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LIBERTY NATIONAL WORKSITE ADVANTAGE. RON AGYPT. is “YOUR ADVANTAGE ”!!!!!!. 30% OF U.S. EMPLOYERS WITH 10 OR MORE EMPLOYEES SAID THEY ARE CONSIDERING ADDING A NEW VOLUNTARY OPTION WITHIN THE NEXT 2 YEARS. - PowerPoint PPT Presentation
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is “YOUR ADVANTAGE”!!!!!!
LIBERTY NATIONALWORKSITE ADVANTAGE
RON AGYPT
30% OF U.S. EMPLOYERS WITH 10 OR MORE EMPLOYEES SAID THEY ARE CONSIDERING ADDING A NEW VOLUNTARY OPTION WITHIN THE NEXT 2 YEARS.
CURRENTLY 57% OF U.S. EMPLOYERS OFFER VOLUNTARY BENEFITS AND THIS RATE RISES AS EMPLOYER SIZE INCREASES.
Source: LIMRA
THE WORKSITE MARKET
WORKPLACE 51%
AT HOME 23%
NO PREFERENCE
23%
OTHER 3%Source: LIMRA International
WHERE DO EMPLOYEES PREFER TO OBTAIN INSURANCE
Section 125 Plans Are Worth The Effort
60% - 70% PARTICIPATION
IRS REQUIRES AGENTS SEE 100% OF EMPLOYEES
PARTICIPATION INCREASES WHEN
EMPLOYER SUPPORTS IDEA
Source: LIMRA International
The Market Place
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$2,000 $2,200
$2,600 $3,100
$3,500 $4,027
$4,100 $4,223
$4,366 $4,715
$5,038 $5,225
$5,397
$5,243
NEW BUSINESS PREMIUM(in millions)
162% INCREASE
FLORIDA
TOTALBUSINESSES
# OF LIBERTY NATIONAL
FRANCHISES
4-99: 123,339 1,241
100-499: 16,772 82
ALABAMA
BUSINESSES# OF LIBERTY
NATIONAL FRANCHISES
4-99: 33,910 2,251
100-499: 5,409 274
SOUTH CAROLINA
BUSINESSES# OF LIBERTY NATIONAL
FRANCHISES
4-99: 32,961 297
100-499: 5,181 8
GEORGIA
BUSINESSES# OF LIBERTY
NATIONAL FRANCHISES
4-99: 64,087 1,615
100-499: 9,906 116
MISSOURI
BUSINESSES# OF LIBERTY
NATIONAL FRANCHISES
4-99: 11,193 744
100-499: 1,431 25
TEXAS
BUSINESSES# OF LIBERTY
NATIONAL FRANCHISES
4-99: 162,273 566
100-499: 25,245 30
UT
AL
AR
DC
FL
GA
PAIN
MS
MO
MT
NC
SC
TX
VAWV
WY
U.S. TOTAL LIBERTY NATIONAL U.S. TOTAL
4-99: 2,334,076 10,731
100-499: 353,510 887
AZ
LA
TN
MD
KY
OH
JASON EVERETT JANUARY THROUGH JULY AVERAGED 15 APPROVED FRANCHISES
AUGUST, SEPTEMBER AND OCTOBER AVERAGED 22.3 PER MONTH APPROVED FRANCHISES, UP 7.3 PER MONTH FOR A 48% INCREASE
Worksite Advantage Highlights
JASON EVERETT cont’d
NEW AGENT PRODUCTIVITY LESS THAN 90 DAYS, FROM AN AVERAGE OF 13% TO 23%
AVERAGE PRODUCTION FROM $23,126 PER MONTH FOR NEW AGENTS TO $45,047 PER MONTH, A 94.7% INCREASE ON INITIAL ENROLLMENTS
Worksite Advantage Highlights
TIM NUCKOLLS
JANUARY THROUGH JULY AVERAGED 3 APPROVED FRANCHISES
AUGUST, SEPTEMBER AND OCTOBER AVERAGED 17.3 PER MONTH APPROVED FRANCHISES
INITIAL ENROLLMENT ONLY, HAS GONE FROM $6,152 JANUARY THROUGH JULY, TO $39,771 PER MONTH FOR AUGUST, SEPTEMBER AND OCTOBER
Worksite Advantage Highlights
SKIP BOND
A NEW BRANCH HAS ENROLLED 8 FRANCHISES SINCE START OF TEST FOR AN AVERAGE OF $4,967 PER FRANCHISE
Worksite Advantage Highlights
IN THE MONTH OF OCTOBER ALL BRANCHES WERE OVER 60%
ENROLLMENT RATE OF SEEN EMPLOYEES ALL FOUR WEEKS, WITH THE HIGHEST
WEEK BEING 71% ENROLLED.
Worksite Advantage Highlights
BRANCH MANAGERGROWTH
OPPORTUNITY# NEW FRANCHISES PER WEEK 2
AVG AP PER NEW FRANCHISE $10,000
WEEKS PER YEAR 52
AP PER YEAR $520,000
ADDITIONAL BM COMM (21.9% EST.)
$113,880
LET’S LOOK AT YOUR BRANCH
WINNINGIS A DUAL DISTRIBUTION MODEL
Evolution Not Revolution
Worksite + Personal
=$UCCE$$
ACHIEVE $100 MILLION OR MORE IN 5 YEARS
TAP INTO THE OPPORTUNITY BUILD BRANCHES TO BE • BIGGER (SIZE)• BETTER (PRODUCTIVITY)• STRONGER (LEADERSHIP
DEVELOPMENT) INCREASE INCOME AT ALL LEVELS• ADVANCES, BONUSES AND
RENEWALS BUILD CONFIDENCE
Why Change?
ACTIVITY MODEL, NOT A PROSPECTING MODEL
SIMPLIFY AND SYSTEMIZE A WORKSITE APPROACH
NEW AGENTS THROUGH THE LEARNING CURVE QUICKER (THEY MUST SURVIVE FIRST TO THRIVE)
DOWN TO 3+ LIVES ENROLLED QUALITY…WITH THE INTENT TO
LOWER DCN RATES
Why Change?
1. D.N.= D.D.= 1+2. GATEKEEPER3. 6 MINUTES4. SOCRATES5. A-B-C6. 90/60 WITH SINGLE
DIGIT DCN
Worksite Keys To Success
55 OR MORE WALK-INS =10 OR MORE PRESENTATIONS TO
DECISION MAKERS 1 OR MORE FRANCHISES…
HIRE…HIRE…HIRETRAIN…TRAIN…TRAIN
GOOGLE MAPS (WEEKLY ASSIGNMENT)REFERRAL FILE
D.N.= D.D.= 1+
LIBERTY NATIONAL 5 STEP FOUNDATION OF SUCCESS
STEP 1: Present to Business Owner/Decision Maker
STEP 2: Conduct an Enrollment Strategy Meeting
STEP 3: Conduct a Key Person Meeting
STEP 4: Conduct a Quality Enrollment
STEP 5: Conduct a Post-Enrollment Meeting
ROLE PLAY
GATEKEEPER: IS THE DOOR
OPENER
PRESENTATION: (GIVE ME 6
MINUTES)
SOCRATES AND ME
CHOICE CLOSE IS AS EASY AS A-B-
C
Let’s Play TheWorksite Advantage Game
Socrates And MeTHE SOCRATIC METHOD
ASK A QUESTION OR SERIES OF QUESTIONS WHICH THE PROSPECT WILL READILY AGREE.
DRAW A CONCLUSION BASED ON THOSE AGREEMENTS.
THIS WILL CREATE THE DESIRED RESPONSE WHICH WOULD BE YES.
CHOICE
CLOSE IS AS EASY AS
A-B-C
90/60 Single Digit
D.C.N.
Liberty NationalWorksite Advantage Goal
OUR GOAL AS A TEAM IS TO ACHIEVE 90% OR GREATERSEEN OF ALL ELIGIBLE EMPLOYEES ON EACH CASE
THE KEYS ARE THE FOLLOWING
1. WRITE BUSINESS THAT FITS QUALITY STANDARDS
2. VALUE ADDED PROCESS
3. SECTION 125 RULES
4. EMPLOYEES EDUCATION AND CHOICE
5. PROPER CASE SET UP
90% or Greater Seen
GUIDELINES FOR QUALITY OF BUSINESS
1.THREE OR MORE EMPLOYEES ON PAYROLL
2. A FRANCHISE NUMBER ISSUED BEFORE BUSINESS CAN BE WRITTEN
3. ENROLLMENT SHOULD BE SCHEDULED SO ALL APPS CAN BE TAKEN AND SUBMITTED THE SAME WEEK
4. IF AN AGENT DOES NOT MEET THE MINIMUM APP REQUIREMENT, THE BUSINESS CANNOT BE SUBMITTED ON PD MODE
5. CURRENT GUIDELINES REGARDING INELIGIBLE INDUSTRIES AND ELIGIBILITY RULES WILL APPLY
6. CURRENT GUIDELINES REGARDING 6 MONTH AND 1 YEAR ELIGIBILITY RULES APPLY
7. EMPLOYERS CANNOT PAY THE PREMIUMS. THE
EMPLOYEE WILL BE DEDUCTED FOR PREMIUMS
8. NO FRANCHISES WITH LEASED EMPLOYEES
GUIDELINES FOR QUALITY OF BUSINESScont’d
Enroll 60% Or Greater Of All Employees Seen
PROPER CASE SET UP UTILIZING LIBERTY NATIONAL STANDARDS
HAVE A DEPARTMENT HEAD OR LEADERSHIP MEETING IN ADVANCE OF THE ENROLLMENT (AGENDA TO FOLLOW)
USE THE NEEDS ANALYSIS WITH EVERY EMPLOYEE TO FIND THEIR PRIORITY, KEEP PREMIUMS WITHIN ONE HOUR’S WORTH OF PAY
Enroll 60% Or Greater Of All Employees Seen
ENROLL 60% OR GREATER OF ALL SEEN
EMPLOYEES
SELL THE ‘ONE HOUR’S WORTH OF PAY
CONCEPT FOR OUR COVERAGE
Single Digit D.C.N.1. MAKE SURE EVERY EMPLOYEE KNOWS
EXACTLY:• WHAT THEY’RE COVERED FOR• WHEN THEIR COVERAGE STARTS• AND WHEN THEIR COVERAGE GOES
INTO EFFECT2. REEMPHASIZE THAT THEY’RE BUYING FOR
THEIR NEEDS.3. REVIEW EMPLOYEE PARTICIPATION WITH
THE OWNER AND BOOKKEEPER ONCE THE ENROLLMENT IS FINISHED.
4. WHEN THE FIRST BILL IS DELIVERED TO THE CLIENT - BE THERE TO REVIEW WITH THEM.
ROLLING OUT THE NEW WORKSITE SYSTEMS AND PROCESSES TO BRANCHES THAT ARE CURRENTLY EFFICIENT AND EFFECTIVE IN THE PAYROLL BUSINESS TODAY.
ROLL-OUT SCHEDULE WILL BE DETERMINED STARTING JANUARY 2013
Moving Forward in 2013
FOR NON-PAYROLL - START RECRUITING ADDITIONAL
PEOPLE TOWARDS THE WORKSITE MODEL SO THAT YOUR
BRANCH IS PREPARED TO ROLL OUT AN ADDITIONAL
MODEL.
CRITICAL…. WE MUST CONTINUE TO GROW OUR INDIVIDUAL
BUSINESS, AND THE WORKSITE BUSINESS SHOULD BE
ADDITIONAL -DRIVING TOWARD DUAL DISTRIBUTION
Moving Forward in 2013
BRANCHMANAGERMEETING
NOVEMBER 2012