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LNL2436. R. E. T. A. I. CODING FOR EXPLOSIVE GROW Hire, Train, Code & Retain. N. 2. 0. 1. 3. Opportunity-Liberty Leadership Winning Culture Office Environment Defined Career Path Systems Metrics of Success. WHAT ARE WE RECRUITING TO?. Give me 1 yr., I’ll give Career
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R E T A I CODING FOR EXPLOSIVE GROWHire, Train, Code & Retain N 2 0 1 3
Opportunity-Liberty Leadership • Winning Culture • Office Environment • Defined Career Path • Systems • Metrics of Success WHAT ARE WE RECRUITING TO?
Give me 1 yr., I’ll give Career • Influence & Control over Unlimited Earning Power! • Crystal Clear Path to Promotion • Control your Own Destiny-HUGE! Opportunity
“Culture is the Combination of Leadership Personality, Clear and Concise expectations and High levels of accountability within Your Agency” * We are only as strong as the culture we Recruit to! Winning Culture
Define Value’s 1st, Choose Priorities • Decide what you can live without • Measure Agency Win’s daily • Create true sense of urgency • Respect time/promote efficiency Winning Culture
Recruit to Retain mentality • We Recruited them, But they HIRED US! • Now, Do the Job they Hired you to do! • Defined Roles- Chain of Command • Abundance of Energy • Rewards & Recognition Winning Culture
Community Support-Charity • Social Events • Social Media- Daily Message! • Dress for Success • Motto/LOGO Winning Culture
Productive Environment/Professional Design • Inspiring, Educational & Supportive • Open spaces • Clean and Organized • Direct reflection of owner commitment • Can I see myself driving here 5x wk Office Environment
Key Question: What makes your Top people feel Successful? • Design Career Development Plans • Multiple Avenues for Growth Opp’s. • Must provide Coaching/Mentorship Defined Career Path
Playbook’s-Guiding Force • Team’s “Intellectual Property” • Game Plan for Success • Provide Rails =Guidance • Stabilizing Force SYSTEMS
Activity-Greatest Predictor we have • 2k, 20, 100 • 55/10/1 • Call Clinics –Goal Focused • Follow up Appointments-Worksite • Expansion of Work Week Metrics of Success
FINAL MRO “The Need Analysis” • Attitudes • Expectations • Activity • Vision • Forecast your future:1,2,5 Yrs. SETTING THE STAGE
Ego Checked at Door • Coachable • Work Ethic • Add Value • Leadership Attitude Determines Altitude
First 90 days-Reality • What do you expect from Me/US? • What I expect from you…… • Our ROI & Our Commitment • Financial Expectations: Clarity! Expectations
Need vs. Want • Paint it for me- Bold • What are you willing to do? • Forecast your future:1,2,5 Yrs. • Employ me into “that future” Vision
BUILDNG THE BRIDGE TO SUCCESS • AP Tracker first 8 weeks CODES TO AGENT SUBMIT COUNT
BUILDNG THE BRIDGE TO SUCCESS • Dual Market Strategy- why? • Weekly Commitments/Adjustments • Call the board- Branch Competition • Contests/Recognition “Go live” CODES TO AGENT SUBMIT COUNT
Success Depends on ability to retain agents *This ability Hinges on RELATIONSHIPS!! I’m Not making Enough Money is NOT one of them They weren’t making any money when we hired them! The Job and workplace not as expected 7 Hidden Reason’s Why Agents “FIRE US”
SOLUTION 1Paint the real picture, It’s COMPELLING!! A realistic picture of the opportunity must be provided at the time of the CLB, and reiterated In the Friday Orientation. • Challenging faces of this Career • What makes us different- what makes us “tick” • LNL Work history of our top management. • Expectations are “what we expect”! • What you can expect from US. • Were Going to do the Job your Hired us to do! You can take that to the bank!
2.There is a Mismatch between the Career and the Candidate 7 Hidden Reason’s Why Agents “FIRE US”
SOLUTION 2Retention starts at recruiting. During the Interview Process, are you selling or buying? • Can you articulate your Vision- if so, how so? • Write me a 30 second Commercial…. About You! • Do you consider yourself a “connector” • Our people are “valued added Consultants” • We require an Abundance of Energy fueled by Passion • Were actively pursuing Results Driven Candidates. • Does your DNA Push you to Accel? example’s? • I need to Buy you in parallel to Educating and Qualifying you on this Opportunity. WE NOT FOR EVERYONE!
3.Too Little Coaching and Feedback This takes WORK! 7 Hidden Reason’s Why Agents “FIRE US”
SOLUTION 3Knowledge, Skills and Motivation What happens in your agency after the first week? • Has the new agent been evaluated and Released by YOU • With the Intent of “getting better daily” • 2. Are you Providing weekly Leadership Training Class's • 3. What’s your Culture of Reward and Recognition? • 4. Are you doing “Talent Assessments” on your people? • 5. Have you designed Individual Career Development Programs for those that count on you for Leadership and Leadership Development!
To few Growth and Advancement opportunities 7 Hidden Reason’s Why Agents “FIRE US”
Solution 4You must have a clear path to promotion Reality Check • Were they given a career track at Final/MRO? • Do you have multiple Unit’s in your Agency with Multiple Avenues for Advancement? • Are you modeling the way? They need to see it and believe it. • Does your CLB match the Vision they See once there hired?
5. Feeling Devalued and Unrecognized 7 Hidden Reason’s Why Agents “FIRE US”
Solution 5Praise, Reward and Recognize Create a HIGH IMPACT Reward Zone in your Agency • Decruit the Negativeattitudes ( body goes too) • Reward “The Right Activities” Success metrics early and often! Conditioning! • Reward around “Categories” in your Agency while maintaining high Standards • Keep Competition alive in everything you do. Your best people crave it and most others will too after they earn your praise!
6. Poor Life & Work Balance 7 Hidden Reason’s Why Agents “FIRE US”
Solution 6Teach Professional Productivity • Promote Family Life and Work balance by Leading from the front. • Create a sense of True efficiency • Time off is Earned once objectives have been met. • Give “Extra Milers” a reward that will replace the extra time they’ve put in. • What you measure is what your value, Promote quality family time for your people • -Be an example.
Loss of Trust and Confidence in Your Leadership Team! 7 Hidden Reason’s Why Agents “FIRE US”
Solution 7Don’t loose your perspective • Remember what you Sought out as a agent. • Become a trusted advisory and Coach • Correction, Direction and Affection! • Be Consistent in everything you do and insist your managers do the same • Your agents and their Needs always come First! • You need them more than they need you!!
If your agents have distractions and aren’t properly motivated, the training you provide won’t won’t have the impact you need. Here’s the 3 Pillars for Healthy agent Retention:
Financial Health: Review MRO early and often- No Surprises here, unless your not looking. Coach up “smart spending habits” We promised them “wealth building” Now tie them to their Dreams!
Physical life: Physical fitness- helps your agents withstand long days, Use gym passes or memberships as weekly or monthly incentives. Be a role model- stay physically active!.
Psychological Health: Poise and professionalism and Grace under pressure takes maturity! –and a healthy mind Promote the Mindset of a champion in everything you do. This is all about Mindset- are your Setting their minds For Success?
