Insurance leaders are continuing to evolve their styles and strategies to accommodate shifting business and employee needs. While this may look different depending on individual teams, departments and organizations, the need for engaged and productive employees is universal.
Diversity, equity and inclusion have continued to be priorities for insurance organizations. However, for DEI efforts to make a lasting impact, there must be a fundamental shift within a company’s talent strategy.
The past year was one of ongoing change, redirection and flexibility. Insurers faced many challenges and had to evolve their ways of operating, communicating and servicing customers. As we enter 2021, priorities are continuing to shift and companies are adjusting their talent strategies to be most impactful.
Work environments have shifted dramatically in the past six months and human resources leaders are tasked with evaluating new team compositions, productivity measures, hiring techniques and more. As insurers work to understand the short- and long-term impacts of the pandemic on their teams, people analytics can play an important role in making informed talent decisions.
In the past two months, insurers and their employees have been forced to adapt to a new business reality. Physical office locations are closed and some individuals are working from home for the first time in their careers. Other professionals may be accustomed to remote work, yet are now also responsible for educating their children, caring for family members and juggling additional responsibilities throughout their days. At the same time, many managers have never led completely remote teams, resulting in additional challenges and learning curves.