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... and energy along with the money to make sure that the next producer is successful is crucial. Many young people have a difficult time in a small-agency environment because there's rarely much sales management direction from the owner and usually no contemporaries with whom to share experiences. You have to create an environment of open communication, understanding, and discipline to keep them motivated and focused. And before even looking for that new salesperson, make sure that the office staff is as technically capable and as enthusiastic as possible. The owner/producer must have already started the delegation process and have developed a staff that can play a key role in placing the new accounts and servicing the business that the new producer writes. If the CSRs have become lazy over the years or if they have a poor attitude or a wrecker' mentality, they will guarantee failure for even the most brilliant of candidates. Here are some key items to keep in mind when hiring and developing that new producer: If the agency is located in a small town, find a self-starter who wants to stay in the community, and train him or her in insurance. Company field reps or underwriters from hundreds of miles away have no local connections are often uncomfortable in rural communities. Give the person some accounts to handle to provide a basis for referrals and some meaningful initial work activity. Treat a salary as a draw against future commissions produced (not a guarantee), make sure that the producer knows what he/she must do to validate, and put it in writing! Try to get a subsidy from an insurance company for ...