What are the sales tips to sell group life insurance to various corporates?
Give me details of salesmenship which a trainer should tell to his trainees while selling group life insurance to various corporates like whom to approach?how to approach?how to proceed further?how to beat competitors?
February 28th, 2010 at 9:56 pm
I’ve always been of the opinion that sales is sales is sales. If you’re not sure who to target I would call and ask the receptionist. In regards to your other questions, I’d recommend the following resources:
Millerheiman.com: great newsletter and tips.
Salesguy.org: great research and newsletter. Also has list of classic sales books.
25 Habits of Successful Sales People: gives the basics.
The biggest part of being successful in sales is energy, drive and hard work.
February 28th, 2010 at 10:47 pm
It would be easier to answer if I knew if the product was group term, paid by the employer, or a payroll deduction plan, paid by deductions from employees paychecks.
I used to sell a lot of payroll deduction life insurance. It’s relatively easy.
You want to start by approaching small business owners, with 100 or less employees, such as grocery stores, municipalities, auto dealerships, etc. They are easier to get to talk with.
In a grocery store, or such, environment, you will probably be able to approach the owner, or store manager out on the floor. He/she will talk to you, and allow you a few minutes to explain your reason for being there. (If he doesn’t have time to sit down with you at that time, make an appointment to come back. Thank him, and give him a business card with the time and date of you appointment written on it.)
“Mr. Employer, Thank you for taking the time out of your busy schedule to see me. I am really impressed with your store. It must be a very good place to work. You must treat your employees very well, and that’s why I’m here.”
“To keep good employees, an employer needs to provide all the benefits possible. Would you mind if I asked about the benefits that you provide for your employees?”
“I know you would want to provide more for them, if it weren’t for the cost, RIGHT? (Nod head, he will too). It’s a delema that a lot of employers face. BUT, I have good news for you. I can show you a way that you CAN increase your employees benefits, without cost to you, the employer. You can do something for them that they can’t do for themselves. You can contribute to their families financial security, should an employee die, by allowing them to have the premiums deducted from their pay on a weekly basis. In this day and age, it’s hard for a family to come up with another payment. BUT, if it’s payroll deducted, their coverage is paid for. What they don’t see, they don’t miss. Good idea, RIGHT, (Nod yes).
Give him an example of how the plan works. Ask him what the average age is. Show him what 3-4-5-$10 will do for a person of that age.
“I would just ask you to put me on your staff, but not on your payroll, and allow me to talk with each individual in a private setting, to give them the opportunity to participate. I will boost their confidence in you, by letting them know that you are doing this for them. Is that OK?” (Nod yes.)
Ask him for a list of all his employees, and their ages, if possible. This is so you will know who to call in to “your office”. You can check the names off as you finish the interviews.
Set the time and date to start.
You’ll want to put a notice on their bulletin board in their break room that a benefits specialist will be on the premises on whatever dates.
You might sell some $3.00 – $10.00 a week or more. Let’s say that out of 40 employees, 25 decided to participate. Let’s say that the average weekly deduction is $5.00. Watch this:
$5.00 X 52 = $260 X 25 = $6500.00 in annualized premium. Let’s say the commission is 80%. That’s $5200. Not bad for a week’s work. Huh? If it’s only 50%, that’s still $3250. I could live with that.
I hope this helps.
Best wishes. God bless.