Employee Motivation techniques due to Employee low retention, low wellbeing and Inclusion in the Insurance industry

 

Motivating Minds: How the Insurance Industry Can Reignite Employee Drive Amid Low Retention, Wellbeing, and Inclusion

 



The insurance industry is facing a quiet crisis-low employee retention, rising stress levels, and growing calls for more inclusive workplaces. And at the heart of all these issues is one critical factor: motivation.
Maintaining a healthy work-life balance can be a challenge for many employees, leading to stress and burnout. This can be due to long working hours, a lack of flexibility, or a demanding job. To manage this stress factor, employers can promote work-life balance by offering flexible work arrangements and encouraging employees to take breaks and vacations. Employees can also set boundaries and prioritize self-care to maintain a healthy balance between work and personal life. (Davenport, 2025)

When employees feel undervalued, overworked, or overlooked, motivation takes a nosedive. And once motivation slips, productivity, loyalty, and innovation go right along with it. The good news? With the right motivation techniques, insurance firms can re-energize their teams and build a more resilient, people-first culture.


1. Purpose-Driven Work: Connecting Daily Tasks to Bigger Goals


Insurance isn’t just about numbers it’s about protecting lives, futures, and livelihoods. When employees are reminded of that impact, their work becomes more meaningful. Companies like AIA and MetLife have introduced storytelling campaigns where employees hear real stories of how policies changed lives. This reinforces purpose and pride in their roles.

2. Recognition & Rewards: Not Just Bonuses, But Appreciation


Sometimes, a simple "thank you" goes a long way. Regular, sincere recognition-whether through peer shoutouts, leadership praise, or monthly awards-can reignite motivation. Companies like Allianz use platforms like Kudos or Workhuman to enable real-time appreciation. Reward systems that go beyond financial bonuses-like extra time off, learning opportunities, or wellness perks also help employees feel seen and valued.

3. Growth Pathways: Clear, Personalized Career Progression


One of the top reasons people leave jobs is the lack of growth opportunities. Motivated employees need to feel they're moving forward. Forward-thinking insurers now offer learning platforms (like LinkedIn Learning), internal upskilling programs, and cross-departmental projects. When people see a future with the company, they’re more motivated to give their best today.

4. Flexibility & Autonomy: Trusting Employees to Work Their Way


Rigid work models are outdated. The insurance industry, once traditional in structure, is shifting toward more flexible setups-hybrid working, compressed hours, and autonomy in project management. Companies like AXA offer “Smart Working” policies that give employees control over where and how they work, leading to better work-life balance and renewed motivation.

5. Inclusive Culture: Letting Everyone Have a Voice


Motivation dips when people feel excluded or overlooked. Inclusion isn't just about hiring diverse people-it’s about actively involving them. ERGs, mentorship for underrepresented groups, and inclusive leadership training are key tools. Sun Life Financial, for example, offers unconscious bias training and hosts cultural celebrations to foster belonging. When people feel like they belong, they’re naturally more motivated.

Even highly commended business cultures may face unwanted employee churn if underlying issues such as unmet growth, salary concerns, burnout dangers, or interpersonal toxicity are not addressed. However, by combining proactive research, clear communication, and real solutions aimed at underlying factors, leaders can effectively reduce needless turnover, even among elite personnel. (Westover, 2024)

6. Listening Loops: Two-Way Feedback Culture


Motivated employees need to feel heard. Regular pulse surveys, open town halls, and one-on-one check-ins give employees a voice in shaping their environment. More importantly, when companies act on feedback, trust and motivation grow. 

References List

Davenport, C. R., 2025. Davenport Physiology. [Online] 
Available at: https://davenportpsychology.com
[Accessed 09 April 2025].

Westover, J. H., 2024. HCL review. [Online] 
Available at: https://www.innovativehumancapital.com
[Accessed 09 April 2025].

Comments

  1. Kasuni SamaranayakeApril 17, 2025 at 3:42 AM

    “In banking, we’ve learned that when staff feel undervalued or excluded, performance drops fast. Motivation can’t be forced it comes from feeling heard. I think insurance firms should adopt similar tools we use, like pulse surveys, mentorship programs, and internal upskilling platforms.”

    ReplyDelete
  2. Rashini Maleesha DevindiApril 17, 2025 at 4:25 AM

    The section where you talk about employee inclusive culture, the chapter does an excellent job of highlighting that true inclusion is so much more than superficial diversity. The references to ERGs and activities like unconscious bias training are evidence based and give readers practical tips. Referring to Sun Life Financial adds a realistic touch that shows how inclusion can be applied in real life. Nicely explained.

    ReplyDelete
  3. Milan Sandeepa MuthukumaraneApril 17, 2025 at 8:09 AM

    A powerful reminder that motivation drives retention and well-being. Loved the focus on purpose, flexibility, and inclusive recognition, essential shifts for building resilient, people-first cultures in the insurance industry today.

    ReplyDelete
  4. Melaka PushpasaraApril 17, 2025 at 9:48 AM

    While the post presents solid techniques for motivating employees during economic uncertainty, I believe it could go further by addressing the role of financial incentives. In highly stressed environments, especially in sectors like manufacturing or sales, extrinsic motivators can still play a crucial role. Balancing both intrinsic and extrinsic approaches might offer a more holistic solution to employee motivation challenges.

    ReplyDelete
  5. Tasni YoshiniApril 17, 2025 at 10:37 AM

    The motivation typically found in an insurance organization today is what the article encloses. An organization might have the most talented people, but without motivation, it will go through many kinks in retention, performance, and morale. Connecting daily tasks with greater purpose was also underscored and appreciated. Reminding an employee that his or her daily work makes an actual difference and protects people's lives gives a strong, powerful message but is often overlooked in people-intensive industries.

    ReplyDelete

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