New producers want to succeed, but they get discouraged easily. They need direction, but new-producer training often is unorganized, and neither sales- nor results-oriented. Also, managers' expectations may be low or unclear. That's why nearly two-thirds of all new producers don't last past their first year. To avoid such an outcome, try these suggestions.
Prepare a training curriculum. Create a written training curriculum that identifies sources of both technical and sales training and includes expected dates of completion. Review it with candidates prior to employment to align the new producers' expectations with the agency's.
Analyze first. If you haven't recently done a Strengths, Weaknesses, Opportunities and Threats (SWOT) analysis of your agency, now is a good time to complete one. Such an analysis will help you develop a marketing plan for new producers and also offer direction for future agency recruiting efforts. Examine the following areas:
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