Everyone can agree there is a shortage of good people in the insurance space (if you are reading this and you agree, please comment on the blog). Too often when we need a team leader we promote the longest “best” person in that department. In sales, we try to take our top sales person and make them manage. Since they are your top sales person, they think they are invincible and of course take the position. You take the person who has been with you the longest in the service department and maybe is already known as a bit of a team leader and ask them to manage and hold their peers accountable all the while giving them little to no training.
Both scenarios have multiple challenges. Think through these decisions and ask “Is this really the best person for the job or are they simply the easiest?” You want the best right?
Promoting your top sales person to sales manager can have very mixed results. Often your best sales person wants to go hunt and kill, not nurture and coach. Be warned, they will want the position because they believe they can do anything. But think about it. What do you really want them to be and do? Same with a service leader. Often your best service person may not be interested in hiring, disciplinary actions or holding the team accountable to agency growth.
Your best bet is to always start with a job description. Think in your mind, what would this person do, what qualities do they need? Then find that person. Don’t just hire who is easy.
Either way, most new managers need training. They have to think like a manager. They are presented with many new scenarios that they don’t have any experience in. Since these roles are to manage your biggest expense, making the investment in management and leadership will help maximize your team. Also, we can help you do that!
