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Innovative Training Avoids ‘Brain Drain’

While conducting a program at a large branch office of a regional insurance company last spring, I learned that 20 percent of the branch underwriting staff would be retiring by the end of the year.

The soon-to-be retirees were buzzing in anticipation of their new ventures, while the company managers were busily working to hire people to fill the vacant positions. All I could think about was the 200-plus years of knowledge and business experience walking out the door. How could it ever be replaced? The information in the mental computer banks of workers is not easily transferred or duplicated.

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