The intentions behind your open-door policy are good: You want to encourage transparency and keep the lines of communication open. But your open-door policy may be causing your team more harm than good.
There’s an old cliché, “Treat your team members like you want them to treat your very best customer.” Most of us would agree with the concept, but it rarely happens.
Whether you’re hiring a new producer straight out of college or one with years of industry experience, here are three steps that can help you hold every new producer accountable for helping your business thrive.
If you’re not careful, you can create an easy-to-spot trail of behaviors that may put a cap on your career.
What factors do you need to keep in mind when determining what compensation model will produce the best results for a new commercial lines producer—and make them want to stick around?
Are the best new hires new to the insurance industry? Or is it better to hire experience? Two independent agents debate the issue.
When determining which compensation model will work best for a new commercial lines producer, remember: You can’t expect immediate profitability.
The idea of searching for talent when there is no immediate need can make many insurance agents scratch their heads. Why recruit when you’re not hiring?
You can’t choose what motivates you at work any more than you can choose your height or your family members. You can, however, choose how you comport yourself.
Fact: You’re not likely to get an immediate dollar-for-dollar return on human-centered leadership development.
