2)Slightly difficult to recruit Gen Z.

3)Not everyone is preferred to become as a full time nowadays. Sometimes as a leader we’re need to check their background and knowledge too. To make sure, they are full fill our requirements.

Veknes

Kumar

Gaithiri

Yip

1. to invite newcomers to bop

2. inviting youngsters to office

3. existing agents refused to recruit

Conflict of interest

No patience/ consistency

2. No solid attractive challenge from company side and start to compare with other industry.

3. scared to commit in insurance business due to keep on changing

1. Agency Ageing

2. Hard to recruit, prospect dun want tension to hit target

3. Competitors more strong with many branch in Malaysia, prospect feel unsafety

   
   

No.1 - Retention unavoidable; even company facing the similar issues but continue recruiting and keep showing the examples of existing members in the agency who retain and achieved unbelievable results. (You have the track record, use it aggressively)

Vekneswary

No.2 - I agree. Maybe for the time being focus 50% on the Gen-Z and continue focusing on the other types of recruits who can give commitment and fruitful results. Divide the Leaders or agents who have the ability to attract Gen-Z and the rest focus others types of recruitment.

Mahen&Leaders

No.3 - Don't give up and continue talking to those members who can feel the same and work together. Try to do group who have the ability to recruit and throw some challenge to them. Continue guide them. Engage small group first then work togather.