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Employee retention strategies in Insurance Sector

Increasing pressures on the corporates to cut the costs, leading to repeated layoffs and downsizing, diminishing worker loyalty, absence of job security and increasing competition in the hunt for talent etc. are just a few explanations why the process of appealing to and retaining skill is becoming an onerous job as part of your before. As the highly talented workforce in organizations, across various levels, enhances skills and job-hop in one company to some other, managers seem to be to be sensing the heat in countering abnormally high attrition rates. One of the key responsibilities of an supervisor or supervisor is to get the work done through the employees. Furthermore, when we say work, it is not simply the basic minimum amount work to get by, but also those jobs that are completed when the employees are highly motivated to succeed, excel in their work, and continue being committed to the organization. Managers and supervisors indeed think it is extremely difficult in keeping their star performers satisfied rather than wanting to change their careers.

Employee retention is important in virtually all the cases. It really is senseless to allow good visitors to leave your company since when they leave, they eliminate with them the intellectual property, associations, assets (in both time and money), an intermittent staff, or two, and a chunk of the organization's future. Employee Retention Strategies helps organizations provide effective employee communication to boost determination and enhance workforce support for key corporate initiatives.

The insurance sector in India is rising rapidly to bring in growth and employment opportunities. Insurance companies are basically real human intensive, and human resources act as an undoubted differentiator. Quality manpower and its own retention would become a

Litmus test. Turnover of sales team has been high because of low entry and exit obstacles. The paper addresses issues of recruitment, retention, and turnover of sales team in insurance firms. An attempt was created to integrate these to Maslow's Need Hierarchy. A study was conducted among 350 employees who performed in or experienced left insurance companies to analyze factors that inuenced their decisions and job satisfaction. The data were treated with factor analysis. Factors such as Safeness & Security, Social & Esteem, and Personal Work Style emerged as the inuencers to join insurance companies. Key Needs and Public & Self Esteem Needs were the factors associated with job satisfaction; Stress, Career Advancement, and WORK PLACE surfaced as factors for going out of the firms.


Intense competition and globalization of businesses has put mounting pressure on organizations to deliver more and better than before. Organizations need to build up and deploy recruiting that can articulate the eye-sight of the organization and make clubs with the synergy to execute at much higher levels.

Human tool management (HRM) is a strategic and coherent method of the management of organization's most appreciated belongings i. e. the individuals working there, who individually and collectively, donate to the achievement of the targets of the business. Human Tool management is innovating rapidly. The terms "human learning resource management" and "human resources" (HR) have largely replaced the word "personnel management" as a information of the operations involved in taking care of people in the organizations. Individual learning resource management is a company practice as well as an academic theory that addresses the useful and theoretical techniques of taking care of the labor force of a business.

The RECRUITING Management (HRM) function includes a variety of activities, and the main among them is to decide what are the staffing needs of the organization and the ways to fill up these needs i. e. whether to employ employees or use independent contractors to hire employees to fill up these needs, to recruit and teach the best employees, to ensure they are high performers, to cope with performance issues, and ensure the organization's personnel and management procedures conform to various regulations. Taking care of the organization's approach to employee records, worker compensation and benefits, and staff regulations are also the included activities. The tiny businesses whether for-profit or nonprofit ones usually have to carry out these activities themselves because they can not yet find the money for part- or full-time help. However, it must be guaranteed by them that the employees know about the personnel plans, which validate to current legislation.

The HRM function and HRD profession have undergone great changes over the past 20-30 years. A long time ago, large organizations looked to the "Personnel Department, " mostly to manage the paperwork around selecting and paying people. Recently, organizations consider the "HR Division" as playing a significant role in staffing, training, and assisting to take care of people so that folks and the business are undertaking at maximum functionality in a highly fulfilling manner

Human source builds and drives the data assets of an organization, the value of which has been proven to be many times more than the tangibles. In the present scenario, it is becoming very important to organizations to give attention to nding, growing, and keeping talented employees. This newspaper aims to enhance knowledge of the sensation of high employee turnover in the insurance industry and factors that lead to job satisfaction of employees. Analysts also have made an attempt to combine Maslow's Needs Hierarchy to the underlying inuencers for the sales force of insurance firms to become listed on or leave the business. The ndings may be helpful for the companies to improve retention levels.


Employee turnover is a larger problem currently encountered by insurance firms, as a major part of the income is lost. Studying the sources of employee turnover is very important for insurance firms. An exploratory review is designed, remember following goals:

To identify the factors which influence the decision to join the Insurance Industry.

To review the factors which play a major role in job satisfaction.

To identify the factors which impact the high attrition rate.

To analysis and formulate the strategies for worker retention.


By looking in a dictionary, we receive that the word "retention" has synonyms like preservation, maintenance, withholding, and guardianship. Not just the meaning, the idea has different perceptions for the employees and organizations. Effective worker retention is a organized work by employers to set-up and foster a host that induces current employees to remain employed by having insurance policies and practices set up that addresses their diverse needs. A strong retention strategy becomes a powerful recruitment tool.

Retention of key employees is critical to the long-term health and success of any business. It is a known fact that retaining your best employees ensures customer satisfaction, increased revenue, satisfied co-workers, and reporting staff, effective succession planning and deeply embedded organizational knowledge and learning.

Why are we concerned about employee retention now, whenever we also are discussing a reduced talk about workforce? The truth of hiring freezes and possibly even layoffs during economical slowdowns means it is critical to focus on retaining and allowing our remaining people to reach peak performance. Low fat organizations depend intensely on the performance and quality of current employees. Current employees have specialised, institutional knowledge.

Employee retention issues as organizational issues such as training time and investment; lost knowledge; insecure employees and a costly candidate search are participating. Hence, the failing to sustain an important worker is an expensive affair for a business. The importance of keeping the best ability in the organization is usually became aware by intelligent employers


The insurance sector in India is one of the flourishing industries of the economy and keeps growing at the rate of 15-20% per annum. Together with bank services, it contributes to about 7% of the country's GDP. The sector has completed a complete circle in India from being an available competitive market to nationalization, and back again to a liberalized market again. The federal government of India liberalized the insurance sector in March 2000, lifting all entry constraints for private players and allowing foreign players to type in the marketplace with some limits on direct foreign ownership. Beneath the current guidelines, there's a 26% equity cap for foreign lovers in an insurance carrier. There's a proposal to increase this limit to 49%. With several reforms and coverage restrictions, the Indian Insurance Sector has observed tremendous growth recently. According to a report by the Associated Chambers of Business and Industry of India (Assocham), a growth of over 200% may very well be observed in Indian insurance business by 2009-10, in which private insurance business would develop at 140% because of competitive marketing techniques. Insurance firms in India are growing vertically and horizontally delivering progress and new employment opportunities. Even after having so many private players in the insurance sector, still the greatest company is the federal government owned, Life Insurance Corporation of India.

Insurance sector is an intensively people-oriented business and recruiting would be the undoubted differentiator. The quality of work force attracted and retained by insurers and exactly how their skills and ambitions are harnessed would be the litmus test for the industry.

Traditionally, a huge amount of insurance realtors, who work on a payment basis, take care of the insurance business. The turnover of insurance agents has usually been saturated in this business. The insurance sector encounters high rates of worker turnover. The best employee turnover is at the financial advisors' (agent) level, where in fact the entry obstacles are low but goals and work pressures are extremely high.

The insurance companies in India are:

Bajaj Allianz LIFE INSURANCE COVERAGE Company Limited

Birla Sun Life Insurance Co. Ltd

HDFC Standard life insurance coverage Co. Ltd



Life Insurance Organization of India

Max New York Life Insurance Co. Ltd


Kotak Mahindra Old Mutual Life Insurance Limited

SBI Life Insurance Co. Ltd

Tata AIG Life Insurance Company Limited

Reliance LIFE INSURANCE COVERAGE Company Limited.

Aviva Life Insurance Co. India Pvt. Ltd.

Shriram Life Insurance Co, Ltd.

Sahara India Life Insurance

Bharti AXA Life Insurance

Future Generali Life Insurance

IDBI Fortis Life Insurance

Canara HSBC Oriental Bank of Business Life Insurance

Religare Life Insurance

DLF Pramerica Life Insurance

Star Union Dai-ichi Life Insurance

Agriculture Insurance Company of India

Apollo DKV Insurance

Cholamandalam MS Basic Insurance

HDFC Ergo Standard Insurance Company

ICICI Lombard General Insurance

IFFCO Tokio Basic Insurance

National Insurance Company Ltd

New India Assurance

Oriental Insurance Company

Reliance General Insurance

Royal Sundaram Alliance Insurance

Shriram General INSURANCE PROVIDER Limited

Tata AIG General Insurance

United India Insurance

Universal Sompo Basic Insurance Co. Ltd


The attrition rate is approximately 35% in the rst year of recruitment. This falls to about 18% by the fourth time. Most of those who drop out are non-performers, as told by the Executive Director of the Kotak Mahindra Mutual LIFE INSURANCE COVERAGE Company; he attributes it to the high anticipations for the agents. Most people feel that they can make a lot of money in a short period of time. It is a high-pressure job. Sustenance requires regular networking and acquiring new connections that requires a whole lot of discipline. MD Kotak Life Insurance opines that it is a sunrise industry, many people just want to join the competition, but cannot wthhold the enthusiasm till the finish of a yr. The attrition rate in the industry is pitched between 14% and 38% at this rate; it will soon rival the 50 % churn rate of the ITs-BPO sector. Country Administrator, Tata AIG, argues that the industry today is more at an fascination stage; insurers are also attracting a whole lot of expertise from banking, FAST PACED Consumer Goods, BPO-IT companies. Brain (hr and Admin, HDFC Standard Life Insurance) stated that attrition rates are in 14% in the industry. Companies have to go beyond creating a brand to offer the agents careers and let them expand with the marketplace. While retaining employees may be a problem, getting fresh talent is still not too difficult. The slowdown in the Fast Moving Consumer Goods and Consumer Durables sector and people trained by direct marketing companies like Amway and Oriamme, too nd a way into providing insurance. Mind (hr ICICI Prudential LIFE INSURANCE COVERAGE) opines that companies cannot hold on to people, especially among frontline sales team, which will surge as the marketplace matures, since people are actually experiencing large amount of money coming in. Taking care of director and CEO (Prudential Life Insurance), the hr challenge is being resolved by offering employees learning and development opportunities. The business offers opportunities for cross-functional learning, skills and skill development, thereby increasing one's job prole. Further, employees also create a sense of belongingness with the business. Recruiters clarify that high worker turnover rates signicantly boost the investments that are made in the employees. The problem of losing money in worker acquisition is visible. Companies invest signicant levels of time and money in trained in the initial phase; but these assets do not always get changed into actual prots. In the case of the insurance industry, each agent level recruitment costs an organization almost Rs. 5000, other associated costs of training and administrative service are also included. Each agent works in a non-productive or partially productive method in the organization for almost the rst 2-3 a few months. An employee going out of the business within the rst 6 months is an undesirable investment for the company. While most insurers were not ready to share the number of staff members they lost to competition and other industries recently, industry sources show that newer companies like Reliance, Bharti Axa, IDBI Fortis, Pantaloons-Generali among others have been active in fresh recruitment of officers from set up companies like ICICI Prudential Life, Birla Sun Life, HDFC Standard Life.


Researchers did a literature review on the issues related to the reasons for and consequences of the employee loss and the way the management may package with turnover in various industries, in order to truly have a fair understanding of the strategies that may be followed by the Insurance firms.

William J Rothwell (May 2008) in his article, "Motivating for Retention" refers to motivation as a topic of perennial interest. As organizational leaders get started a "war for skill, " they have to consider new ways to encourage visitors to stay. Since much research indicates that individuals often make decisions to leave because of their supervisors' treatment with them, it only is practical to consider ways of improving professionals' treatment of workers which article focuses on that particular concern. While many theories of drive have been suggested, many professionals today are looking for ways to hold on to their most talented people. A method to achieve that is to target attention on how a manager snacks the workers. This information offers some applying for grants what behaviors to look at for improvement and has provided two instruments that may be helpful in doing that.

Dongho Kim (2006) in his article "Staff Drive: "Just Ask Your Employees"" says that the critical need of sensing, comprehending and applying employee motivation is a principal matter for organizations, managers and even first collection supervisors, as worker inspiration has been and will be the deciding element in work performance as well as the success or failing of an organization. The goal of this newspaper is to re-emphasize and examine the necessary the different parts of employee motivation so the contemporary professionals, especially those who are inexperienced, can boost their knowledge and knowledge of employee motivation. In case a company knows as to why its employees come to work on time, stick with the company for their full working lives, and are fruitful, then the company may be able to ensure that all of their employees behave like that. The priorities of staff motivational factors change over time, and there is more than one reason these changes take place. The reasons will be the economic conditions, change of the working environment or companies, labor market conditions, industry tournaments, change in the individuals' frame of mind etc. An organization must realize that the employee drive and its own process are there to motivate its employees, and hence, the employee suggestions must be respected and included throughout this technique.

In today's knowledge-based overall economy, the most challenging process before a HR Manager is to motivate and retain employees. Though various attempts have been manufactured in this direction, there's not been much of success and no one knows as to what exactly is the path to employees' heart and soul.

Sanjeev Sharma (22 July 2006), in his article, "THE RIGHT Way to Motivate a worker is to Win his Center", focuses on why motivation is dismissed even though it is of better significance - desire is intangible, drives all individual actions, can be observed but not assessed and is also lost in a twilight zone; he compares desire to that of your pop-up fly ball which can belong to cracks, if not completed or performed effectively. Further, he explains the need for drive and profile 10 areas that powerfully impact desire which include monetary rewards, campaign and transfers, possibility to increase, challenging and revitalizing work, autonomy, control, informal psychic rewards, goals and fun. Helping the management team optimise employees' emotions will enable the organization to make significant effect on the primary resources of competitive advantage in today's market place.

Beach, Brereton, and Cliff (2003) in their article "Workforce turnover in FIFO mining businesses in Australia: An exploratory study. " analyzed that the word 'turnover' refers to employee movements that induce vacancies in a organizational product. These vacancies may be the result of resignations, exchanges, retirements, dismissals, or the conclusion of xed term deals.

Jyothi and Venkatesh (2006), in their book "Human Learning resource Management", have told that the use of skill or competence causes performance and performance is the criterion for analyzing effectiveness. Therefore, a pay-for-competence program enhances efficiency and product quality, reduces absenteeism, turnover, and mishap rates.

Campbell and Baldwin(1993), in their article "Recruitment issues and skill shortages: an examination of labor market information in Yorkshire and Humberside", claim that in many industrialized countries there's a concern that skills shortages and mismatches are showing up in the labor market and this policy makers are aware that recruitment difficulties and skill shortages may decrease the competitiveness of small and large companies.

Islam and Rasad (2006) in their article, " Employee performance analysis by the

AHP: A research study", studies that worker performance appraisal has been utilized by numerous organizations since decades. Though performance appraisal system has been debated by many, however, overall, it is looked at that performance appraisal is an inseparable part of organizational life.

Wu (2005), in his article "A DEA method of understanding the performance of

Taiwan's steel industries 1970-1996", mentions performance management as a complex problem and it requires various varieties of judgments about which performance measure to use. Evaluation scores depend after these criteria seriously.

Hale (1998) in his article "Strategic rewards: Compensation and benets management. " stated that employers cited recruitment costs of 50% to 60% of employee's rst year's salary and up to 100% for certain specialised, high-skill positions.

Bowen and Shuster (1986) in their article "North american professors: A countrywide tool imperiled. " stated that while all constituting components of an organization are important because of its success, it is its increased ability to catch the attention of and wthhold the best quality expertise that separates it from the others.

Abbasid and Holman (2000) in their article "Turnover: The true bottom-line. Public Employees Management" sought to look for the impact of worker turnover on a business and discovered that excessive worker turnover often engenders far-reaching results with the extreme may jeopardize work to achieve the organizational targets.

Elangovan (2001) in his article "Casual purchasing of stress, satisfaction and commitment, and intention to give up: A structural formula examination. " has argued that there surely is a reciprocal link between organizational commitment and turnover motive, i. e. lower commitment increases turnover goal, which lowers determination further.

Abdul Rahman, Raza Naqvi, and Ismail Ramay (2008) in their article "Measuring turnover intention: A report from it professionals in Pakistan. " exposed that job satisfaction and organizational commitment had a negative effect on turnover motives, whereas perceived choice job opportunities acquired a signicant positive correlation with turnover intentions which is the major factor associated with turnover intent among it

Professionals in Pakistan. Van Dick et al. (2004) in their article "Should I stay or should I go? Describing turnover motives with organizational identication and job satisfaction. " also have identied job satisfaction as a predictor of turnover purpose; however, they argue that it is a mediating variable between organizational identication and turnover objective. According with their study, organizational identication feeds into job satisfaction, which, in turn, predicts turnover objective.

Gomez-Mejia, Balkin and Cardy (2003) in their article "Managing RECRUITING" have examined that socialization is the process of orienting new employees to the business or the unit in which they will be working. Socialization can make the difference between a new worker's feeling like an outsider and sense like the person in the team.

Zheng and Lamond (2009) in their article "Forthcoming Organizational determinants of staff turnover for multinational companies in Asia. " discovered that training, size, amount of operation and the nature of the industry are signicantly related to turnover. Deciding what constitutes 'high turnover' is a intricate issue, since there is no simple linear relationship between turnover rates and the cultural and/or economic performance of companies. Issues which range from poor job t, insufficient acceptance or support from older management, doubt about the organization's future and poor management communication are some of the reasons why people begin looking for other opportunities. Reasons that can be related to high staff turnover in the insurance sector are:

Being an insurance professional in India is seen as a societal stigma as there is certainly uncertainty of job and income attached to it. People become a member of insurance firms as a part time job or a space ller occupation rather than as a long-term career. Very few qualified people want to be agents owing to low social status mounted on it.

It is a high-pressure job. It is expected from a realtor to comprehend the customer's needs and sell the products accordingly. This technique involves a high level of persuasion and a sustained effort for a long period. A lot of men and women succumb to such pressures.

The expectation achievement gap increases the turnover. Many people are lured to the occupation with a higher earning potential. However, to earn a good income, agents require a lot of patience, perseverance, and persuasion in the eld. During early on phase, the wages of the agencies are low despite hard work. This expectation success gap leads most of them to break down in the original period of getting started with the career.

Scarce skilled or experienced human reference in insurance market leads to wide level poaching and mind hunting among the opponents. The industry has yet to witness mature hr techniques, like work force planning, training, inspiration, and retention. The lack of preplanned recruitment leads the rms to enjoy poaching human resources employed in other insurance rms.

With insurers having a high ratio of the labor force from multiple industries (non-domain), the probability of losing employees to other elds, like Fast Moving Consumer Goods companies or other nancial outts, are high.

Employee Turnover is perhaps paid the least attention among various employees' issues. It really is shrugged off as inevitable. Few companies take a proactive way towards reducing employee turnover. It always includes considerable costs of replacing the key employee who fall into the group of high performers. Swapping includes the costs of recruitment advertisement, referral add-ons, selection tests, training costs, etc. Moreover, turnover leads to loss of time and work, low productivity, lack of morale, loss of knowledge etc.


Organizations that keep the front line staff motivated and equip them with the right tools are likely to take pleasure from long-term superior performance (Rogers and Peccoud 2005). The challenge of creating a powerful, enthusiastic, motivated front line environment is an opportunity in disguise for organizations. Organizations need employees who are committed, exible, and prepared to take part in decision-making. Keeping such employees in the organizations is now imperative in the current competitive environment. Behavioral research studies show that all human activities including jobs are directed towards fulfilling certain needs. Habits of individual patterns and desire differ, because individuals seek to fulll different collections of needs in several ways as implemented from other environmental and social backgrounds. Maslow (1943) propounded the Hierarchy of Needs theory actually applied as a general theory of psychological drive. However, the usefulness of its theoretical model was implemented by organizational theorist McGregor in 1960, who applied Maslow's theory in the task place. Down the road, the Hierarchy of Needs theory has been followed and designed into applications in many areas running a business (Shoura and Singh 1998). Within the management eld, it is an effective strategy towards understanding motivation. Motivation is linked to several levels of the 'needs hierarchy' of humans. Appreciation, love, admiration and fullling work are several motivators apart from monetary benets an individual looks for. An attempt is manufactured in the paper to align Maslow's Hierarchy of needs to the ndings of the survey to offer the understanding of worker turnover.

Maslow suggests that each individual aspires for a higher-level unfullled need once they have gratied the lower order need. An individual's level of aspirations grow when needs on lower levels are satised. The low four layers of the pyramid are called 'deciency needs' or D-needs, physiological, safety and security, love and belongingness and esteem. Apart from the lowest part of physiological needs, if these 'deciency needs' are not met, the body provides no physical sign but the specific feels stressed and tensed. Various degrees of Maslow's Hierarchy of Needs are analyzed

in the perspective of insurance realtors:

PHYSIOLOGICAL NEEDS: These include the most basic needs that are vital to survival, like the need for drinking water, air, food, and sleep. These needs will be the most elementary and instinctive needs in the hierarchy. All the needs become extra until these physiological needs are attained. In the point of view of insurance realtors, these needs are attended to by the settlement plan. Insurance companies primarily work on incentive-based compensation plans, which lead to income uncertainties. A worker looks forwards to an adequate compensation structure, which would manage most of his/her basic physiological needs. A powerful, safe, and easy to comprehend reimbursement plan may hold on to employees who are trying to materialize their physiological needs. It is necessary for the firms to upgrade the settlement plan with time, so that it fullls the physiological needs of the average person and his/her family at different levels with their lives.

SAFETY NEEDS: Such needs are essential for survival, but they aren't as requiring as the physiological needs. Desire to have steady employment, health insurance, safe neighborhoods, and shelter from the surroundings could be a few. There are two aspects of the security, which would concern a person in the insurance business. You are the personal physical security while on eld; and the mental health fear of job security with high goals is the next.

SOCIAL NEEDS: Maslow claims that individuals seek to triumph over thoughts of loneliness and alienation. This involves both presenting and getting love, affection and the sense of belongingness. This need of an individual gets highly afflicted in insurance firms mainly. Individuals do not gain a high status in population, which is attributed to the interpersonal stigma of being an insurance professional, and big concentrate on pressure causes separation from one's family, friends, and family members. Employees have been found complaining about not being able to spend adequate time using their family and friends. The insurance firms may compensate because of this by developing a fun-lled work environment and creating a conducive work place. Teambuilding initiatives can be studied by mangers to inculcate the sense of belongingness.

NEEDS FOR ESTEEM: A standard human really wants to be accepted and valued by others. People engage themselves to gaining recognition, attaining a sense of contribution, sensing accepted and self-valued, whether it is in an occupation or hobby. Imbalances as of this level can lead to low self-esteem or an inferiority complex. Those working as employees within an insurance provider are considered people of relatively less capacity. The attitude is developed credited to mass recruitment performed by insurance rms, where not much focus is located on selecting suited applicants. This diminution in esteem causes going out of the industry on getting an improved opportunity. Many companies are concentrating on developing a positive image of the industry utilizing the multimedia, though much is yet to be achieved. Steps like change in job title and characteristics of the work could be positive steps in this course. As the industry matures, the setting needs a differ from being truly a mere moneymaker option to a business that provides learning and high expansion opportunities.

NEED FOR SELF-ACTUALIZATION: Maslow describes self-actualization as a person's have to be and do what he/she was created to do. These needs make themselves thought in signals of restlessness. A person feels on edge, tensed, or lacking something. Insurance firms are providing a career growth journey and higher education chance of employees as a way of measuring keeping them. These steps are strides towards fullling the discontented Personal Actualization needs of the employees. Lyon, Ivancevish, and Donnelly (1970) recommended that it is a difficult task in an firm to inspire employees in a way that produces mutual benets for both the employees and the business. A highly effective motivational model can result in an employee's job satisfaction and achievement of organizational goals. Matching to Maslow (1971), employees aren't likely to seek higher-level gratications till their lower level needs are relatively achieved. Maslow's hierarchy of needs theory helps managers make workplaces more attentive to employees' specic needs.


A survey discloses that 60% of the employees left the insurance sector in under 1 year; 22% employees continued to be in the same sector for 1-3 years; 8% of employees functioned in this sector for at least 4-6years; 5% of employees continued to be in the same sector for 10 years, and 5% have been in the insurance industry for more than 10 years.

Some factors were identied as is feasible reasons for joining an insurance provider. These were analyzed because of their importance and it was uncovered that the respondents considered these 10 parameters as important:

Growth Opportunity

Flexibility of Time

Challenging Job

Reputation of the Company

Work Environment of the Company

Attractive Salary/Incentive Plans

Job Security

Peer/Friends' Advice


Earn an Extra Amount


The Job Satisfaction related variables were analyzed for their importance and the analysis discloses that the respondents considered these six parameters as important for job satisfaction:

Job Security

Work Environment


Balance in Work and Family Life

Monetary Benets

Career Growth


Some parameters of known reasons for leaving an insurance company were analyzed for his or her importance and the research exposed that the respondents consider the following seven factors as slightly important as the reason behind leaving the insurance company:

Better Job Opportunity

Better Salary

Target Pressures

No Time for the Family

Job Insecurity


Bad Work Culture

Hence, it is clear from here that an individual's motive for working can vary greatly in line with the nature and strength of the unsatised portion of his/her individual hierarchies of needs. It really is evident that individuals do not join an insurance provider only for Good compensation and Employment; instead, in addition they look for job security, ease of working in exible timing, and a better job. They turn to satisfy multiple levels of needs all together and aspire for employment, which offers a good mix of primary, interpersonal, and esteem needs. Individuals leave a business if they're not satised with the work, e. g. factors like stress, career advancement, and environment which required the respondents to leave the organization. Insurance firms may consider supplying a unique proposition to successfully attract and retain the sales force. Managers may design systematic strategies rather than going for a random methodology of hit and trial. Research workers conceptualized certain strategies predicated on the ndings of the study. Different needs of the employees could be tackled from the recommendations mentioned below:


About 60% of the sales team leaves the business in under one year. This occurrence causes incurring an enormous cost in recruiting and training of the employees. Companies may focus on retention for a specied period of time (break-even period) to be able to recover the cost incurred on the worker. This could be officially included as a process while recruiting individuals. Once the break-even period is computed, strict actions can be studied to ensure that employees do not leave the organization before conclusion of BEP. One such solution could be getting a bond authorized by the staff. There are two factors which have been discovered as the major influencers of job satisfaction:

Primary Needs and

Social & Esteem Needs.

It is essential for all degrees of managers in sales function to comprehend that inspiration can increase job satisfaction. Companies may concentrate on the task environment that increases employee drive for the job. This includes a conducive and fun-lled work place, suiting to the needs of the young employees. That is essential for compensating the affected social life getting to the type of the job. A few options that can be included are:

Variable pay bundle predicated on performance;

Working from your home when required for a short term;

Sponsored holidays;

Job rotation over a regular basis.

It has been revealed that Stress, Career Advancement and Environment, inuence a person's decision to leave insurance companies. It's advocated that the firms may dene job jobs for a definite understanding of an employee, including clear paperwork of the process and the jobs performed. This would decrease the stress levels to a signicant level. Companies should focus on having education and ongoing learning for the labor force, sponsoring employees on post-graduate programs and dealing with job seekers and employees in the same way as one snacks customers. The exercise would help employees in expanding their knowledge platform and their chances to increase within the business.

80-20 RULE

The rms concentrate on 20% of the employees who donate to 80% of the productivity. Companies may identify such employees and their unsatised needs to be able to formulate specific specic retention strategies. Succession planning is necessary for the critical positions in the organization for faster replacement. To lessen poaching of employees within the industry, bilateral agreements between companies should be authorized. Basic norms are being put in place and the code of ethics has been pressured by the industry. A TYPICAL Databases should be retained by all players of the industry to ensure they are not cannibalizing each other's resources.

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