Ready to dive in whole-hog? Snatch our checklist for what you should achieve each month with your 30-60-90-day plan for sales onboarding. Good onboarding programs will even certify reps on using them appropriately during training calls.Īnd yes, for that you need to listen to your new hires’ calls, whether they’re role-playing calls or real ones in the field. Those types of talk tracks are MUCH more successful than any others your reps might use. You should also give your reps talk tracks about the value of your product, not just its features. They include persona training, where you get into the nitty gritty of who buys your product and why. Several strategies can help you get there during your onboarding process. You need to cover ALL of these issues if you want a well-rounded rep who’s truly focused on their buyer. Teaching new hires about your product and its features often takes the place of equally important issues, like learning who they’ll sell to and why those folks are interested in your product.

(More on that in this post, that will forever change your view of feature dumping: Top Sales Mistakes: 7 Horrifying Blunders That Lose Deals. And dang, if there’s anything that’s bad for closing deals, it’s focusing your buyers on features. You know what they’ll do with their new-found understanding of your product? They’ll teach buyers about it in exactly the same way.

Obviously that’s necessary, but there’s a trap that almost every org falls into: they inevitably focus their reps on the product’s features. Most sales onboarding teams spend a ton of time in deep-dive-demo mode, showing their product to their reps. Nothing surprising there, right? ‘Cept maybe the second half of #1. Here’s what your reps should learn about in the first month of their 30-60-90-day plan for sales onboarding: New hires will understand what’s expected of them, and they’ll want to know whether they’re up to par. If you make your goals clear from the beginning, there won’t be major surprises during your onboarding, and that’s exactly what you want for reps. Let’s start with the goals, because that’s the first big thing you’ll present during the onboarding process. It’s a straightforward, three-part act where you 1) outline your goals, 2) deliver training, and 3) evaluate your new hires’ performance. Let’s look at each month of your 30-60-90-day plan in turn, because they have very different aims and outcomes. Read about its five must-have elements here. (And you keep them there with a winning sales enablement strategy. You get them there with a 30-60-90-day plan for sales onboarding. You get them there with sales onboarding that’s more than a couple-weeks-crash-course.

You want to create high-performing reps who are engaged and supported - reps who are happy and successful and on a continuous learning track. But you also want to decrease rep turnover in the long term. Yes, you want to ramp new hires ASAP (because ROI). You aim for total immersion so you can shout ta-da! and hit the launch button as quickly as possible. You want them to eat, sleep, and breathe everything about your product, organization, sales process, and necessary skills. Ever felt like a summer camp director with a busload of wide-eyed campers arriving any minute? Sales leaders kinda feel that way with cohorts of new hires for sales onboarding.

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