Today In 5 Minutes Or Less (TLDR):

• 🔒 Stop Letting Service Slow Kill Your Sales (+ Ho …

• Why Most Insurance Agents Fail at Hiring and How t …

• Around The Web 🌎

🔒 Stop Letting Service Slow Kill Your Sales (+ How To Fix It This Month)🔒

Dear Insurance Champions,

Here's the deal: Most agencies plateau not because they run out of leads, but because your sales team gets buried in service work. Sound familiar? Phones ringing off the hook, “quick” Drivewise calls tanking your team's focus... before you know it, the only thing your reps are closing is Outlook for sanity.

Today's newsletter is for the agency owner who wants to break through that ceiling, fast.

Why You’re Stuck:

Your salespeople aren’t selling because they’re juggling onboarding calls, chasing e-bill signups, and fielding low-value customer questions. When client management becomes the default, your lead activation grinds to a halt.

Real talk: You can’t out-hustle a bad system.

What’s Working in Smart Agencies:

Try this “Service Time Audit” Formula (stolen straight from top producers):

• Hand each team member a notepad for 2 weeks.

• Every time they do something NOT directly tied to a sale, log it + a tally if it’s a repeat.

• At the end, spotlight the top 3 “time leeches”, this is your target.

Case in Point:

One agent found 80% of their team’s non-sales work came from lousy onboarding: Drivewise confusion, e-bill headaches, missed welcome calls, etc.

Here’s the magic, they mapped out a day-by-day onboarding plan: what to do on Day 1, Day 2, Day 10, etc. The result? Sales numbers started climbing, again. (No surprise: when your closers only close, they close more.)

How To Implement FAST:

• Map every non-sales task in your office, just for this month.

• Build a simple Word checklist for onboarding, literally, “After a sale, do XYZ on Day 1, Day 7, Day 30.”

• Assign a “Welcome Call” 7-10 days after close. Treat it as religion. Don’t skip.

• Delegate: Anything repetitive (setting up Drivewise, e-bill) is either trainable to a lower-cost role or can be automated.

Future-Proof Your Agency:

• Build your automations and checklists. Don’t let your book of business cost you your next 100 clients.

• Stay “people first,” but process-led. The right client experience up front = less fire drills later.

• Remember, the people you start with won’t always be the people you finish with. Recruit, train, motivate, and keep your standards sky-high.

Big Takeaway:

If your team is “too busy to sell,” you’ve got a broken sales/service handoff, fix your systems before you chase more leads.

Let’s get intentional this week. Audit the busywork, automate the repeatable, and let your closers close.

Stay sharp, brother.

Craig Pretzinger and Jason Feltman

The Insurance Dudes! 🚀

Why Most Insurance Agents Fail at Hiring and How to Fix It

Agency owners talk a lot about finding great producers…and maybe how tough it is to get people to even show up for interviews. Real talk: it’s brutal when you’re already swamped with lead flow and policy requests, then hiring falls flat. Been there. Craig and Jason just ripped the cover off the actual economics and tactical changes that flipped retention, revenue, and team morale for their agencies. It’s not about throwing a bigger commission split or just “hustling harder”, it’s about dialing in all five pieces of your TeleFunnel, with talent acquisition being the most neglected (and expensive) piece.

Let’s break it down straight: The old way, skinny base salary, no solid lead flow, and constant dialing, burned producers out in six months. Two to three quotes a day, maybe $15-20k new business a month, and lifespans shorter than your favorite lunch spot. Lifetime value? About $16k revenue per producer. Miserable for them, and for your agency.

Compare that to the 5-part TeleFunnel approach: Offer $8k base + commission, feed leads consistently (yep, that means investing $7k/mo in marketing), and actually keep the team pumped with contests and recognition. Now you’re at 10 QHH per day, $40k new business per month, and average producer tenure jumps to two years. That’s $915k in premium, $420k in revenue, $371k in costs, which leaves you with $49,000 lifetime value per sales pro. Did you catch that? Three times higher than the old grind. That lift only happens if you admit you can’t “perfect” one funnel stage and ignore the others. You need at least 80% in all five, not 100% in just four.

The biggest shift? Agencies stopped treating talent acquisition as a seat-filling, lowest-bid process and started seeing it as a retention and growth engine. When producers see the machine running, real leads, dial-to-transfer action, daily meetings, actual team energy, they onboard faster, burn out less, and stick around long enough to stack real wins. The math isn’t ambiguous: happier producers do more business and stay longer, which grows your book and layers bonus money right back to you.

Here’s the deal, your hiring philosophy and process either multiplies your book or holds you hostage. If you’re stuck in the old way, running lean on pay and lead support, the numbers are already telling you it’s time to move. The agencies outpacing the market are obsessed with the talent side, and they put their money and systems there, not just in the lead source du jour. Listen to Craig and Jason: hire, onboard, and retain like every seat is worth $49,000 in real agency value. The rest will follow.

Around The Web 🌎

The YouTube 🎥

AI is powerful, but it’s not wiping out insurance anytime soon. In homeowners, 90%+ of policies are still sold through agents, and regulators won’t approve black-box models they can’t explain. Where will AI win? Claims, inspections, and operational efficiency. Where it won’t (at least not yet)? Replacing underwriting judgment or eliminating distribution overnight. Technology evolves industries, and the incumbents who use AI well will likely get stronger, not replaced.

This Week On The Podcast 🎧

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