PART 2 OF 4
Hiring a great salesperson is just the first step in onboarding salespeople. To unlock their full potential, you need a solid onboarding process. The right onboarding sets the foundation for success, providing your new hire with the tools, knowledge, and confidence they need to hit the ground running.
Here’s how to structure an onboarding program that helps salespeople thrive from day one.
Why Onboarding Matters
Effective onboarding is about more than handing over a product manual and a list of prospects. It’s an opportunity to:
- Align new hires with your company’s goals, culture, and processes.
- Build their confidence through hands-on training and gradual responsibility.
- Reduce ramp-up time, allowing them to contribute faster.
Onboarding isn’t a race—it’s an investment in long-term success.
Step 1: Start Slowly
New hires need time to absorb information and get comfortable in their roles. Avoid overwhelming them with too much too soon.
Best Practices for Starting Strong:
- Shadow a Mentor: Pair new hires with experienced team members to observe calls, workflows, and strategies.
- Handle Low-Risk Prospects: Allow them to practice with smaller or less critical accounts while they build confidence.
- Review Early Calls: Schedule regular debriefs to provide constructive feedback and answer questions.
Example:
A SaaS company eased its new sales hires into the role by having them shadow demos for the first two weeks. This approach reduced mistakes and improved confidence when they transitioned to running their own calls.
Step 2: Provide Comprehensive Training
Onboarding salespeople effectively means providing them with a deep understanding of your product, market, and customers.
What to Include in Training:
- Product Knowledge: Ensure they understand your product inside and out, including features, benefits, and common use cases.
- Competitive Insights: Teach them how your offering stacks up against competitors, highlighting key differentiators.
- Sales Tools: Provide hands-on training with your CRM, email automation, or other tools they’ll use daily.
Pro Tip: Provide real-life examples of successful deals, including strategies that worked and lessons learned from challenges.
Step 3: Gradually Increase Responsibility
Confidence builds with practice. Once your new hire is comfortable, give them opportunities to take on more responsibility.
Steps for Scaling Up:
- Start with simpler sales tasks, like following up with warm leads.
- Progress to handling inbound inquiries or small accounts.
- Finally, transition to outbound prospecting or high-value clients.
This phased approach ensures they feel prepared at each stage, reducing stress and setting them up for success.
Step 4: Set Clear Expectations
From the start, be transparent about what success looks like.
- KPIs and Metrics: Define performance goals, such as weekly outreach numbers or monthly quotas.
- Feedback Loops: Schedule regular check-ins to review progress, address challenges, and adjust goals as needed.
Common Onboarding Challenges
Even with a solid plan, some challenges may arise. Here’s how to handle them:
- Information Overload: Break training into smaller, digestible sessions instead of cramming everything into the first week.
- Nervousness or Hesitation: Encourage open communication and remind new hires that mistakes are part of the learning process.
- Inconsistent Processes: Standardize onboarding procedures to ensure every hire receives the same high-quality experience.
The Role of Ongoing Support
Onboarding doesn’t end after the first month. Continue to support your salespeople as they grow into their roles:
- Provide ongoing training to refine their skills.
- Celebrate milestones like their first closed deal.
- Offer mentorship opportunities to foster long-term growth.
Example:
A digital marketing agency implemented quarterly skill workshops for their sales team, helping them stay sharp and adapt to changing market trends.
Pitfalls to Avoid
- Rushing the Process: Skipping steps while onboarding salespeople, just to get them ‘on the floor’ faster, can lead to costly mistakes.
- Neglecting Feedback: Failing to ask for feedback during onboarding can leave gaps in your process.
- One-Size-Fits-All Approach: Tailor onboarding to individual needs, especially for experienced hires who may require less basic training.