Sales training is a time consuming process. In the beginning, it might feel like you’re over-communicating or micro-managing your new team. However, sales people are on the front lines of your business and act as the representatives of your brand. Your sales rep training process should reflect this, and that means you can’t afford to compromise on the content or delivery of your onboarding.
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About 72% of employees say one-on-one time with their direct manager is the most important part of the onboarding process. It’s crucial that your new hires’ first day sets the right tone for their career in your company. To make sure they feel like they’re being formally introduced to their role, provide them with a direct manager on the first day at work, so they don’t feel that they are being led astray.
To combat the isolating feeling that can come with being new hire, make sure the email account of your new representative is accessible prior to the first day of work. This allows you to send the new hire HR information ahead of time, as well as an agenda for day one. That way, even if your day is packed, they will know where to go and who to meet.
Using the first day to orient your company’s new hires broadens the strokes of the company. Take care of HR documentation, set them up with a computer, and introduce them to the company on a high level. At HubSpot, these are just a few of the things their new hires experience on their first day. They also have lunch with a veteran HubSpotter to learn more about the company and. In addition, new hires also get a chance to ask questions from a senior sf, or someone who’s been around for a while. You'll also want to introduce them to their 30-60-90 day plan that outlines expectations as they ramp up. Let’s dive into what this plan might look like.
The first month (30 days) of your representative circles around learning: your company, your customers, your solutions, your internal organization and processes, and their role within it all. Getting them acquainted with these things may include:
What will your rep be selling? Whether it’s pool supplies or software, it’s important to train them on how to administer, use, and see the value of your product or service. HubSpot’s new hires go through extensive product and Inbound Marketing training. They learn how to use HubSpot’s CRM, Marketing, and Sales tools. The hands-on training has them building landing pages, setting up contacts, and presenting “final projects” at the end of their training cycle. The project serves as a benchmark for new hires. Reps get to show off their understanding of HubSpot tools, and managers can gauge new hire progress.
All of these take experience and training.
Once the sales representative completes their "information gathering" period, it's time to give them hands-on experience to improve their comfort level and get them into process development and routine.
An effective way to get a representative’s feet wet is by pairing them with one of your seasoned team members so they can gain insight in live time. Have the new employee listen to calls, ask questions about workflow, and get a sense of the team’s strategy.
The representative should also be given a chance to introduce themselves to points of contact for accounts they’re inheriting and/or do some initial prospecting and outreach to begin filling their pipeline.
Be sure to meet with the representatives to provide feedback, encourage good habits, and reinforce performance milestones and goals.
After 60 days, the representative should be comfortable and autonomous enough to apply their training and start making an impact as their pipeline opens up. Managers should ensure that new reps have everything they need to:
Use this template to set up a 30/60/90 day sales training and onboarding plan.
