When Beth DeLaForest, president and owner of Aspire Insurance Group in Hudson, Wisconsin, launched the agency in 2014, she knew she had the chance to set an intentional culture—one that was different from those she’d previously experienced. DeLaForest’s insurance journey started when she moved out at 18 and needed to pay rent while in college…
In 2017, Carroll became a part owner and president of Stein Agency, a process in which she has stepped up professionally and grown into a leadership position while learning the ropes of agency management and p&c insurance.
When it comes to planning for your agency’s internal perpetuation, there are numerous factors to consider, each requiring careful consideration and strategic discussion.
As Generation Z becomes an increasingly significant part of the workforce, employers must rethink their approach to retention and benefits.
Many owners think that having a perpetuation plan is something that only older agency owners need to worry about, but the reality is that every agency owner needs to have a plan in place.
There are opportunities to recruit seasoned, talented workers looking for a career change—if you reimagine the hiring process to emphasize competencies, not experience.
A combination of traditional and creative benefits that meet evolving employee needs is necessary to maintain a productive workforce.
“One thing I’ve always loved, even outside of work, is helping other people,” says young agent Jesica Hernandez. “The opportunity to help people protect what they’ve worked hard for is very fulfilling.”
“At the end of the day, I think different perspectives are important in any organization,” says young agent Cole Schanandore. “Every generation needs to be adaptable and learn to work together as a team.”
“It’s nice to have old-school relationship-building and true cold-call outreach in the agency,” says independent agent Weston DeFrisco. “But with Generation Z coming in, they have all of these creative ideas on how to use social networking and artificial
