How to increase the number of employees in the insurance company team

Concerned about the cause market, the increase of our team has always been based on the cause market and recommendation, and the number of employees is generally more than 30 per year. This channel is chosen because this group and our employees know each other better and have a basic trust foundation in the life insurance marketing industry. After joining the team, it is easier to communicate and run in, and the cost and efficiency are much higher. Membership increase is an ongoing activity. On the one hand, the team should have a long-term membership increase plan to ensure the continuity of policies and enhance the awareness of partners. On the other hand, in the process of daily life and exhibition industry, marketers need to consciously publicize some relevant information of the industry and spread the insurance concept, which is what we often call life insurance. For example, some of our relatives, friends or customers, we often exchange some of our own gains and feelings with them, and also bring them some information about insurance concepts and industries, so relatively speaking, it is not only to increase their personal recognition of us; At the same time, I have a basic understanding of the industry, which are subtle influences. In the process of communicating with relatives, friends and customers, you can also pay attention to each other's information and do some screening work. Firstly, analyze whether his ability and work match, including his personality and personal resources; Secondly, is it a proper time to know some of his recent works? If all the above conditions are met, you can try to ask and observe each other's reaction. At the right time, you can let the other party participate in some outdoor activities and entrepreneurship briefings of the team first, and feel the atmosphere and culture of the team. This is often better. In this process, we should try our best to ensure the principle of seeking truth from facts, and we should not make some misleading propaganda in order to achieve the purpose of "people-oriented". If they only see the bright side before entering this industry and have no psychological preparation for the hardships of marketing in advance, they will often have a great psychological gap and leave disappointed soon. Of course, when our employees begin to formally consider whether to enter this industry, they usually show lack of confidence and have some pressure, which is normal. While helping them adjust their mentality and enhance their confidence, strengthening the training for newcomers and accompanying them to visit can help them develop good work habits, get on the right track soon, and strive for a full-time job in the first month, which will make a good start. ◆ Liang Mu: ◆ Li Dongao: Pay attention to systematicness. Personally, the key to successful recruitment is "systematicness". No matter which recruitment method is adopted, we should carefully consider its process and the connection of each link. In our daily life insurance work, increasing the number of employees is a habit first, and as a responsible partner, we need to cultivate this habit. The quality of team increase depends on the number of partners who have the habit of increasing staff. Therefore, the primary task of supervisors at all levels is to publicize the concept of increasing staff and achieve the unity of caliber and action. Secondly, it is talent selection. When selecting talents, we should set certain standards and have certain requirements for the recruits' personality, hobbies, age, education, experience and comprehensive quality. And make corresponding adjustments according to the characteristics and conditions of your team. Small teams can seek a certain scale first, and large teams must ensure quality. As the leader of the team, we are first of all voluntary propagandists in the insurance industry, and hold regular business briefings. My idea is that even if we can't increase the number of employees, we should let prospective employees sell insurance on my behalf. Our team will also regularly go to the talent market to increase staff, constantly publicize the company's basic law, and use some competitions and activities to do some recruitment actions. I have a few points to share about increasing the number of employees in the talent market. Before we increase the number of employees, we must get ready. Generally, it is best to go to the market first to see the flow of people in the market and the basic quality of people looking for jobs. It is very important to determine the location of the booth. It is best to prepare exhibition boards and promotional materials opposite the entrance or where candidates must pass. Our team usually uses some DVDs, computers and so on. Play some company videos as a propaganda tool. After preparing these, it is the training for us to recruit partners, especially for unskilled partners, we must remind them before recruitment: dress, image, etiquette, speech skills and so on. And let the prospective couple feel sunny, professional, qualified, optimistic and confident. It should also be noted that what we need to do in the talent market is to collect a large number of lists and bring prospective employees back to the workplace. It is best not to introduce the insurance work in detail at the scene to arouse the interest of the other party and attend the interview or business briefing. No matter how to increase the number of employees, I think it must be "systematic". It is impossible to increase the number of employees in a single and piecemeal way. Due to the lack of system, many of our partners often have doubts or even fears about increasing the number of employees. I hope all partners can succeed here.

Further reading: How to buy insurance, which is good, and teach you how to avoid these "pits" of insurance.