Clint turner
Valdosta,#2Author of original report
Tue, July 24, 2007
While the products are well supported and customer service seems to be a goal the agents are treated like cattle.
Surprisingly this organization continues to flourish despite its growing poor reputation among insurance professionals. The primary concern is the companys direct and distinct captivity of non-employees. Traditionally a captive agent would be afforded the courtesy of a small base salary full benefits from day one and expenses for the purpose of marketing an organizations products. None of those standards are true here. The agent is on the hook for all the expenses including the lions share of the preset appointment cost.
In this case the interviews are cattle calls and the training process in extremely entry level suggesting a desire to induce inexperienced or newly licensed agents. This is were things get very sticky. Once signed on your bound and will never ever be aloud a release for those products. Meaning that if you do not meet any one of a very long list of qualifiers or quotas you may be summarily dismissed or directed to re-earn the right to participate in the standard preset appointment marketing plan. While quotas are always great for building a polished professional sales team they should never be used or aligned for the purpose of profiting from false failures. Normally when measuring turnover in a corporation the primary goal is retention of the employee. Given that the national average for employee turn over is somewhere in the 22-31 percent range this companys 90-94 percent turn over rate is appalling. This smacks of CHURN and BURN methodologies.
Please be very aware that if you choose a career path with this company that you are willing to risk the loss of years of renewal income to the whims of its management.
Clint turner
Valdosta,#3Author of original report
Tue, July 24, 2007
While the products are well supported and customer service seems to be a goal the agents are treated like cattle.
Surprisingly this organization continues to flourish despite its growing poor reputation among insurance professionals. The primary concern is the companys direct and distinct captivity of non-employees. Traditionally a captive agent would be afforded the courtesy of a small base salary full benefits from day one and expenses for the purpose of marketing an organizations products. None of those standards are true here. The agent is on the hook for all the expenses including the lions share of the preset appointment cost.
In this case the interviews are cattle calls and the training process in extremely entry level suggesting a desire to induce inexperienced or newly licensed agents. This is were things get very sticky. Once signed on your bound and will never ever be aloud a release for those products. Meaning that if you do not meet any one of a very long list of qualifiers or quotas you may be summarily dismissed or directed to re-earn the right to participate in the standard preset appointment marketing plan. While quotas are always great for building a polished professional sales team they should never be used or aligned for the purpose of profiting from false failures. Normally when measuring turnover in a corporation the primary goal is retention of the employee. Given that the national average for employee turn over is somewhere in the 22-31 percent range this companys 90-94 percent turn over rate is appalling. This smacks of CHURN and BURN methodologies.
Please be very aware that if you choose a career path with this company that you are willing to risk the loss of years of renewal income to the whims of its management.
Clint turner
Valdosta,#4Author of original report
Tue, July 24, 2007
While the products are well supported and customer service seems to be a goal the agents are treated like cattle.
Surprisingly this organization continues to flourish despite its growing poor reputation among insurance professionals. The primary concern is the companys direct and distinct captivity of non-employees. Traditionally a captive agent would be afforded the courtesy of a small base salary full benefits from day one and expenses for the purpose of marketing an organizations products. None of those standards are true here. The agent is on the hook for all the expenses including the lions share of the preset appointment cost.
In this case the interviews are cattle calls and the training process in extremely entry level suggesting a desire to induce inexperienced or newly licensed agents. This is were things get very sticky. Once signed on your bound and will never ever be aloud a release for those products. Meaning that if you do not meet any one of a very long list of qualifiers or quotas you may be summarily dismissed or directed to re-earn the right to participate in the standard preset appointment marketing plan. While quotas are always great for building a polished professional sales team they should never be used or aligned for the purpose of profiting from false failures. Normally when measuring turnover in a corporation the primary goal is retention of the employee. Given that the national average for employee turn over is somewhere in the 22-31 percent range this companys 90-94 percent turn over rate is appalling. This smacks of CHURN and BURN methodologies.
Please be very aware that if you choose a career path with this company that you are willing to risk the loss of years of renewal income to the whims of its management.
Clint turner
Valdosta,#5Author of original report
Tue, July 24, 2007
While the products are well supported and customer service seems to be a goal the agents are treated like cattle.
Surprisingly this organization continues to flourish despite its growing poor reputation among insurance professionals. The primary concern is the companys direct and distinct captivity of non-employees. Traditionally a captive agent would be afforded the courtesy of a small base salary full benefits from day one and expenses for the purpose of marketing an organizations products. None of those standards are true here. The agent is on the hook for all the expenses including the lions share of the preset appointment cost.
In this case the interviews are cattle calls and the training process in extremely entry level suggesting a desire to induce inexperienced or newly licensed agents. This is were things get very sticky. Once signed on your bound and will never ever be aloud a release for those products. Meaning that if you do not meet any one of a very long list of qualifiers or quotas you may be summarily dismissed or directed to re-earn the right to participate in the standard preset appointment marketing plan. While quotas are always great for building a polished professional sales team they should never be used or aligned for the purpose of profiting from false failures. Normally when measuring turnover in a corporation the primary goal is retention of the employee. Given that the national average for employee turn over is somewhere in the 22-31 percent range this companys 90-94 percent turn over rate is appalling. This smacks of CHURN and BURN methodologies.
Please be very aware that if you choose a career path with this company that you are willing to risk the loss of years of renewal income to the whims of its management.