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Builders Mutual Insurance Agents Named 2024 Emerging Leaders

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Five insurance agents from Builders Mutual were named to the 2024 Class of Emerging Leaders by the American Property Casualty Insurance Association (APCIA).

Mac Bell, Stacey Kitchen, Marsha Mayo, Vanessa Ortiz, and Elizabeth Woods were among 201 high performing insurance professionals from more than 80 different insurance companies and organizations across a broad spectrum of the industry that were welcomed into the class.

The 2024 Class of Emerging Leaders are making a significant impact on business transformation, data, artificial intelligence, privacy and tech innovations, the new shape of work, customer service, legal and regulatory issues, societal issues, diversity, equity, and inclusion, philanthropic work, and so much more.

The rising stars were invited to attend the 2024 Emerging Leaders Conference February 4-6, 2024 in San Antonio, Texas, which is held in conjunction with Insurance Careers Month in February.

The conference, hosted by APCIA, the Insurance Careers Movement (ICM), and AM Best, is designed to bring together and recognize exceptional rising stars in the insurance industry. It provides insights to executive leadership, unique networking opportunities, and a focus on professional as well as personal development.

“The Emerging Leaders Conference has quickly become the premier event to recognize and develop exceptional talent within the industry,” said David A. Sampson, president and CEO of APCIA. “Now in its 6th year, APCIA is proud to continue our partnership with AM Best to bring together the industry’s future leaders for a dynamic professional development and networking event.”

“AM Best is excited to once again support the Emerging Leaders Conference,” said Matt Mosher, president and CEO of AM Best. “Cultivating talent and leadership is critical to the future success of the industry and the companies within it. This year’s Class of Emerging Leaders demonstrates that the industry is well-positioned to navigate the challenges ahead.”

“Executives in the insurance industry are prioritizing talent recognition and retention strategies, which is demonstrated by the record number of nominations the 2024 Emerging Leaders program received,” said Marguerite Tortorello, Managing Director of the Insurance Careers Movement. “As the program celebrates its 6th year, we are approaching a significant milestone of nearly 1,000 Emerging Leaders alumni. This special group of Emerging Leaders alumni are helping to pave the way for innovation and success as they continue to grow in their career.”

The insurance industry is demonstrating their commitment and investment in rising stars through their support of the Emerging Leaders Conference. Emerging Leaders Conference sponsors include American Contractors Insurance Group, Argo Group US, AXA XL, Crum & Forster, CSAA Insurance Group, Faegre Drinker Biddle & Reath, the Jacobson Group, Johnson Lambert, Munich Re, NJM Insurance Group, Sentry, Society Insurance, and Texas Farm Bureau Insurance Companies.

 

Challenging the Talent Gap: Where Agencies Can Look to Find New Talent

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The talent gap within the insurance industry has become legend, as insurers have struggled to recruit and retain the next generation of talent. A decade ago, we faced the impending reality of the baby boomer generation retiring from insurance and our businesses not having sufficient resources to replace these specialized and skilled professionals. Where do we stand now?

The pandemic temporarily changed the outlook of the insurance industry. Remote work and a challenging business climate led to many baby boomers coming out of or delaying their retirement. Today, we find ourselves in old-yet-familiar territory facing the same challenge, with fewer than one in four insurance professionals under the age of 25 and the U.S. Bureau of Labor Statistics estimating that over 50% of the current insurance workforce will retire.

Our industry is more involved and competitive in the talent landscape now, as our businesses have become more conscientiousness of recruiting shortcomings. However, we will still have significant work to do if we are to fill vital roles that all-too-soon may be vacant. What steps can we take as an industry to better our talent recruitment and retention efforts? It starts with improving and broadening our recruiting practices and opening up your agency to a wider range of talent.

Identifying the Right Talent

Replacing a retiring workforce can be difficult; more so if you do not fully understand both your current and future talent needs. For example, at SIAA, we hire based on our core values: persistency, positivity, solution-driven, humility, authenticity, and intellectual curiosity. We have found the most successful people in our business are those who are willing to dive below the surface and think outside the box rather than just follow the book. This approach has gone a long way with our members as we show them new and creative approaches to achieve their goals.

Similarly, we recommend independent agency leadership develop a list of must-have skillsets and traits offered by potential new recruits. Determining the qualities that work best with your workplace culture will make the talent search much more efficient and rewarding.

Recruiting the Next Generation

Once you have identified the ideal job candidate for your agency, its’s time to start recruiting. Where might an agency look to find new talent? There are a few options outside of normal avenues, including:

  • Consider other industries: Transferrable skills are critical. We have found considerable success hiring from other industries. For example, a professional in the financial services sector could be a great fit in insurance. These individuals often have the requisite skillsets to work in fast-paced environments and are capable of digesting complex information.
  • Expand your recruiting reach: There are plenty of nontraditional means of finding talent today. Veterans can be a great option. They bring ideal skills to insurance and there are many looking for work today. Agencies can also consider parents returning to the workforce or high school students seeking apprenticeships as options.
  • Have an on-campus presence: Playing an active role on college campuses, setting up booths at career fairs, and speaking to college students may require a time commitment, but doing so consistently and effectively can introduce young talent to a career path they never considered. Moreover, many of these students are looking for stable career paths, which is a major benefit of our industry. Demonstrate how rewarding a career in insurance can be and how you can support their career and professional development through mentorship.

There are a few tactics to consider to refresh your recruiting efforts and compete with other industries. These may include:

  • Present a new story: Traditionally, insurance has not been viewed as particularly dynamic. This is an outdated view and does not represent the scope of our work. Present the story of insurance as it is today, such as how we are regularly on the ground after disasters supporting those in need, how we are driving technology advancements, or how our businesses are very active philanthropically and socially.
  • Be visible online: A strong social media presence and a good website make a difference. Young professionals want to work for digitally savvy businesses. Agencies can also use their online presence to showcase their great work, both for clients and for the community.
  • Be flexible: Since the pandemic, employees have demanded more flexibility. Work with prospective employees to find what best fits their schedule. If you are looking to hire a working parent, offering a flex or part-time schedule may be attractive. Remote work (or a hybrid remote/office work situation) should also be a consideration in some cases to recruit and retain top talent.
  • Consult your colleagues: Other agencies can offer great insights for recruiting talent. Industry leaders can point your agency in the right direction to find additional talent recruiting resources and best practices.

Retaining a Younger Workforce

Getting talent in the door is a challenge, but once new insurance professionals have been recruited, we need to do a better job of retaining them. The world of work has changed, and agencies cannot take that for granted. Compensation needs to be more competitive across the board to secure top talent.

Agencies also need to find ways to motivate and inspire their staff members. Beyond financial incentives, an investment in career development can be valuable. Mentorship programs can provide a clear line of sight for team members to see their growth potential, further encouraging them to remain with your organization.

Additionally, soft benefits are often attractive to prospective employees and aid in both recruitment and retention. Some options could include volunteer days off, company service days, paid parental leave or mental health days as well as generous paid-time-off policies.

Agencies looking to grow their staff should intensify their efforts and rethink their recruitment and retention strategies to better position themselves to the next generation of talent.

This article was published in The Standard on January 19, 2024.

Risk Placement Services Named One of the Best Insurance Companies to Work for in the US

Attracting top talent

The 2023 IBA Top Insurance Employers are celebrated for their commitment to their employees across a range of factors, including benefits, compensation, culture, employee development and commitment to diversity and inclusion. One of these top employers is Risk Placement Services (RPS).

Ingrid Wilson, founder and principal at GridFern Strategic HR, outlines key metrics of the best insurance companies to work for:

  • an environment that provides ongoing employee development
  • providing young or new employees with opportunities to engage in projects that will enhance their skills and build employee value proposition
  • leveraging enhanced technology and AI to provide flexible workspace arrangements
  • offering benefit packages that are culturally aware and reflective of the diverse needs of people, groups, and communities

Nancy Mellard, executive vice president and general counsel for the benefits and insurance services division of CBIZ, says, “A top employer has to be constantly looking at elevating their associates, not just their top people. We want all of our associates to eventually be top people.”

How do the best insurance companies to work for stand out? 

Risk Placement Services (RPS) attributes its success to collaboration and creativity.

Emily Hathcoat, vice president of marketing, explains, “If there is an ethos to the RPS culture, it is that every role and talent is important in us being successful together. We have a strong growth mindset and are always looking for what’s new and what’s next. For us to achieve our collective goals and to come through for our clients, every role is important. We put our talent first.”

A key part of RPS’ internal structure is that no one is left unsupported.

“What sets us apart is how our experts collaborate with each other across lines and areas of expertise, which means there is always a peer available to collaborate with to ensure we’re uncovering every possible option for our clients, as well as giving us a well-rounded view of the risk, not just from one perspective,” Hathcoat says.

IBA questioned the winners’ own employees, with the results displayed below.

Risk Placement Services Named One of the Best Insurance Companies to Work for in the US

How do the best insurance companies to work for compensate? 

RPS keeps pace by studying the industry.

“Our HR teams are continually scanning the marketplace to ensure we are aware of competitive offerings, but the needs of our talent drive how we structure our compensation and benefits,” says Hathcoat. “In addition, we reward based on the success of the company as a whole. That helps ensure we are all focused on a singular goal and support each other to achieve that goal.”

Below, IBA also asked the winners’ employees what they were most satisfied with.

Risk Placement Services Named One of the Best Insurance Companies to Work for in the US

Redfin Reports Migration Into America’s Most Flood-Prone Areas Has More Than Doubled Since the Start of the Pandemic

The most flood-prone U.S. counties saw 384,000 more people move in than out in 2021 and 2022—a 103% increase from the prior two years, when 189,000 more people moved in than out, according to a new report from Redfin (redfin.com), the technology-powered real estate brokerage.

The same trend took hold in the places most vulnerable to wildfires and heat as the pandemic homebuying boom and a housing affordability crisis pushed Americans into disaster-prone areas.

The counties with the highest wildfire risk saw 446,000 more people move in than out over the past two years, a 51% increase from 2019 and 2020. And the counties with the highest heat risk saw 629,000 more people move in than out, a 17% uptick.

This is according to a Redfin analysis of domestic migration data from the U.S. Census Bureau and climate-risk scores from First Street Foundation. Redfin analyzed the counties in the contiguous U.S. that rank in the top 10% for flood and fire risk and the top 33% for heat risk, as measured by the share of residential properties at high risk.

Remote work and record-low mortgage rates during the pandemic prompted scores of Americans to leave expensive coastal cities like San Francisco and New York for the Sun Belt in search of more affordable housing, warm weather and/or lower taxes. States including Florida, Texas and Arizona exploded in popularity despite increasing risk from storms, drought, wildfires and extreme heat.

“It’s human nature to focus on current benefits, like waterfront views or a low cost of living, over costs that could rack up in the long run, like property damage or a decrease in property value,” said Redfin Chief Economist Daryl Fairweather. “It’s also human nature to discount risks that are tough to measure, like climate change.”

Many disaster-prone areas are relatively affordable because homebuyers and renters have a larger pool of homes to choose from. America is increasingly building housing in places endangered by climate change; more than half (55%) of homes built so far this decade face fire risk, while 45% face drought risk, a separate Redfin analysis found. By comparison, just 14% of homes built from 1900 to 1959 face fire risk and 37% face drought risk. New homes are also more likely than older homes to face heat and flood risk.

“The consequences of climate change haven’t fully sunk in for many Americans because oftentimes, homeowners and renters don’t foot the whole bill when disaster strikes,” Fairweather said. “Insurers and government programs frequently subsidize the cost of rebuilding after storms hit, and mortgages mean homeowners are ceding some risk to lenders—especially if their house goes into foreclosure after a storm. But with natural disasters intensifying and insurers pulling out of disaster-prone areas including Florida and California, Americans may start feeling a greater sense of urgency to mitigate climate dangers—especially if their home’s value is at risk of declining.”

Nearly half (48.7%) of people who moved in the last year believe the increasing frequency or intensity of natural disasters, extreme temperatures, and/or rising sea levels will likely impact home values in their area in the next 10 years, according to a recent Redfin survey. Still, only about 5% of people who moved in the last year or plan to move in the next year listed climate change as a reason for their relocation.

Coastal Florida Is Top Migration Destination Despite Increasing Flood Risk

In the past two years, nearly 60,000 more people moved into than out of Lee County, FL, which includes Fort Myers and Cape Coral and was ravaged by Hurricane Ian in September. That’s the largest net inflow of the 306 high-flood-risk counties Redfin analyzed, and represents an increase of about 65% from the prior two years.

Half of homes in Lee County face high flood risk. Still, homebuilders continue to build and homebuyers continue to buy. The Cape Coral metro area has more than made up for the plunge in new listings caused by the storm, and home sales have also rebounded, a separate Redfin analysis found.

“Builders in Cape Coral have not stopped—they’re just building like nothing happened,” said local Redfin Premier real estate agent Isabel Arias-Squires. “That’s largely because there’s plenty of demand for new homes. Many folks who moved into Florida from the Northeast or the West during the pandemic are leaving, but they’re quickly being replaced by new out-of-staters. Some people just want to be on the water no matter what, and/or they want to move here for family, weather or political reasons. The Cape is not slowing down.”

People Are Leaving Storm-Prone Louisiana as Insurance Costs Soar

While people are still moving to Florida, they’re leaving flood-prone Louisiana, which has among the largest concentration of high-risk homes. Nearly every home in Orleans Parish and Jefferson Parish—the areas including and surrounding New Orleans—faces high flood risk. Both saw roughly 15,000 more people move out than in over the past two years, adding to outflows from the prior two years.

“The rise in homeowners insurance rates across Louisiana is decreasing the amount of money people have to put toward buying a home, diminishing their purchasing power,” said local Redfin Premier real estate agent Jes Menes. “Elevated insurance costs are also driving some landlords to increase rents, making housing more expensive for tenants.”

Inland California, Utah and Arizona See Populations Swell as Fire Risk Grows

In Riverside County, CA—home to Riverside and Palm Springs—nearly 600,000 homes face high wildfire risk. That’s the most among the 306 high-fire-risk counties Redfin analyzed, and represents two-thirds of the county’s total homes. Nearly 40,000 more people have moved into than out of Riverside County in the past two years—the third highest net inflow of the counties Redfin analyzed and a 36% jump from the prior two years.

The Inland Empire has grown in popularity partly because it offers more affordable housing costs than coastal California cities including Los Angeles and San Francisco. Parts of Utah, Nevada and Arizona have seen their populations swell for the same reason.

In Washington County, UT, an area in the southwestern corner of Utah that includes Zion National Park and St. George, 95.5% of homes face high fire risk, and drought is also a major issue. It saw 15,000 more people move in than out over the past two years. The story is similar in Utah County, which is just south of Salt Lake City and includes Provo.

There is at least one part of the country that’s seeing a net outflow of residents in the wake of wildfires. Butte County, CA is home to the town of Paradise, most of which was destroyed by the Camp Fire in 2018. It lost nearly 2,000 more people than it gained in 2021 and 2022—one of the biggest declines among the 306 counties Redfin analyzed. During the prior two years, it had a net outflow of 17,000—more than any other county Redfin analyzed.

Fairweather has her own climate migration story. She left Seattle in 2020 to escape wildfire smoke and moved to Wisconsin. It was free from smoke for the first few years she was there, but this June was hit with four days of unhealthy smoke from wildfires in Canada.

“There’s nowhere to hide,” Fairweather said. “Every place on planet earth will have to deal with the ramifications of climate change. The Midwest may be insulated from sea level rise, but it still faces risk from storms, heat waves and drought.”

People Flock to Phoenix for Affordability, Stumbling Into Extreme Heat and Drought

In Maricopa County, AZ, home to Phoenix, 76,000 more people moved in than out during the past two years—the largest net inflow among the 1,019 high-heat-risk counties Redfin analyzed. In all of those counties, roughly 100% of homes face high heat risk.

Collin County, TX, just north of Dallas and home to Plano, saw the second biggest net inflow, at 61,000, followed by Lee County, at 57,000. Many parts of the U.S. are grappling with multiple climate risks at once. Lee County is a good example, facing high risk from both flooding and heat.

The explosion in Phoenix’s population has coincided with a dire climate crisis: a lack of water. Arizona recently said it will stop issuing homebuilding permits in some parts of the Phoenix area as migration and extensive development strains limited water resources. That will cap the number of new communities that can be built in the area, which could eventually increase the cost of housing.

Still, Maricopa County gained more residents than any other U.S. county in 2022, attracting scores of remote workers from expensive coastal cities like Seattle, where the cost of living is significantly higher.

To view the full report, including charts and methodology, please visit: https://www.redfin.com/news/climate-migration-real-estate-2023/

Amerisure Awarded National Best and Brightest Companies To Work For® Recognition

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Amerisure Insurance Company is proud to be recognized as a 2023 winner in the Summer Best and Brightest Companies to Work For® in the Nation program.

Amerisure was assessed by an independent research firm on key measures and named among the winning companies for “delivering exceptional human resource practices and an impressive commitment to their employees.” This year marks the eighth time Amerisure has participated in the program and been named to the prestigious national list.

“It’s an honor for Amerisure to receive the Best & Brightest Companies to Work For award at the national level and to be recognized for the strength of our commitment to our exceptional employees,” said Erin Buddie, vice president of human resources at Amerisure. “To once again be awarded for our company’s engagement and enrichment efforts is a true testament to our collaborative One Amerisure service culture and the dedication of our employees.”

The annual Best and Brightest competitions are sponsored by The National Association for Business Resources (NABR). It offers different timelines to apply and be recognized throughout the year — the Summer Best and Brightest program honored 137 organizations from across U.S. out of 1,100 nominations.

All local and national winning organizations are invited to attend an exclusive conference and ceremony for 2023 winners. This year’s conference will be held on September 27-28 in Detroit, Michigan. Amerisure’s Farmington Hills headquarters and Atlanta service center were also awarded the Best and Brightest recognition for 2023.

To see the complete list of recipients or learn more about the program, visit the Best and Brightest website.

Harford Mutual Insurance Group Named 2023 Financial Services Top Workplaces Winner

Harford Mutual Insurance Group announced today that it is a 2023 Financial Services Top Workplaces winner. Energage, a purpose-driven organization that builds and brands employers of choice, determines the awards. The Top Workplaces program has a 17-year history of surveying and celebrating people-first organizations nationally and across 60 regional markets.

Top Workplaces Industry awards celebrate organizations that have built people-first workplace cultures within their sector. The award marks them as an employer of choice for those seeking employment in the industry. Top Workplaces awards are based on feedback from a research-backed employee engagement survey.

“Earning a Top Workplaces award is a badge of honor for companies, especially because it comes authentically from their employees,” said Eric Rubino, Energage CEO. “That’s something to be proud of. In today’s market, leaders must ensure that employees have a voice and are heard. That’s paramount. Top Workplaces do this, and it pays dividends.”

For more information on Harford Mutual Insurance Group or to view a list of open positions, visit www.harfordmutual.com/careers-culture/job-opportunities/. To view Harford Mutual’s Top Workplaces profile, visit www.topworkplaces.com/company/the-harford-mutual-insur/.

 

Western National Insurance Group Named a 2023 Ward Group Top 50 Property-and-Casualty Insurance Company

Western National Insurance Group today announced that it has once again been named to the Ward’s 50 Benchmark Group of top-performing property-and-casualty insurance companies in the United States.

Being named to this group recognizes Western National for achieving outstanding financial results in the areas of safety, consistency, and performance over a five-year period (2018 – 2022). This is the 18th time in the past 19 years (and the 15th consecutive year) that Western National has been named to this list of top performers.

“We are pleased to once again be recognized by Ward Group, the trusted leader of benchmarking and best practices solutions for the insurance industry,” said Rick Long, President and CEO. “Being recognized in this esteemed group of top performing property-and-casualty companies reinforces the continued strength and stability of the Western National Insurance Group. We take great pride in this achievement, and we attribute this recognition to the continued trust and support of our policyholders and agency partners and the excellent work that our employees do each and every day.”

Ward Group®, a Cincinnati, Ohio-based consulting firm that specializes in the insurance industry, annually reviews the financial results of over 3,000 Property/Casualty insurance companies, selecting the top 50 performers. This group of 50 companies is referred to as the “Ward’s 50”.

Western National Insurance, headquartered in Edina, Minn., is a super-regional group of property-and-casualty insurance companies. The Group writes business through five active insurance companies—Western National Mutual Insurance Company, Western National Assurance Company, Pioneer Specialty Insurance Company, Umialik Insurance Company, and American Freedom Insurance Company — and is affiliated with Michigan Millers Mutual Insurance Company. Together, the affiliated Group writes over $900 million in personal and commercial direct premium in 19 states across the Northern, Midwestern, and Western U.S. as well as in Alaska; and surety bonds in 38 states. All of the companies’ products are sold exclusively through professional Independent Insurance Agents.

New Research Works To Make Hail Losses More Predictable

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ZestyAI, the leading provider of climate and property risk analytics solutions powered by artificial intelligence (AI), and the Insurance Institute for Business & Home Safety (IBHS) released new research examining catastrophic losses from severe convective storms, particularly hail. The study focuses on hail-driven losses in property and casualty insurance.

Hail losses are a persistent problem for property insurers’ risk management efforts. Historically, carriers have focused on intense events to predict hail risk, with supporting data confined to storms with hailstones larger than one or two inches. The study Small Hail, Big Problems, New Approach shows high concentrations of small hail are more important than previously thought, pointing to an opportunity to broaden data sets to account for the cumulative effect all hailstorms have on a roof’s susceptibility to damage over time, leading to a claim.

This new research shows all hail needs to be accounted for when modeling and ultimately understanding losses. Using data from all hail events, not just those with hail that meet the severe criteria of one inch or greater, allows carriers to consider valuable data on smaller hailstone impacts. Additionally, insurers can integrate climate and materials science to better understand hail frequency and severity. Research suggests using this new approach could perform as much as 58 times more accurately than looking at events with large and very large maximum hail sizes alone, allowing carriers to more effectively assess hail risk, achieve more profitable underwriting and open up ratings to previously avoided areas.

“As we’ve learned more about hailstorms, we’ve discovered storms that produce large concentrations of small hail are more common than we thought, and despite causing less individual damage than a single large hailstone, small hail, especially in high concentrations, is likely a meaningful contributor to the loss we see each year from hail,” said Dr. Ian Giammanco, managing director of standards and data analytics at IBHS. “Experiments also show large concentrations of smaller hailstones cause degradation to the asphalt shingles, specifically dislodging large amounts of granules. Once enough granules are lost, the underlying asphalt material can become more susceptible to aging and weathering. Repeated exposure to these types of hailstorms can shorten the life of an asphalt shingle roof and increase the damage caused by large hailstones in the next storm.”

“Hail losses are a persistent problem for property insurers’ risk management efforts,” said Attila Toth, founder and CEO of ZestyAI. “Three of the nation’s five largest publicly-traded P&C carriers mentioned hail as a key concern in 2022 financial reports. Greater losses have brought attention to hail risk, and the insurance industry needs better approaches to solve this problem.”

Hail risk can be especially costly to insurers because, unlike other catastrophic perils like hurricanes and wildfires, it can be difficult to identify the storm that caused a hail claim. As a result, insurance carriers could be forced to raise overall premiums or introduce high deductibles to compensate for the added costs.

As climate and materials science have developed, more data has become available providing improved hail risk evaluation options that can lead to better decisions at earlier stages of the policy life cycle. Other benefits could include more profitable underwriting, a greater ability to rate previously-avoided areas and significantly reduced loss ratios.

For the complete ZestyAI and IBHS research paper visit: bit.ly/41lKRfO.

Underwriting Losses Soar, Net Income Shrinks for P&C Insurers in 2022

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Key financial results for private U.S. property/casualty insurers significantly worsened in 2022 from a year earlier, according to preliminary results from Verisk (Nasdaq: VRSK), a leading global data analytics provider, and the American Property Casualty Insurance Association (APCIA).

The industry experienced a $26.9 billion net underwriting loss in 2022, more than six times the $3.8 billion underwriting loss in 2021. The underwriting loss was the largest the industry has seen since 2011.

Net income fell to $41.2 billion in 2022, compared to $62.1 billion a year earlier – a 33.6% decline.

In 2022, incurred underwriting losses and loss adjustment expenses grew 14.1% while earned premiums grew 8.3%. The combined ratio – a key measure of profitability for insurers – deteriorated as well, to 102.7% in 2022, from 99.6% in 2021.

The preliminary results, presented in the table below, are consolidated estimates based on annual statements filed by insurers with insurance regulators. The results are based on about 94% of all business written by U.S. property/casualty insurers.

“The insurance industry is being hammered by increasing input costs, natural catastrophes, legal system abuse, and resistance in some states to adequate rates,” said Robert Gordon, senior vice president, policy, research & international for APCIA. “Insurers suffered a 14.1 percent increase in incurred losses and loss adjustment expenses (16.6 percent in Q4), contributing to a more than $76 billion contraction in insurers’ surplus at a time when loss exposures are rapidly growing. In 2023, insurers are faced with a significant challenge to close the rate gap in order to meet their growing cost of capital.”

“Hurricane Ian and the effects of inflation resulted in major losses for property insurers last year, while accident severity continued to plague personal and commercial auto lines,” said Neil Spector, president of underwriting solutions at Verisk. “To remain profitable in these challenging times, many insurers are looking for new ways to reduce expenses, increase efficiencies, and enhance the customer experience. And they’re finding help from an ecosystem of advanced technology and analytics that is growing every day.”

Policyholders’ surplus recovered somewhat from Q3 2022’s $911.7 billion to $952.4 billion, but still remains below that of year-end 2021 driven primarily by the large amount of unrealized capital losses accrued during 2022. Insurers’ rate of return on average policyholders’ surplus, a measure of overall profitability, declined to 4.2% in 2022 from 6.4% in 2021.

Fourth Quarter Sees Continued Growth in Net Written Premiums

The industry’s net income fell to $10.3 billion in fourth-quarter 2022 from $19.8 billion in fourth-quarter 2021, and the annualized rate of return on average surplus fell to 4.4% from 7.9% a year prior.

Net written premiums rose $13.8 billion in fourth-quarter 2022, or 8.2%, compared to a year earlier. Net underwriting losses declined to $5.5 billion in fourth-quarter 2022 from $1.8 billion in gains a year earlier, and the combined ratio deteriorated to 104.0% from 100.0% a year prior.

Underwriting Losses Soar, Net Income Shrinks for P&C Insurers in 2022

Note: The results above are based on annual statements filed with insurance regulators by private property/casualty insurers domiciled in the United States, including excess and surplus insurers and domestic insur­ers owned by foreign parents, and excluding state funds for workers’ compensation and other residual market insurers, the National Flood Insurance Program, foreign insurers, and reinsurers. The figures are consolidated estimates based on reports accounting for about 94% of all business written by U.S. property/casualty insurers. All figures are net of reinsurance unless otherwise noted and occasionally may not balance due to rounding.

Reagan Consulting’s GPS: Insightful Agents, Brokers ‘Poised to Prosper’

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Last year was a second consecutive record-setter for independent insurance agents and brokers, but rate increases and inflation were driving their growth, not new business. This is one key conclusion of Reagan Consulting’s year-end 2022 Growth & Profitability Survey (GPS), reports Bobby Reagan, partner and executive chairman of the firm.

GPS results show median organic growth in 2022 was 10.2%, the highest in Reagan-recorded history, and it exceeded 2021 median organic growth by almost two percentage points. With that growth rate, “one would generally expect profit margins to rise,” says Reagan. Instead, they’re staying “at a consistent level,” not rising.

Reagan Consulting: Insightful Agents, Brokers ‘Poised to Prosper’

2022 growth by product line

Fourth-quarter (Q4) median growth rates for 2022 are: Commercial lines organic growth was 12.6%. Personal lines grew by 7.5%, which Reagan describes as “amazing.” Employee benefits continues its recovery from the pandemic, posting a growth rate of 6.0% as compared with 4.0% in Q4 2021.

Reagan Consulting: Insightful Agents, Brokers ‘Poised to Prosper’

Reagan advisory

“Our industry seems well poised to continue to prosper,” says Reagan. But he adds that in the current climate, agent and broker growth could be impeded by a recession, a reduction in inflation or the moderation of property-casualty rates. These are “all external factors beyond our control.” He advises agents and brokers to “do a better job on account retention, increase new business sales and improve operating efficiencies … Do not assume it is business as usual.”

To receive the full Reagan commentary or more information about Reagan Consulting, contact Sarah DuPre at Reagan Consulting, 404.869.2535 or sarah@ReaganConsulting.com.

The Reagan GPS was formerly known as the Organic Growth & Profitability (OGP) Survey. Each participating agency in the GPS receives a customized, confidential report of its performance compared with the overall survey results, along with Reagan’s quarterly commentary of industry trends affecting agents and brokers. For information on participating in the survey, contact Michelle Appelbaum at 404.869.2541 or michelle@ReaganConsulting.com.