Advantages of Firm Tradition, Finest Workplaces, Hiring
The insurer is breaking hiring information and creating an worker expertise that outshines the competitors.
School grads and early-career job seekers are dealing with a tough time getting jobs, with many nervous about AI’s affect on touchdown their first job.
One firm whose doorways are large open is Progressive, who made headlines this spring for its formidable plans to rent 12,000 individuals by 12 months’s finish — primarily for entry-level roles. Over the previous 5 years, the corporate has almost doubled its income, reaching $75 billion in 2024, up from $39 billion in 2019.
“2024 set an all-time document for us on just about each metric we measure,” says Invoice Clawson, Progressive’s chief human assets officer. “We proceed to exceed the expansion ranges of final 12 months and add extra insurance policies, extra clients, and premium progress continues to extend.”
Not solely is Progressive hiring, however its dedication to providing staff an excellent office expertise stays robust, because it jumped 4 spots to No. 6 on the 2025 Fortune Finest Workplaces in Monetary Companies & Insurance coverage™ checklist for giant corporations
Progressive’s deal with staff has had a major affect on that progress, Clawson says.
“After all, you respect and respect the people who find themselves serving to you assist your clients, or these clients will go elsewhere. We do not need that. We would like them to stick with us,” Clawson says. “There’s a direct correlation between tradition and engagement and retention. It ties to glad staff, excited staff — those that will keep for lengthy intervals of time.”
In keeping with Nice Place To Work’s evaluation of 1.3 million worker surveys, significant work is the No. 1 retention driver. 9 in 10 staff plan to remain at Progressive for a very long time, in comparison with seven in 10 at a typical finance or insurance coverage agency. Driving these excessive retention numbers is Progressive’s deal with making staff really feel that their work issues and they’re valued. At Progressive, 82% of staff say their work has that means in contrast with 56% at a typical monetary or insurance coverage firm.
Progressive receives 800,000 job functions yearly, providing hybrid or distant positions. Of its present lively job descriptions, 89% don’t require a university diploma, however as an alternative present “in lieu of school” {qualifications} that lean into the candidates’ earlier expertise.
“For those who’ve bought a university training, we love you, we carry you in,” Clawson says. “However we additionally love you if you happen to’re coming alongside for the journey and need to develop in a profession and we’ll give you abilities that it’s good to continue to grow.”
Growing careers, not merely filling open jobs, additionally contributes to enterprise success.
“We would like you to come back and progress in a profession,” Clawson says. “They know they’re not right here only for answering that telephone name or dealing with that declare on a person day. They’re studying, they’re rising, and we’re going to place extra assets again in them in order that as a promote-from-within firm, they’ve bought a shot at that subsequent job.”
A formidable 90% of Progressive staff say they’re provided skilled growth alternatives, greater than the common of different profitable corporations on the Finest Workplaces by Business lists.
A brand new initiative at Progressive is “Vacation spot Progress,” launched as a part of the 2025 recruiting cycle. This employer model marketing campaign goals to point out job seekers that though they could come to Progressive for a job, they’ll keep for a profession.
“Our knowledge is displaying that inner motion is essential, and in any given 12 months, about 40% of our staff are transferring into a brand new function,” Clawson says.
Profession Central helps staff in exploring and advancing their careers. The platform gives vignettes of individuals in varied roles, offering a transparent image of profession development throughout the firm. Workers also can attain out to mentors to be taught extra about particular roles and profession paths. This strategy ensures that staff have the assets and assist they should develop and succeed.
Welcoming new hires
At Progressive, welcoming staff and making them really feel valued begins lengthy earlier than their first day.
The corporate has a devoted web site the place new hires can join a welcome reward, watch setup movies, and be part of a discussion board to ask questions earlier than day one. This was created after noticing that some new hires did not present up on their begin date as a consequence of chilly ft, second ideas, or feeling one other supply was safer.
“Within the weeks earlier than they joined, they could have had questions or misplaced pleasure,” Clawson says. “We do not need them to really feel that means. That is not the vacation spot we’re designing for you right here, so let’s get you the assist you want. That is what it’s going to be like whenever you get right here, so why do not we begin giving it to you earlier?”
Now, 97% of staff say they really feel welcome when becoming a member of the corporate.
As a part of onboarding, Progressive CEO Tricia Griffith makes it some extent to satisfy with each new rent class, both in individual or nearly, to welcome them.
“The response from individuals is, ‘Oh my gosh, the CEO of a $75-plus billion firm is sitting right here with me saying whats up and telling me I am valued and appreciated and I’m going to have an excellent profession journey,” Clawson says.
Ensuring leaders are accessible and communicative doesn’t finish after onboarding.
“We now have an off-the-cuff rule amongst our management group,” he says. “You do not reply my e mail first. You reply the staff’ e mail first. They’re genuinely an important asset now we have. It’s what we’re promoting as part of the worth proposition we provide our clients.”
Progressive works exhausting to make sure its worker expertise metrics proceed to outperform its rivals by counting on knowledge from Nice Place To Work and Gallup, and by listening to staff.
“There are instruments and data that you’ve the place you may actively be sure to’re serving to staff really feel revered and listened to and empowered,” Clawson says. “All that simply builds belief, and that is why we’re reaching document ranges of retention and voluntary attrition is at document lows.”
Constructing worker belief is his recommendation for any firm striving to get higher.“How do individuals need to be handled? Nicely, you need to ask them. Okay, what did they let you know? You’ve bought to do it. And if you happen to do not do it, it’s good to clarify why it would not give you the results you want or why it would not work proper now. You must respect them. You must have that basis in place. With out it, you in all probability gained’t have the identical success.”
Get acknowledged on your tradition
Acquire accolades on your office setting and entice prime expertise who share your values.
