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Having trained over 40 team members the last 5 years, what’s lacking is empathy , critical thinking , drive to manage claims, to the work …. etc. it’s frustrating how many padded resumes I’ve seen. You can take notes, memorize laws and processes however if you don’t under stand what to do with it you fail.
I actually don’t think attracting younger talent is the biggest hurdle - it’s keeping them. We bring them in, but they don’t always stay. I think part of it is culture. Some companies are still very hierarchical and rigid, and that doesn’t always vibe with younger folks looking for flexibility and purpose.
It’s hard to be young and get treated like an idiot by a 55 year old coworker who can’t figure out basic computer skills. That’s huge. The “it’s always been done this way” is here to stay and doesn’t lead well to valuing experience of different types of
The younger generation is entering the workforce and I haven’t seen a more incompetent and honestly lazy bunch of people who think they should be making 100k a year right out of school. I has an employee say I can’t come in today my cat is having an anxiety attack. True story. Another one said I just don’t feel like it I need a day off.
Interesting. I’m seeing that some younger hires don’t like the lack of face time / what they perceive as “support” in a more remote friendly environment. I guess I’m aging but I LOVE working remotely as someone with a bit more experience but I do understand that perspective. So some turnover happens when expectations don’t match reality - ultimately I think people find their way to a culture they gel with.
Maybe it's Progressive but there is a lot of young people (well what I consider young) around. I seem like the old guy all the time and I'm just over 40. There is plenty of young people in our remote positions and in office positions.
The rate of retirement vs. the number of young people we are bringing in, the numbers say we are in trouble UNLESS AI actually materializes and companies can do much more with less people. In that case, work experience and people skills are going to trump cheap college labor I.e they are going to want more skilled, but fewer labor to verify and work with AI outputs. It used to be that the younger generation was always so eager to learn and be excellent and keep the older generation on their toes but now there is a level of entitlement without the work ethic and the passion to learn to back it up. There are always exceptions but I’m just noting the general trend I’ve observed and frustration that my manager friends have regularly expressed with new college grads.
Im pushing 40 and was trained by boomers 15 years ago. The coworkers I've encountered recently and the positions I've moved on to lack job training. Which is highly frustrating when everyone wants to run lean and no one knows which way is up.
I like working around other people, isolating at home is not a good thing. I think in terms of younger people, I would not recommend a sales role to them as I see sales disappearing thanks to AI and don’t trust the future in that department. As for the rest, I can’t speak, but it is a field in which the need is not going away anytime soon.
In short, our struggle is that they CANNOT understand how a sales position pays or they are applying for sales positions not understanding what that means?
I’ve had a lot of younger people (24-30) apply and interview for sales positions. We are huge on pay transparency and setting expectations and it’s clear in the job posting and in the FIRST interview how our pay is structured, and frankly ours is much simpler than 80% of other sales position structures in the industry.
Since it is a sales position, it is a lower base (~$35k) and then commission is meant to be the driving factor. Our sales goals expectations are; with the goals we have at min you’re making $35k in commission. If you aren’t hitting our low-end goals, basically just not going to workout. If you can do the “minimums” you’ll make $70k. Right now our “average” performers, which are our lowest are making 50k commission (so 85k/yr)— top performers making 100k+ commission. Sharing for context.
Regardless of all of this- the “younger” crowd ultimately doesn’t follow and says “$35k is too low and I need a min base of 50k, I cant make less than 50k” or “i currently make 50k (MAX) so i just cant take a pay cut” No matter how many ways I tell them you are going to make more than $50k (unless you aren’t doing the work and then just aren’t here….) like they aren’t understanding this is how a sales job works. 🤦🏻♀️
I think it is more of the outsourcing insurance roles overseas versus attracting younger talent.
This is happening a lot. I have had all my responsibilities outsourced and role changed. It is discouraging and depressing to see it happen.
From what I am seeing is that, they all lack communication skills, empathy and they all think they should be an AVP in a year. They're only after money and title for egos!
When I worked in insurance, I saw a nice spread of ages. There were recent college graduates and people who'd been there for 10+ years. I am an old fart now, but I wonder if younger folks see insurance as a rip-off?
I’m under 30 in tech side of insurance. Did several years of underwriting too. I feel like it’s been really hard for me because most of my coworkers are my parents age. They say they want young talent but then take away benefits like remote status. I don’t want to be besties with my 55 year old coworkers. If I was forced to be in an office I want young people there.
It seems like some offices do better. Most of the young talent at travelers seems to be in home office.