As 2025 comes to a close, unfilled roles on insurance sales teams have led to an
average 10% drop in revenue. This underscores the importance of addressing hiring
gaps. Take time to review your year-end results, use any setbacks as a chance to reset,
and make hiring a top priority for future growth.
Miles Davis once said, “Do not fear mistakes. There are none.” In business and
leadership, mistakes are not failures—they are information. If you look at them honestly,
they can help you plan more effectively and achieve better results next year.
A significant challenge in 2025 was underestimating the impact of hiring delays. In
practice, it takes at least 2 months to hire, another 2 months to get a team member
licensed, and about 6 months for training before they start generating revenue for the
agency.
When key roles remain open, your team becomes overworked, productivity declines,
and progress slows. This stress can hurt sales, customer service, and growth. Most of
the time, the issue is not a lack of effort but a hiring plan that does not align with your
business goals. Planning is more important than speed because recruiting is an ongoing
process. If you pause, you could miss a great candidate or be left without a backup
when someone leaves.
As you plan for 2026, focus on a workforce strategy that supports steady revenue
growth. Find the roles that drive revenue, speed up onboarding, and look for the
experience you need to avoid slow ramp-up times. Treat hiring as a tool for growth, not
just a way to fill gaps.
Another lesson from 2025 is the importance of being adaptable. Markets change,
candidates look for different things, and business needs shift. Leaders who keep staffing
flexible by using remote workers, contractors, or pre-screened professionals can
respond quickly to new opportunities.
Most importantly, planning for 2026 means being honest with yourself. Decide whether
to handle hiring in-house or invest in a staffing partner. If you missed your growth goals
because your team was not fully staffed, use that lesson to shape your strategy from
now on. Looking at things clearly now can help you avoid the same issues next year.
Three Action Items to Prepare for 2026
- Audit Your 2025 Hiring Gaps
Figure out which open or delayed positions in 2025 hurt your sales, service, or
operations the most. To do this: 1) List all unfilled roles. 2) For each role, note
how its vacancy affected sales and customer satisfaction. 3) Rank these roles by
how much growth they could bring if filled. Start focusing on these key hires now
for early 2026.
- Align Hiring With Revenue Goals
Decide how many new hires you need to reach your growth goals for 2026.
Ensure each person has the appropriate licenses and experience to get up to
speed quickly. Set a clear timeline for onboarding and training. - Build-Up
Start building a pool of qualified candidates and staffing partners now. Stay in
touch with these contacts regularly so you are ready to fill roles quickly as your
business grows.
Mistakes teach us valuable lessons. With good planning and effective staffing, 2026 can
be the year your hiring truly drives growth.
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