The 90-Day Onboarding Plan That Retains Commercial Insurance Talent

Hiring a great commercial insurance professional is step one. Keeping them is the real measure of success. Here's the 90-day framework that works.

Days 1–14: Systems, Relationships, Expectations

New hires should spend the first two weeks on three things only: the agency management system, internal relationships, and understanding what success looks like in 90, 180, and 365 days. Don't throw accounts at them yet.

Days 15–30: Shadowed Account Handling

Introduce accounts with a shadow-then-solo model. Your new hire should watch a senior AM handle a coverage review or renewal before taking one on alone. This builds confidence and reveals gaps early.

Days 31–60: Graduated Independence

Transfer account responsibility gradually with check-in touchpoints. Weekly 1:1s during this phase aren't micromanagement — they're investment. New hires who feel supported in months 2–3 are 3x more likely to stay past 12 months.

Days 61–90: Performance Review and Path Forward

A formal 90-day review should cover what's working, where support is needed, and what the 6-month goal looks like. This conversation signals that you're invested in their career — not just the vacancy you needed to fill.