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...fic. Comment on attitude, skills, talents, efforts, and progress. Be objective: Document with examples and information. You are essentially func...or with responsibilities to the worker and management. CONCLUSION: Training a new CSR provides challenges — and opportunities. The more effectively...

...gency attract and retain the best talent? Risk being different. Think about wh...reased business, increased efficiency, and increased revenue!

... about treating your employees even better than you would want to be treated! Good customer service representatives are hard to find. Few are licensed. Employers are recruiting CSRs from nearby agencies, and the best offer wins! How can your agency attract and retain the best talent? Risk being different. Think about what's most important to prospective employees. Believe me, it's not work. Family and health come first, so consider offering additional time off. Boost office morale and productivity by establishing uninterrupted quiet time. Offer special benefits that ... has not been rated yet. Have you ever asked yourself, Am I treating my employees the way I would want to be treated? ' The more I talk to agents, the more I realize something has to be done to help employees feel happier in the agency environment. Employees just aren't happy. Paperwork is overwhelming. Interruptions are usually at a peak. Employers are looking for increases in their revenue per worker. Work, work, and more work is being piled on everyone. We have to keep growing! We ... time off program, uninterrupted time, and special benefits. Keep your employees happy, and everything else will fall into place - increased business, increased efficiency, and increased revenue! Grace Bauer helps insurance agencies put together customized procedural manuals to secure consistency, protect against errors and omissions, attain security, and increase efficiency. She can be reached at The Grace Bauer Group, P.O. Box 08121, Fort Myers, FL 33908, (800) 896-4226, fax (941) 489-1525, e-mail [email protected] . Login ...

... . Separate the person from the error; offer to help. Follow up in the promised manner and time frame. When the problem is corrected, praise generously and genuinely. When evaluating the trainee with your manager, be specific. Comment on attitude, skills, talents, efforts, and progress. Be objective: Document with examples and information. You are essentially functioning as a supervisor with responsibilities to the worker and management. CONCLUSION: Training a new CSR provides challenges — and opportunities. The more effectively you do the job ... has not been rated yet. How to meet the challenges — and opportunities — of training a new employee. During your career as a CSR, you'll be asked (probably more than once) to train someone who's new to the insurance industry, new to the agency, or both. Doing an effective job of training this person, while keeping up with the demands of your own job, can be challenging, to say the least. Here are some suggestions to help: Get the basics straight: Make sure that the ... 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, and how the problem occurred. Be understanding, but expect improvement. Your responsibility is to train a ...

...hilosophies of management and the talents of the individuals employed. A succe... management, automation, clustering, errors and omissions, evaluations, mergers, and producer compensation. You may E-ma...

...ario: An agent was friendly to a talented young woman at a customer's busines...f Karlin Management Resources, a sales and management consulting firm. He can...

...ario: An agent was friendly to a talented young woman at a customer's busines...tting There is a criterion for long-, and short-term goals. Choose an existing account and profile it below. Key Account:____...

... to highlight special experience, talent, and competence, to elicit special agency e...erform the duties he or she is best at and likes most. That concludes the rev...

... the chance of reaching the person you want to speak to. Second, gatekeepers often become influencers of buying decisions or are promoted into positions of authority and decision-making at a later point in their careers. Consider the following true scenario: An agent was friendly to a talented young woman at a customer's business who was attending night college. After graduating, the women decided to remain in the industry because she liked it so much. She went to work full-time for the same dress manufacturer and within four years opened her own shop and ... thinking, they are a waste of time. Goals must be attainable; therefore they must be realistic. As a sales professional, know your limits and potential. Modifiable Each individual's goal must be self-supportive and agency-supportive' as well. Those goals that meet personal and agency objectives also must be flexible enough to meet changing demands of situations. Nothing is stationary, especially in today's soft insurance market and lagging economy. Situations change from one minute to the next and more often than not, these changes are beyond the control of you ... require weekly calls-especially if the industry is subject to constant change as a result of laws, for example, the medical and hazardous waste industries. Not only does it make good business sense to stay in contact with customers, it is also a way of avoiding potential errors and omissions situations. Calls can be in-person or on the phone, depending on the size of the account or degree of servicing the account demands. The purpose of contact is to maintain the degree of control a producer has over current business as well as renewals ...