Page 17 - June2017

In the Groove

Steps for

Onboarding

New Producers

By Bill Harwood
We’re Here For Them.

Behind every wage earner is a family who is Over 30 years ago, seeking relief from

dependent upon them to survive. A serious skyrocketing workers’ comp costs, New producers face a dual challenge when they join an A holistic menu of what the agency offers creates a culture
accident that prevents that person from working a small group of business owners agency: absorbing the massive range of information about of collaboration from day one - and it can prove beneficial
their new employer, and gaining a clear understanding and
down the road.
has a tremendous impact on the entire family. started an insurance company. appreciation for their new working environment.
Ideally, the onboarding plan should include detail for
Our policyholders are family to us. Dedicated to a more innovative The solution? A comprehensive and disciplined onboarding the first two or three weeks, with day-by-day goals and
activities. After the first few weeks, it should transform into
experience. According to the Brandon Hall Group,
We understand the emotional and financial stress approach to comp, and driven by real organizations with a strong onboarding process improve a month-to-month plan with big-picture objectives and
new hire retention by 82% and productivity by more than
goals for the individual to map into their days and weeks
an accident has on everyone involved– that’s why concern for policyholders, that same 70%. on the job, as well as real work contributions.
we have always been so dedicated to helping company is providing a compassionate A full orientation is essential for fully assimilating new The plan must strike a balance between self-directed
employers create a safer workplace. level of service that is focused on employees to your agency - and, ultimately, to their activities that motivate direct action and manager
engagement that adds important details and context -
success as a representative of your firm. But most new-
overall well being. hire orientations are limited to the agency’s history, and ensures the individual’s onboarding stays on track.
Small enough to be able to provide very organizational chart and management team, brief The onboarding plan should also include firm, realistic
personalized and efficient claims management, Find out more about MCIM today descriptions of key staff and business units, and an deadlines to hold your new hire accountable, plus give
them a sense of accomplishment as they complete tasks on
introduction to the department they’ll be joining (yawn).
MCIM helps both employers and employees at www.mcim.com Develop a formal plan. Build a comprehensive, organized their list.
minimize workplace disruptions. or call 877-925-9911 onboarding plan and timeline for the new hire. The Don’t curb the enthusiasm. The traditional orientation
Serving Michigan, Illinois, Indiana, onboarding plan should: process is fine, but it lacks passion, and it fails to give new
Good employees are hard to come by these days. Georgia, and Florida • Identify all critical knowledge elements the producer employees enough opportunity to interact and engage with
the content. The best orientations for today’s worker offer
We want to ensure that when they can’t work must acquire. extensive interaction with a firm’s value proposition and
they are well cared for, and that they are able to • Register all operational elements they must understand strategy, including specifics about competitive advantages
in the agency’s territory and markets.
and execute.
get back to work as soon as possible. • Document all critical background and historical contexts
they need for efficient and effective performance. Ask yourself questions like: What differentiates your
That’s why we are here. An effectively designed onboarding plan expands the new agency from the rest? Why did your new hire make the best
choice by joining your agency? Why are you passionate
Workers’ Comp That Works For You hire’s knowledge beyond their own practice, creating about what you do? Good producers have a clear
opportunities to not only meet and greet but engage with understanding of insurance coverage and sales tactics;
other individuals from the other practices or service teams. continued...

june 2017 insight 17