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... longevity 5 years or better 6. What are the performance standards for ensuring goal attainment? e.g., sales: __ new business appointments each week service: 90% utilization of automated database administration: Weekly training sessions on system capabilities management: 10% net profit 7. How are staff members informed and kept aware of goals? e.g., weekly published sales results, monthly personal interviews, daily departmental or team meetings 8. Which tools are provided for staff members to attain stated goals? __ Telephone __ Voice mail __ Fax __ Automated date base __ File cabinets and storage __ Work unit (desk and chair) __ Copier __ Printer(s ) __ Management direction __ Support staff __ Documented procedures __ Team leadership __ Reward and recognition __ Written job guidelines __ New business leads 9 ... effective (b )? e.g., (a ) displays empathy; (b ) sensitivity training (a ) communicates effectively; (b ) grammatical evaluations of conversation and written documents (a ) demonstrates diplomacy; (b ) management and peer group observation and customer feedback 11. How are we encouraging positive attitudes among staff members? e.g., daily coaching sessions, weekly in-house training, mentor relationships 12. How are we ensuring that staff members understand the importance of their work and the suitability of their performance to the overall scheme of the operation? e.g., smile' reports (refer to No. 11) 13. How are we helping employees to maintain the physical strength, emotional stability, and education necessary for meeting goals? e.g., cost sharing of fitness club ...

...ults, monthly personal interviews, daily departmental or team meetings 8. Whi...d of feedback is it? e.g. ____ twice daily ____ daily ____ weekly ____ monthly ____ q...

...e to use the news updates for your daily market work and trade. Getting a pro...

...o attract and retain clients. On a daily basis, owners and managers shout, “Wh...

... , a rotary dial phone, and a "prospect" list and was forced to endure a two week training boot camp. That was it! I was then ordered to make 50 phone calls per day, get x-dates, and make sales appointments. Want to guess how that turned out? Sadly, this sweatshop scenario or some version of it still plays out in many insurance shops as a daily routine. So what's the answer? It's alarmingly simple: Put someone in charge of sales! When I suggest this to agency principals, I invariably get such retorts as "Sorry, I don't have the resources or the time or the expertise available." To which I reply "Would you let your CSRs go unsupervised, working independently as they see fit? How about your claims people ... outside consultant, or possibly a retired producer. However you solve the riddle, you should expect a good sales manager to: Establish a strong "Nothing Starts Until You Make a Sale" culture within your agency. Instill an effective sales regimen that communicates the manager's vision and the agency's value proposition for customers clearly. Work with your producers to set personal sales agendas with attainable goals and objectives. Mentor producers consistently, instilling such success-oriented disciplines as time management, the creation of a "makes sense" prospecting game book, management of their sales pipeline, and the creation of agency value with customers. Work with your salespeople to ensure effective and consistent application of these techniques. Interface with producers and agency principals to create a positive sales stimulus within the agency. Hold producers accountable for results with ...

... Plan 4/30/2013 12:00:00 AM by CompleteMarkets Editor , Mary Beth Bolen This content has not been rated yet. How to improve the industry? One day at a time, says the National Association of Insurance Women (NAIW), Tulsa, OK. To mark NAIW Week (May 17-23), NAIW suggests 12 ways to improve the insurance industry, through the daily contributions of individuals and groups. During NAIW Week, we celebrate members' achievements and our pride in this profession. But it's also a time to think about how we do business the other 51 weeks of the year, ' said Susanne Wolfe, CIC, CPIW, and NAIW President. I believe there are things we each can do every day to improve ourselves, the industry, and ... . KNOW your legislators. Write or call them regularly about insurance issues that concern you. Approach them with courtesy and professionalism-and be informed. Offer constructive comments. Become involved in the grass-roots political process, as part of your responsibility to community and country. 9. INVITE a new employee to join you in a class or to attend a meeting of a professional insurance group with you. Continue to mentor that person. 10. GIVE one policyholder a week a suggestion that could save time, money, or increase protection. 11. IF you suspect fraud, and your suspicions are well-founded, report it to your company, state insurance fraud bureau, local authorities, or call the hotline of the National Insurance Crime Bureau, 1-800-TEL-NICB. 12. TREAT all clients and professional colleagues with respect and ...

...s out in many insurance shops as a daily routine. So what’s the answer?...

... site has a live streaming feed of daily insurance news. This feed allows peop...

...he insurance industry, through the daily contributions of individuals and grou...

... fellow workers as people first and employees second. People in positions of authority need to recognize that they're dealing with a whole person who has a lot of other interests. And, since most employees aren't owners, they're dealing with people whose personal lives are probably paramount. It isn't good enough to communicate this recognition at a performance evaluation or once a month at a lunch. It must be done daily. Agency principals who persist in operating the way agencies did 20-30 years ago will be hurting themselves through high turnover rates and a local reputation for not offering a pleasant environment. It's also important to look for exit signs' well before an employee turns in their notice. There are many small things that can be done (many of them not compensation related) to defuse the issue and retain ... out what they need to do, such as taking classes or reading certain materials, to get where they want to go. Be supportive and help subsidize the cost if they earn a designation or pass a course. But make it clear that the ultimate responsibility rests with them to implement their own strategies to further their career. It's also wise for larger agencies to create internal internships and/or mentoring programs. Encourage managers or senior level employees to spend time with newer or junior personnel so that they'll gain a better understanding of the overall agency operation, company relations, and their specific department. They also need to know how all the jobs connect which each other. It's important for them to see what other job positions might be available, given certain skill and experience levels. This information ...