Goal Setting For Your Agency Staff

If you read my last post, then you’ve already learned my process for setting action oriented goals. (If not, read it first here!)

But what about your STAFF?

As I explained before, goals are a process. Checking one off the list should help other goals get closer to completion too.

Remember – quotes lead to sales, sales lead to money, money leads to staff, staff lead to more time off, etc, etc.

But this whole system can fall apart if you don’t have your team focused and on board too.

You are steering this ship, but the people who work for you need to know what direction you’re headed in. Otherwise, they’re just answering the phone, doing the endorsements, and showing up. With no real drive or purpose forward.

So today we’re going to fix that!

Create A Career Path

You don’t want to invest all that time, money, and energy into an employee that doesn’t plan to stick around. And guess what? If there is no opportunity for advancement, increased pay, or greater benefits, then most people are going to be out the door in a few years. They could even become a competitor!

This means that you need to create a career path for your employees. They should see the path in the front of them and know what steps to take to get down it.

Maybe they start out as a customer service representative and train to be a P&C agent. From there they might get their own office, be able to earn greater commissions, get renewals, or become an account manager. Then what? Will they be eligible for more time off, a flex schedule, or be trained as an independent producer?

Most of this will depend heaviliy on your business structure. There is no right or wrong way. But it needs to be visible to everyone. Can someone work their way up in your organization?

Start laying the foundation for your employees now.

Meet Individually

Once you’ve established direction, it’s time to do what you do best. Inspire and LEAD. Meet with each of your employees individually and discuss their future. What do you have in mind for them? Where do you see them one year from now? Where do they WANT to be one year from now?

Lead them through the goal setting process and teach them how to break down those goals into weekly and monthly actions. Many people need to be taught how to hit sales goals, it doesn’t always come naturally.

Let them be involved in the process of shaping their goals and setting expectations.

Setup Accountability

When you want to lose weight, you track calories. When you want to save money, you track your spending. We all need tracking and accountability measures in place to reach any goal.

Tell your staff what to expect and how to report it. Do you want to see their weekly quote volume? Will you look at monthly premium sales?

I recommend setting up a weekly team meeting at a minimum. You might make these individual meetings if you find it more effective. Have your team turn in a report of what they’re doing and how it is going each week. Show that you are paying attention! I can not stress that enough. Simply knowing that your boss will be reviewing your work is enough to get people focused on getting the job done.

Celebrate Success

When your team is successful, so are you. That means that you absolutely must make success the focus of your agency. Set goals together, hold them accountable, and then celebrate like CRAZY when they are achieved!

Be intentional with your team and they’ll help you cross of a few of your own goals off your list  in the process.

Need more ideas and forms for tracking and mentoring your staff?  Get a copy of my book “Mega Insurance Agency Marketing” for only $10!

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About The Author

Robyn Sharp

Robyn Sharp is an insurance marketing expert (and former agency owner). She specializes in Facebook content creation & marketing for P&C insurance agencies. Robyn has been a featured contributor to Exclusive Focus, PropertyCasualty360, IndependentAgent, and other insurance publications.