Forbes recently published an article on tips to make an “ugly” business sexy. I doubt our industry will ever be described as “sexy,” but a little makeover can’t hurt.

According to MarshBerry’s proprietary financial management system, Perspectives for High Performance (PHP), compensation expenses are most likely, single-handedly the largest category of expenses

What does it take to go from $2M to $10M, $15M to $30M, or $50M plus in revenue, all while producing a margin, sustaining new business production

In today’s economic climate with record low unemployment rates and employers fighting to attract top talent, it is more important than ever to analyze the value and commitment you are showing to your employees.

Compensation — we talk about this subject almost every single time we sit down with our clients and discuss financials.

In our experience, high-performing agencies and brokers (“agencies”) share several characteristics that help position them as industry leaders.

When your producers sell a new piece of business, do you get the impression that the service staff isn’t as excited as the producers?

A standardized and consistent hiring process is vital to any successful hiring program.

People are the backbone of any business—they produce sales, retain clients and deliver services.

Producer incentive compensation is a hot topic that perplexes many agency owners. Historically, significant innovation around this topic has been minimal.

Across industries, disruptions are shifting existing business models from product-focused to consumer-focused and we’re starting to see the impact on the insurance industry.

The old saying goes "there is a difference between working smart, and working hard."