BE CAREFUL WHAT YOU WISH FOR by Chris Burand Many agency owners lament their staffs lack of a work ethic. Agency owners typically judge their employees work ethic against t...

BEING ASSUMPTIVE WITH REFERRALS CAN HELP OR HURT! by Bill Cates There are times when being assumptive in the sales and referral process can help you help your clients. there are also tim...

BONUS/COMPENSATION PLANS: PART ONE by Jack Fries An incentive or bonus program requires many variables to be successful. Such programs too often reward work that wouldve been done...

BOOST YOUR SALES BY 95% Patricia A. Berry Most salespeople can increase their sales by 95%, by using professional knowledge and skills - and anyone who presents ideas, influences dec...

COACHING SALESPEOPLE by Bob Ayrer All of the selling expertise and rah-rah sales rallies in the world dont mean a thing unless you can convert this knowledge into skill ...

COMMERCIAL LINES MARKETING PROGRAM by Al Diamond This documentcovers issues as diverse as agency budgeting, how to post an effective classified advertisement, and marketing carr...

COMMUNICATE WITH EMPLOYEES! by Al Diamond Treat your employees like customers - not children! Most agency principals have owned one or two agencies and have been ...

COMPENSATING THE CROSS-SELL by John Jaques A simple method for cross-selling employee benefit coverages to Property/Casualty clients is to establish a disciplined program for the ...

COMPENSATING YOUR SALES CENTER COORDINATOR By Darren Clevenger One of the most critical factors that can make the difference between an average sales center coordinator and a great ...

One of the most common questions we hear during consultation involves compensation for owner/producers, existing producers, and new producers. The principal question is how much and how to pay for production that compensates salespeople fairly and gives them incentives for continued growth.

The answer is complex because the same compensation models don't fit all producers.