Decision maker - BCG presentation

If they are trying to leave you with a maybe, what should you say?

I know this is our first time meeting, so I apologize if I sound too direct, but I’m sensing a bit of indecision. I want to give you space to think about this, and I don’t want to be pushy. However, it would be helpful to know what you’re thinking so I don’t bug you if this is something you’re not interested in doing. Do you think there’s a fit here?

Step 1: Build professional rapport

Questions that build professional rapport

• How long have you been in business?

• How did you start the business?

• Who is your ideal customer?

• What is your primary market?

• Where do you see the company going in the next five to ten years?

• What are the challenges your industry is facing? How do you handle them?

• Is there anything in particular that made you interested in meeting with me?

• How do you recruit and attract talented employees?

• How do you stay ahead of the competition?

open ended!!

Rebuttal throw them off their feet statements

• Whatever you decide is certainly just fine with me.

• I couldn’t agree with you more.

• I’m so glad you said that.

DM response: It sounds okay, but I want to think about it before signing anything.

Agent: Whatever you decide is just fine with me—let me ask…are you thinking about the product and benefits provided…or maybe about the implementation process? (Let them clarify the reason; you want them to tell you what they want to think about.)

Decision-Maker: That’s all fine and good, but I just don’t think our employees can afford any more insurance. Many of them live paycheck to paycheck as it is.

Agent: I’m glad you said that. Many employers I talk to tell me the same thing; however, when you consider implementing a program like this you might want to ask a couple of questions. First of all, if an employee had a serious health problem like cancer or heart disease, could they honestly use the benefits the plan has to offer? Of course they could, considering they are living paycheck to paycheck as it is, isn’t that true?

Secondly, and probably even more important, is it going to change their standard of living if it’s priced properly? Probably not, wouldn’t you agree? You can wait, and I can wait; however, serious illnesses like cancer and heart disease will certainly not wait. That is why it is important to implement a plan like this and give employees a choice while they still qualify, wouldn’t you agree?

Decision-Maker: I don’t want to do anything new right now. Follow up with me in about six months and we’ll see what is going on then.

Agent: I’m so glad you said that. The reason I’m glad is that many employers say the same thing…they think it is a hassle to implement. Let me ask you—if an employee had a serious health problem like cancer or heart disease, could they honestly use the benefits the plan has to offer? I’m sure you agree that they could.

Probably even more important, is it going to change their standard of living if it’s priced properly? Probably not, wouldn’t you agree? You can wait, and I can wait; however, serious illnesses like cancer and heart disease don’t wait. That is why it is important to implement a plan like this and give employees a choice while they still qualify, wouldn’t you agree?

Decision-Maker: Like I told you, we have a broker who handles our insurance and 401k programs. I don’t want to do anything that would jeopardize that relationship.

Agent: I couldn’t agree with you more. I hope that we’ll build a relationship like that. What is your broker’s name? I’ll give them a call to talk about expanding the current benefits they are offering…at no direct cost to you! Because remember, these benefits don’t compete with your core benefits.

Decision-Maker: We’re so busy and short-handed; I don’t want employees taken away from their work for something like this. We’re just too busy to do this right now.

Agent: I’m glad you said that. Many employers tell me the same thing. Let’s face it; you’re really serving two masters, right? On the one hand, you want to be the employee advocate and offer benefits that will help them. On the other hand, you have to watch the bottom line. Properly implemented, these voluntary benefits will not disrupt the workplace or take anyone from the workday responsibilities.

Working with you, we create a schedule to see employees during break times, lunch, and before and after work. Our presentation with each employee only takes about 10 minutes and every employee receives a free gift just for listening. This way we have a reasonably good chance of seeing all employees without disrupting their normal daily activities. Properly implemented, supplemental benefits can be a great addition without being a drag on your bottom line; makes sense, don’t you agree?

Decision-Maker: It sounds good, but we already have XXXX in here and I just don’t think we need another insurance company in here.

Agent: I’m so glad you said that. Whatever your decision is, it’s obvious you see the value this type of product offers your employees. You’ve seen the statistics and know the odds of someone being diagnosed with cancer, but I’d like you to consider what happens with employees who don’t get cancer? They are the other side of the statistic. One of the reasons our policies are so popular is that we offer a Return of Premium benefit. It is truly protection for today, money back tomorrow. Implementing the policies that I’ve described would give your employees another choice, wouldn’t you agree?