Agency Performance Partners


Addressing an Insurance Employee Who has not Bought-in

Posted on August 4, 2021 by Alex Arellano

Addressing an Insurance Employee Who has not Bought-in

All this week we’re discussing how you can drum up excitement when you launch a new initiative at your agency, by getting your team to buy-in. We all know what it’s like when an initiative is launched, and the response is lukewarm. When employees don’t buy-in to a new idea or initiative, it can really hinder the entire project. Today, we’re talking all about addressing an insurance employee who has not bought in. 

“There is a lot of success and there can be a lot of challenges, but at the end of the day, we wanna make sure that everyone sees a path to success.”

When addressing an insurance employee who has not bought-in, you have to make sure that you hear them out. But even if you’re receptive and understanding, there comes a time when you may need to do more. Here’s how you can handle addressing an insurance employee who has not bought in:


1. Conduct a personality profile

When someone isn’t buying-in, one of the first things we recommend doing is having a personality profile performed. There are some people who, by nature, are more cynical, more skeptical, and more hesitant. If that’s the way someone is wired, and we understand that, we’re in the position to be more understanding. Understanding this person’s unique traits might give you guidance on how to overcome this issue.


2. Listen to listen 

Listening to listen means really being engaged with this employee at the deepest levels. It doesn’t mean just hearing them, but instead means understanding their concerns and frustrations, and coming back to it with facts. For example, if someone is not a fan of texting clients, you can come back with the research that shows why it’s important.


3. Set clear boundaries

Sometimes in insurance, we shy away from setting boundaries for a few reasons. Firstly, it can be tough to find people. It can also be uncomfortable if we’ve never done it before. But at the end of the day when addressing an insurance employee who has not bought in, you need to set boundaries and say that this isn’t optional, and it’s time to retire some of the negative comments.


We always want to make sure we’re setting up our employees for success, especially when they’re struggling. By understanding their personality profile, listening to what their core issues are, and setting clear boundaries, we can help nudge employees who are struggling with new initiatives in the right direction. 


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