage performance improvement and ultimately, instill loyalty.
“I think it’s really about trying to educate young people about the reality of an insurance career and how it looks long-term,” says Dallas Ross, independent agent. “In a time like right now, it’s a very stable career and it’s nice to not have to worry ab
Nicole Coppock refers to herself as a product of the Invest program. Now, she frequently returns to her old high school to teach classes about insurance and careers in the industry.
With technology, “there’s no sitting still,” says Cameron Annas, independent agent. “You’ve got to adapt. If you don’t, then it’ll be great for your competition because you probably won’t be here in 5-10 years.”
If piano mover clients dropped and destroyed a piano and were held liable, would the business auto policy respond in any way during the “handling of property” to load and unload onto their vehicles?
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.
Compensation structure is vital to every organization. But if you want to attract and retain the best talent, you need to look a little deeper.
Frank has 30-plus years of insurance experience. She has served on association boards, including Big I New York, and is former commissioner of the New York State Insurance Fund. J.P. West, the brokerage and risk management firm she founded, marks its 20th
“The world is changing, and quickly,” says insurance industry leader Myrna Estrada. “I love the independent channel. But for it to thrive, we need to be prepared for what that change looks like.”
“There are more women today who are making head-of-household or head-of-business decisions and are buying insurance,” says independent agent Brenda Loiselle-Marcotte. “Those customers connect with and relate to other women.”