Don't Ask an Insurance Agent for Advice, he won't be Around to Supply the Answer
Don't Ask an Insurance Agent for Advice, he won't be Around to Supply the Answer. by Donald Yerke
Watch paint dry is probably just as interesting as watching career growth for a life insurance agent. With the paint drying you get slow results but an almost complete percentage of reaching the goal. Insurance salespeople are so poorly trained into turning their occupation into a career. How poor? 94% do not even reach the point of experienced career status.
Statistical outcomes present the excessive figures of captive life insurance agents famishing. During the last decade, the ratio of agent turnover has hardly changed. It was 85% percent then, and remains 85% today. In sales, you have two types of agents, those who can take an order (application) and those agents competent to sell life and health insurance.
The career office is typically situated in an swanky, uprising suburban region of a major city where the common household incomes are the highest. The target customer for the career life insurance representatives of the agencies are the wealthy individuals and small flourishing businesses. If the prospective career representative were professionally tested prior to employing the captive agent, fall by the wayside would right away turn downward.
If the agency really wanted to, they could develop statistics pre-determining the agents achievement level? Easily at the get got recognize that whenever the applicant is already financially in debt, and holding the line to pull through, this survival of the fittest rope won't turn firmer, simply weaker and weaker. It takes more than will power to survive. The key is to evolve from a ill prepared prospector to a successful gold digger. Before the prospective agent reaches the door to be interviewed, the career agency already knows profits should be the result. .
During the 1st four years of just about any salesperson's vocation there is instilled from preceding years, a predictable comfort zone. In other words, the representative is most well situated talking to and seeking to sell prospective customers in an environment or income layer that corresponds his own. Career agents are placed in prominent locations expecting agents to submit substantial size insurance applications. The pressure is so hot, that it is like a towering inferno for new life insurance representatives ot give presentations exclusively to those above $100,000 income. If not the career agent should solicit booming small-scale business proprietors. Of course it is always easier to blame someone then help him overcome a problem. The sales manager takes the easy route of blaming the agent's poor production of not work enough hours, and not making enough of a serious attemp to put his career on the right track,. Had the agency originated him working at a $40,000 class of clientele, the life insurance representative may have figured out his mode to selling greater earning pro
The career agency holds hardened mystical plans for fulfilling the goal of the agency. Almost all agency managers are merely sales agents who were promoted. As a result the become a company person. That means doing everything the company expects. The carrot providing the incentive is this. The the hopes of one day being promoted to running a full career agency of his own. This calls for completely overhauling the manner in which prospective agents are selected. The life insurance agency induces their agency sales managers to acquire $100,000 in premiums (around 100 insurance applications) before representatives start exiting. Within 3 years, the $100,000 produced by a parted representative can net the insurance company and career agency between $100,000 and $250,000.
Is the successful agent or the agent that left in financial distress worth more profit to the insurance company or career agency? Is it the captive agent famishing from low income who moves on, or from the scarce life insurance representative who has beaten the odds? There is no well-defined response other than "it depends"
Sounds as though the insurance company and captive agency land up a winner regardless which direction the coin lands.
Ever dare to try something unconventional if it was tested and proven to increase sales results? Probably not. The article did not provide the step by step instructions without missing key pieces.. Don Yerke is an expert in providing sales information that even the pros find beneficial. Head to http://www.agentsinsurancemarketing.com and look at the unusual, hard hitting, and unheard of techniques his articles provide.
Article Source: http://articles.directorygold.com
For more articles on Insurance visit the DirectoryGold Article Directory
For links to sites on Insurance visit the DirectoryGold Web Directory
Watch paint dry is probably just as interesting as watching career growth for a life insurance agent. With the paint drying you get slow results but an almost complete percentage of reaching the goal. Insurance salespeople are so poorly trained into turning their occupation into a career. How poor? 94% do not even reach the point of experienced career status.
Statistical outcomes present the excessive figures of captive life insurance agents famishing. During the last decade, the ratio of agent turnover has hardly changed. It was 85% percent then, and remains 85% today. In sales, you have two types of agents, those who can take an order (application) and those agents competent to sell life and health insurance.
The career office is typically situated in an swanky, uprising suburban region of a major city where the common household incomes are the highest. The target customer for the career life insurance representatives of the agencies are the wealthy individuals and small flourishing businesses. If the prospective career representative were professionally tested prior to employing the captive agent, fall by the wayside would right away turn downward.
If the agency really wanted to, they could develop statistics pre-determining the agents achievement level? Easily at the get got recognize that whenever the applicant is already financially in debt, and holding the line to pull through, this survival of the fittest rope won't turn firmer, simply weaker and weaker. It takes more than will power to survive. The key is to evolve from a ill prepared prospector to a successful gold digger. Before the prospective agent reaches the door to be interviewed, the career agency already knows profits should be the result. .
During the 1st four years of just about any salesperson's vocation there is instilled from preceding years, a predictable comfort zone. In other words, the representative is most well situated talking to and seeking to sell prospective customers in an environment or income layer that corresponds his own. Career agents are placed in prominent locations expecting agents to submit substantial size insurance applications. The pressure is so hot, that it is like a towering inferno for new life insurance representatives ot give presentations exclusively to those above $100,000 income. If not the career agent should solicit booming small-scale business proprietors. Of course it is always easier to blame someone then help him overcome a problem. The sales manager takes the easy route of blaming the agent's poor production of not work enough hours, and not making enough of a serious attemp to put his career on the right track,. Had the agency originated him working at a $40,000 class of clientele, the life insurance representative may have figured out his mode to selling greater earning pro
The career agency holds hardened mystical plans for fulfilling the goal of the agency. Almost all agency managers are merely sales agents who were promoted. As a result the become a company person. That means doing everything the company expects. The carrot providing the incentive is this. The the hopes of one day being promoted to running a full career agency of his own. This calls for completely overhauling the manner in which prospective agents are selected. The life insurance agency induces their agency sales managers to acquire $100,000 in premiums (around 100 insurance applications) before representatives start exiting. Within 3 years, the $100,000 produced by a parted representative can net the insurance company and career agency between $100,000 and $250,000.
Is the successful agent or the agent that left in financial distress worth more profit to the insurance company or career agency? Is it the captive agent famishing from low income who moves on, or from the scarce life insurance representative who has beaten the odds? There is no well-defined response other than "it depends"
Sounds as though the insurance company and captive agency land up a winner regardless which direction the coin lands.
Ever dare to try something unconventional if it was tested and proven to increase sales results? Probably not. The article did not provide the step by step instructions without missing key pieces.. Don Yerke is an expert in providing sales information that even the pros find beneficial. Head to http://www.agentsinsurancemarketing.com and look at the unusual, hard hitting, and unheard of techniques his articles provide.
Article Source: http://articles.directorygold.com
For more articles on Insurance visit the DirectoryGold Article Directory
For links to sites on Insurance visit the DirectoryGold Web Directory
Labels: Insurance
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