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... and error-free. Let them know whom to go to for help and answers to questions. Be considerate when addressing their questions and concerns — don't make them feel as though your work has been interrupted. Make your new associate aware of who will be evaluating their skills, performance, and attitude and how management will be kept informed of these evaluations. There will be opportunities to give both praise and criticism. When praising, do so enthusiastically and genuinely and in the presence of others. When criticism is needed, follow these guidelines: Criticize in private. Never degrade or embarrass. Be timely. Criticize as soon as possible after the error is discovered. Don't stockpile. Don't save up and "dump" several criticisms on a trainee all at once. Be specific. Document what, when ... sure that the new person understands the rules and regulations they will be required to follow. If a manager has already covered these items with the worker, skip to the next section. If not, you're in charge. This orientation should include: Working hours with attendance and tardiness policies; break/lunch schedules; smoking regulations; personal phone calls; care of equipment; dress and appearance; illness/accident procedures; and office supply needs. If the agency has an up-to-date procedures or office manual, use it as a guide. Ask new workers to read it and sign a verification that they understand and agree to the rules and procedures. Next, prepare trainees for "people contact." Introduce them to everyone in the office and explain related job functions. Then talk about customers ...

...emutualize. Introduction of Critical Illness Survivor coverages to the Un... insurance -- and perhaps even some critical inquiry about why the coverage wa...

... All Back Poor Company Service: The Antidote 4/30/2013 12:00:00 AM by CompleteMarkets Editor , Chris Burand This content has not been rated yet. Get your companies to listen to you — for your mutual benefit. Recent research has revealed that all company employees receive a vaccine on their 121st day of employment that prevents them from hearing what agents say. This vaccine is critical to their psychological health. Imagine what would occur if they actually took to heart all the complaints, suggestions, demands, and criticisms provided daily by agents. Imagine how quickly they'd descend into the depths of depression if they actually cared when tears rolled down agents' faces while they deplored the latest commission cut. The vaccine is key to their survival. What's this secret vaccine? Agents everywhere ... many agency owners. They decide that they'd rather just gripe, which is why company people get their vaccines in the first place. Are you strong enough to handle Agent's Kryptonite? ADVERSE REACTIONS Agents are often appalled at the thought of having to educate companies about their own best course. This side effect is widespread and to be expected. However, a little discomfort now could help prevent a major illness or even death. Company employees have reported nausea, fever, chills, and other flu-like symptoms upon receiving the antidote. Such symptoms usually subside after leaving the agent's office. The antidote won't work on many company people. Given its great expense, use it only on the most receptive prospects. PRECAUTIONS Recognize that some companies are beyond saving. Don't endanger yourself by trying to help them. ...

... coverage. For this reason, it's critical to compare several options before m...ance but cannot see a doctor due to illness or disability. While it is true t...

...ts as Annuities, Long-Term Care, Critical Illness, and charitable-contribution...well with such leads. Critical Illness Survivor. This product has many a...

... physical injury and occupational illness claims not covered by Workers Comp. ...oyment-related problems that involve illness, stress, or no physical damage to...

...what agents say. This vaccine is critical to their psychological health. Imagi...mfort now could help prevent a major illness or even death. Company employees ...

...arily remain behind to shut down critical plant equipment. Means of alerting ...

... , but now every problem becomes a crisis that I must solve. I don't have time to do their jobs and mine. ANSWER: It's always easier to let someone else do your job than to do it yourself-especially when the boss always second-guesses you anyway. Is that how you appear to your employees? Unless they respond to a problem exactly as you would, do they feel subject to your criticism? If so, their easiest decision is to make none at all. They come to you with the problem knowing that if you solve it, they won't be subject to your criticism. To reverse this trend, every time people bring you a problem, ask them how they would attack it, and then agree with their solution. remarking that they didn't need your input after all. ... producers-experts though you may be in insurance-have never been trained in sales, get the training. Knowing insurance products is a far cry from selling them. Professional salespersons might not know as much as you but will establish relationships and trust between themselves and the clients, and will therefore close more sales than the technical expert who relies only on the facts. Fortunately for you, most insurance salespeople are as ill prepared to sell as your producers are. Successful agencies have learned this bitter lesson and have spent time and money on continuous sales training. Some have also hired experienced salespeople and trained them in insurance, feeling that the people skills of sales are harder to develop than the fact-oriented, technical skills of insurance. PROBLEM 3: My producers sell only enough to keep them at the compensation level that ...

... the marketing. This position is critical. The successful candidate must be ab...is turnover or someone is out due to illness or vacation. Producer/units can w...