As a former IT leader, talent management was consistently one of my top priorities. I focused on having highly motivated and talented staff with the skillsets needed to meet the needs and expectations of the business. Technology goes through cycles every 5-7 years, so if there are employees who have been with the carrier for 15, 20, and even 30 years, the skillsets of these valued people need to evolve and change.
I recently had the opportunity to sit in a carrier’s newly renovated building and observe the employees interacting and using the space, which was designed with collaboration and mobile employees in mind. The space was entirely open, with non-assigned workspaces, many common areas—including a large, open common space with little alcoves for small meetings, open tables to sit and work, couches and coffee tables, and, of course, a coffee and juice bar. Sure, the office wasn’t a tech company, and the food and drink weren’t free, but it showed a significant investment in creating and supporting a new work experience.
As I sat and observed, the first thing I noticed was a diverse employee base. This was not the traditional insurance carrier office staff, stuck in a space of high-walled cubicles, wood-paneled offices, and lots of structure. The walls were gone, and people were communicating. People were meeting in groups of twos, threes, and fours to discuss work and ideas on how to improve. They shared laptops, wrote on glass boards, and moved around to best support the conversation and discussions.
I witnessed an interview between a seasoned insurance professional and a recent college graduate. The two conversed in an open environment, and it was obvious that the candidate was engaged and excited to be interviewing for a position with the insurance carrier.
The best part of my experience was the palpable energy, enthusiasm, and excitement that can only come from diversity and people coming together to solve problems, get to know each other, and generate conversation and ideas. This carrier invested a significant amount of resources to create a work experience that generates and supports a dynamic, diverse workforce which, coincidentally, provides solutions to several of the concerns voiced by CIOs regarding how to manage their insurance IT talent.
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