Whether you’re running a mega-agency or a boutique, following these proven management guidelines makes sense.
Learn what motivates each of your employees
Use this information to help manage their performance. Although status, power, or additional authority might motivate some people, others might be more excited by the opportunity for tapping into their flair for creative, job-related activities or more face-to-face contact with customers. Rewarding good employees with assignment that speak to their unique motivations, interest and long-range career goals can help you retain them.

A soft insurance market is often used as an excuse for ignoring certain issues. Why bother figuring out whether to retain risk or transfer it to...

CLUSTER TIPS by Chris Burand Cluster contracts among individual agencies or groups of agencies (not necessarily the major cluster-type agency organizations) are almost alw...

CONGRATULATIONS LETTER Dear (Customer Name), I would like to congratulate you on becoming a new member of The Greater Boston Chamber Of Commerce. I am sure you will find your mem...

DRUG TESTING IMPROVES PRODUCTIVITY WORKING PATTNERS 'The quicker that companies implement a drug-free workplace, the better,' says Dan Burazin, Operations Manager at D.G. Beyer, Inc., a commer...

FINANCIAL SERVICES - IRAS Dear (Customer Name): What are you going to do when you retire? Travel? Move to a quiet area and relax? These are reasonable plans for individuals reaching retirement age. ...

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In this document, Val Jordan explains why insurance agencies and carriers looking to increase...

INTERDEPENDENCE AMONG ASSOCIATIONS, UNDERWRITERS, AND AGENTS by Robert Larsen Symbiosis: any interdependent or mutually beneficial relationship between two or mor...

LIABILITY RISK RETENTION ACT OF 1986 The following is the text of the Products Liability Risk Retention Act of 1981 as amended by the Risk Retention Amendments of 1986, creating the Liability Risk Re...