Talent Gap

Leaders need to come to grips with this generation. Already 22% of the workforce, they will represent one out of every three employees by 2030.

By automating routine tasks, AI can free adjusters to focus on the human aspects of their work that require empathy, nuanced judgment and creative problem-solving.

By fostering resilience, insurance companies build a workforce that is change-ready, emotionally agile and mentally strong.

Be clear what success for employees looks like, encourage them to raise the bar and consistently link effort, results and impact on the big picture.

Skills-based hiring and skills-based salary levels can mean better results and access to a wider pool of talent at a time when AI is increasing the pace of change.

Support programs demonstrate a commitment to employees' well-being, increase productivity, reduce absenteeism and enhance the employer brand. 

Here’s why I believe the insurance industry should look at the exodus of underwriting talent as an opportunity instead of a crisis. 

The time is now for insurance companies to change how they think about hiring, retention and technology.to ensure a strong pipeline of talent.