Changing careers ranks right up there with some of life’s biggest decisions–it’s not something people take light
ly. Every year, my team connects with thousands of insurance professionals who are exploring the job market. While ev
ery candidate has their own unique story, we’ve found that when it com
es to what motivates their job search, the reasons tend to be surprisingly s
imilar. Compensation can make accepting a new job easier, but there are generally bigger catalysts behind the decision to start a job search.
#1 Heavy Workloads Drive People Away
Recent viral work trends like Dry Promotions, Quiet Quitting, and Act Yo
ur Wage all highlight one issue: employees are feeling overworked.
My team hears it directly from account managers:
“I inherited extra books after turnover. I asked for help, but no hires are coming.”
“I’m working nights
and weekends just to keep up. Even after a health scare, I couldn’t disconnect.”
Work-life balance is price
ess for most job seekers. If your agency is short-staffed, chances are your employees are already thinking about leaving.
#2 Return-to-Office Policies
I understand the value agency owners see in having employees work on-site. There are clear benefits to in-person
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collaboration. However, the reality is that the insurance talent pool is already small–and enforcing hybrid or in-o
r. Many experienced professionals only want remote roles and won’t apply for jobs requiring office time.
Here’s what candidates share with my team:
“I’m more productive at home without office distractions.”
“I was hired remotely but forced back to the office. I live over an hour away–commuting isn’t realistic.”
“I split time between two homes to stay close to family. I need flexibility.”
The demand for remote work is clear. Return-to-office (RTO) policies cause turnover and make recruiting harder in three major ways:
Fewer applicants–Most qualified candidates want remote roles and won’t engage if office work is required.
Smaller talent pool–You’re limited to candidates within a reasonable commuting distance.
Longer vacancies–
Remote roles fill in 30-45 days. Hybrid roles take around 100 days. Full in-office jobs often stay vacant for nine months to over a year.
As outlined in the workload discussion, unfilled roles mean heavie
r burdens on existing staff–and slower hiring can multiply your staffing challenges.