Fast & Furious Feedback on Employee Satisfaction Study

As many of you know reading this right now, we released a study on 9/1/23 which identifies the various motivational factors that drive performance in both the Under 35 employee segment and also the 35 and Older segment in the WDC insurance brokerage community.

The response was swift and furious.

Here is some of the feedback:

“You are correct, Rob.  We need to pay attention to our younger generation.  They ARE the future of the insurance industry here in the WDC area.”

“Thanks much, Rob.  I did not realize that these two generational groups are so different.  We need to wake up as more effective listeners…”

“Rob, I sent this to my HR department with instructions to read carefully.”

“I am less than two years from retirement, but I am happy to tell you that I belong in the Under 35 category!”

“I appreciate the insights.  I have called a meeting to discuss with my team.  Thank you for opening my eyes to this dynamic.”

“I hear what you are saying, but most GenZ I hire are just plain lazy. Maybe management is the issue?  We may need to do a better job.”

“You don’t know what you’re talking about, Rob.  Since when did you become the expert on GenZ?  Stick to recruiting. You’re pretty good at that.”

“I am very surprised to see compensation rank so low with the younger folks.  But it makes sense after reading your report.”

“I just emailed this to my two GenZ kids – thanks, Rob!”

“First the Annual Salary Survey, and now this.  Can I borrow your data analytics guy…?”

“Thank you, Rob.  This was a breath of fresh air into our office this morning.  I hope you don’t mind, but I blasted it out to all my staff.”

“I appreciate the sage wisdom, Rob, but do you have any good producers?”

What does it all mean? 

Hiring, developing, and retaining young talent is the lifeblood of any organization, but for the insurance brokerage sector, it is becoming an increasingly urgent issue.  There is a War on (Young) Talent now.

I don’t have the stats on this, but I’m guessing the average age of the staff of an insurance agency is over 50 years old, particularly, the smaller, family-owned agencies. 

The more we understand what drives our young people, the better we, as managers and leaders, can build bridges across generations to build and grow our organizations into the future.

Together we can do this.

Rob