Working As a Team Member at State Farm Vs. Nationwide?

[1111pm]

Hi all,
I'm new to the forum... just joined because I was looking to get some input.

I am not an agent, but I am a fully licensed (P&C, L&H) team member at a State Farm agency.

I love my job and I love State Farm as a company. I truly believe in State Farm, and enjoy knowing our clients personally and all of the available training/help available from the regional offices as well as field offices.
However, I feel that I am worth more than I'm making, and that I deserve the potential to more commission... sometimes I bring in all of the office's monthly sales and get no commission what-so-ever. I just got my first raise in 3 years, and it seems like I am still just getting by. The money is pretty much the only negative about my current job.

I have an interview with a Nationwide agency tomorrow, for pretty much the exact position I have now, but more salary and commission. For me, the interview is going to be more of me exploring other options, since I am comfortable where I am and not in a rush to find anything else.

I would really like to know anyone's point of view on working for a State Farm agent vs. a Nationwide agent. I know all agents have different management styles, but is there anything unique about either company that I should know before making my final decision?

P.s. - applying/interviewing for a different State Farm agency isn't an option at this point as I don't want my boss knowing that I am considering other opportunities...

 

[Insurance-Guy]

In my area Nationwide's rates are horrible right now. I think I would look for an IA to go with.

 

[BTFuzz]

In my area Nationwide's rates are horrible right now. I think I would look for an IA to go with.

Ditto here too. They are almost never a threat. Indy is the better way to go.

 

[Bob Klee]

1111pm,

I've had former SF CSR's work for me at my Allstate Agency. It is not an easy transition unless you are open to change. Computer systems, U/W guidelines, completely different systems & way of dealing with U/W, mgmt, etc. There is no Captive company that puts as many resources into training CSR's as SF IMO. I can't imagine they've changed much in the last 4.5 years since I left the business.

IA's are a Whole different system completely to what you are familiar with & would be the hardest transition for your skill level. SF, at least up till 2006, had 5 levels of binding authority for CSR's. I'm assuming you are at the top level? That is a valuable designation you have in the SF system.

Not knowing your agency owner but assuming he's like most captive agents I've known. You are in an office with at most 3 other staff folks that are as frustrated as you because the agency owner has not put any incentive in place for you to grow and earn more. I'm guessing he does not have a policy/procedure manual in place, no employee handbook & no system in place for motivating, encouraging his staff to move up & grow as most small business owners do not:(

Your agent, if he's a decent guy, understands you need $$ too, but that is not his focus. He's always looking for the next sale & trying to win a trip each year. That is boasting rights in the SF system

My .02 cents. Let your agency owner know you are wanting more responsibility & more pay. Tell him you'd like him to align your goals/pay with his desire to grow & win SF trips = Win-Win. SF agents MUST grow PIF as well as Life/health apps each year. Goals set out by the region every January. If your agency is like many successful SF agents I know, easily writing 75-100 life apps a year depending on PIF & growth. Assuming you are L&H Licensed, ask for more training in how to prospect for L&H. Better ways to find the need & close the sale.

Then you are adding value & if he pays you on commission, you make more. IMO, better he reward you than the SF Life/Fin. specialist in your region. Plus easier to work with the dog you know that the dog you don't! Unfortunately, he may not realize how valuable you are until you are forced to leave. Seen it happen too many times.

Okay, that's my solution anyway. Others may vary

 

[1111pm]

1111pm,

I've had former SF CSR's work for me at my Allstate Agency. It is not an easy transition unless you are open to change. Computer systems, U/W guidelines, completely different systems & way of dealing with U/W, mgmt, etc. There is no Captive company that puts as many resources into training CSR's as SF IMO. I can't imagine they've changed much in the last 4.5 years since I left the business.

IA's are a Whole different system completely to what you are familiar with & would be the hardest transition for your skill level. SF, at least up till 2006, had 5 levels of binding authority for CSR's. I'm assuming you are at the top level? That is a valuable designation you have in the SF system.

Not knowing your agency owner but assuming he's like most captive agents I've known. You are in an office with at most 3 other staff folks that are as frustrated as you because the agency owner has not put any incentive in place for you to grow and earn more. I'm guessing he does not have a policy/procedure manual in place, no employee handbook & no system in place for motivating, encouraging his staff to move up & grow as most small business owners do not:(

Your agent, if he's a decent guy, understands you need $$ too, but that is not his focus. He's always looking for the next sale & trying to win a trip each year. That is boasting rights in the SF system

My .02 cents. Let your agency owner know you are wanting more responsibility & more pay. Tell him you'd like him to align your goals/pay with his desire to grow & win SF trips = Win-Win. SF agents MUST grow PIF as well as Life/health apps each year. Goals set out by the region every January. If your agency is like many successful SF agents I know, easily writing 75-100 life apps a year depending on PIF & growth. Assuming you are L&H Licensed, ask for more training in how to prospect for L&H. Better ways to find the need & close the sale.

Then you are adding value & if he pays you on commission, you make more. IMO, better he reward you than the SF Life/Fin. specialist in your region. Plus easier to work with the dog you know that the dog you don't! Unfortunately, he may not realize how valuable you are until you are forced to leave. Seen it happen too many times.

Okay, that's my solution anyway. Others may vary

Thanks, Bob Klee. This is exactly what I was looking for! Upon further consideration, I've decided to stay with my agency and just work on getting my sales numbers up. I think I'll continue browsing this forum for tips. Thanks everyone for your replies!

 

[togatown]

It also depends on how long your boss has been an agent and what contract he is on. If he is new within the past 7 years, he is under a much different contract and potentially makes less than his older contract counterparts on P&C and has to hustle to maintain his commission levels. In order to make more you need to sell life,health and bank products for him and ask for a piece of his year-end scorecard. The new business commissions are higher on these products compared to home/auto and he can get some of what he pays you back if he hits his scorecard goals.

 

[Guest]

The main problem with your post is the very first word you used.............WORK! blah! I just thru up in my mouth!