The insurance industry has seen a massive shift in how agencies operate. With the rise of remote work, many insurance agencies—especially those focused on middle-market commercial accounts—are navigating new territory when it comes to managing culture and team connection. Gone are the days of shared office space, water cooler chats, and spontaneous in-person collaboration. In this new environment, creating intentional culture isn’t just important—it’s a business imperative.
As someone who trains commercial insurance producers nationwide, I’ve seen firsthand that remote success hinges not just on tools and workflows, but on people feeling heard, supported, and connected. This post explores the key strategies that agency leaders can use to build emotional connection and employee engagement in a remote insurance agency, using lessons drawn from real-world experience and thoughtful leadership.
A strong organizational culture has always been a competitive advantage in commercial insurance, but when your team is spread out across zip codes and time zones, culture becomes the glue that holds everything together.
In a traditional office setting, culture happens organically. You see someone in the hallway and ask about their weekend. You grab lunch with a colleague and talk about a new account you’re working on. In a remote agency, those moments don’t happen unless you create them.
Remote employees are often working in isolation. Without intentionality, they can begin to feel like independent contractors rather than team members. That’s why remote workforce culture must be deliberately designed. It’s not about scheduling more meetings—it’s about creating connection and emotional fulfillment in a distributed setting.
One of the first things I recommend to agency owners and managers is implementing virtual huddles or daily check-ins. These quick Zoom calls—10 to 15 minutes tops—aren’t meant to talk about performance metrics. Instead, they’re about human connection. A quick pulse check, sharing a win, or just talking about what’s ahead for the day can reinforce a sense of community and accountability.
Weekly team meetings are also essential. But instead of diving straight into production updates, start with a “personal best” roundtable—ask each team member to share a recent personal win or meaningful moment. This helps team members see each other as more than just names on a screen. Whether it’s a kid’s soccer game or a new home project, these moments foster connection.
These practices are especially powerful when tied back to your core values. Start each meeting by revisiting one core value and spotlighting how someone lived that value in the past week. It’s not just team-building—it’s culture reinforcement in action.
Back when I was managing grocery stores, I learned a powerful lesson about connection. I didn’t spend my mornings reading reports or digging through profit-and-loss sheets. I spent that first hour walking the store, talking to employees. Asking about their kids. Remembering birthdays. Listening.
That early experience taught me that people don’t just want to be managed—they want to be seen. That lesson applies even more today in a remote environment. When you check in with someone on your team, do it with sincerity. Don’t just ask how they’re doing—listen for what they’re not saying. Follow up. Remember details.
Emotional intelligence and leadership go hand in hand. If your producers feel isolated or unseen, their performance and loyalty will suffer. But if they know you care—really care—they’ll run through walls for your agency.
One of the biggest mistakes I see agencies make with remote hires is treating onboarding like a checklist instead of an experience. In the early days of going remote, many agencies just shipped a laptop and sent a calendar invite. But that’s a missed opportunity.
The team at Insurance Futures shared a breakthrough tactic: flying new hires in for a few days to meet managers and peers in person. That investment of time and money pays off tenfold. It builds rapport, creates shared memories, and lays the groundwork for trust.
They also create personalized welcome kits—computers, company swag, gift cards, and even favorite snacks based on what the new hire enjoys. This level of thoughtfulness sends a message: “You matter here.” That message is the foundation of retention in a remote model.
Team meetings shouldn’t feel like status updates. They should be opportunities to reinforce community, celebrate wins, and have fun. A great tactic is rotating who leads the meeting—especially when it comes to discussing core values.
One agency lets a different team member lead a short “lesson” on a core value each week. They choose a quote, a video, or a personal story that connects to that value. This not only reinforces the agency’s mission, but it empowers team members to step into leadership roles.
And don’t forget to end meetings on a high note. Build in time for a fun activity. It could be trivia, charades, or a quick game of “would you rather.” These might sound silly, but they give team members a chance to laugh, be themselves, and feel connected. In a virtual world, that’s priceless.
One myth about remote work is that you can’t truly bond with your coworkers through a screen. That’s simply not true. You just have to be creative.
At the end of every team meeting, the folks at Insurance Futures play games. They’ve used:
The key is participation. Some team members may be hesitant at first, but over time, people loosen up. Laughter happens. Memories are made. And a strong remote team engagement strategy begins to take root.
Even fun themed activities like virtual Halloween costume contests can go a long way. Just because you’re not in the same room doesn’t mean you can’t celebrate together.
Culture isn’t just built during scheduled meetings—it’s revealed in how you respond when people are struggling.
One agency makes it a point to send meals to employees dealing with illness, family emergencies, or personal loss. A $40 Grubhub delivery isn’t about the food. It’s about telling your employee: “You’re not alone.”
These gestures—meals, check-ins, care packages—create lasting impressions. They make people feel like they belong, like they’re working with family, not just coworkers. And that sense of belonging drives loyalty and performance in the long run.
Building a connected virtual culture doesn’t require a massive budget or an HR department. It requires intention, creativity, and consistency.
If you’re ready to get started, download our Free Guide to Remote Team Building Activities which includes:
And if you haven’t already, subscribe to our weekly newsletter for ongoing tips on remote team leadership, employee engagement, and culture-building strategies tailored to the commercial insurance space.
Remote work isn’t going away. For many agencies, it’s now the norm. But that doesn’t mean culture has to suffer. In fact, when done right, remote agency culture can be just as strong—if not stronger—than what you’d find in a traditional office.
It all comes down to intentional leadership. Show up. Check in. Laugh together. Teach core values. Celebrate small wins. Offer support when it’s needed. And most importantly—care.
If you build your agency on that kind of culture, your producers will thrive, your clients will notice, and your business will grow.
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