What are the best practices for coaching new inside sales reps remotely?

Setting clear expectations and goals must be addressed during the new hire onboarding and training processes. Putting together a training course they can go through in a self paced manner is beneficial. Include company education, mission, vision, values, training on the sales system and the customer journey. Let your new rep know what their KPIs are for the first 30-60-90 days.

To effectively coach new inside sales reps remotely, implement structured onboarding with clear learning objectives and resources. Schedule regular one-on-one check-ins to discuss progress and provide feedback. Leverage technology, such as video conferencing and collaboration tools, for training and role-playing exercises. Set specific, measurable goals to motivate reps and arrange virtual shadowing sessions with experienced colleagues. Encourage peer learning by facilitating connections among new reps, and provide access to sales playbooks and recorded calls. Celebrate achievements to boost morale and foster a culture of continuous feedback and self-reflection.

Anytime there is remote work -there has to be a certain level of trust going on beyond that of an on site employee. An Employee given the trust that empowers them on how to best utilize their time to achieve their goals will help them be their best selves.

As a lead for our new inside sales reps in our hybrid work environment, I take pride in providing consistent support through scheduled check-ins, bridging the remote gap with personalised guidance. I intertwine structured training with immersive experiences like role-playing and shadowing, aligning our goals while embracing adaptability.

Desde o início, é fundamental comunicar claramente o que se espera dos novos representantes em termos de desempenho e comportamento. Isso inclui definir metas específicas, mensuráveis, alcan?áveis, relevantes e temporais (SMART) para que eles tenham um caminho definido a seguir

When giving feedback to a new sales rep it's important to not micromanage their performance. Too many communication channels can also create distractions for sales reps throughout their sales day. Asking sales reps how they like to be recognized ensures that when praise is given it will be received. Some may prefer to be recognized in front of the sales team and some may prefer to be recognized privately.

O feedback contínuo ajuda os representantes a entenderem como est?o se saindo e o que podem melhorar. O reconhecimento dos sucessos e progressos é igualmente importante para manter a motiva??o e o engajamento.

1. Utilize video conferencing for face-to-face interaction, fostering personal connections and visual cues. 2. Use screen sharing for real-time demonstrations of sales techniques and software tools. 3. Implement CRM systems to track progress, offer feedback, and identify areas for improvement. 4. Utilize messaging apps for quick communication and support. 5. Conduct virtual role-playing exercises to practice pitch delivery and objection handling. 6. Offer recorded training sessions for on-demand learning. 7. Establish regular check-ins to provide guidance, monitor progress, and maintain motivation. 8. Leveraging technology optimizes coaching effectiveness in remote environments for new inside sales reps.

With remote teams, it's important to not overwhelm your sales reps with too many tech tools, communication channels and platforms. This can slow down performance and pull sales reps out of the zone. Interview your sales reps and ask them if any of the tools are causing frustration or overwhelm.

Aproveite as plataformas de videoconferência, sistemas de gerenciamento de aprendizagem (LMS) e outras ferramentas digitais para criar uma experiência de treinamento interativa e envolvente. Isso ajuda a superar as barreiras da distancia e simula a experiência de aprendizado presencial.

Promova um ambiente onde os representantes se sintam parte da equipe, mesmo à distancia. Isso pode ser alcan?ado através de reuni?es regulares de equipe, sess?es de integra??o e atividades de constru??o de equipe.

Cada representante tem seu estilo de aprendizado e ritmo. Adapte seu coaching para atender às necessidades individuais, proporcionando uma experiência mais personalizada e eficaz.

1. Be easy on them, initially & let them settle: Dealing with rejections and not having night sleep could hit the mental health, and ultimately give up. At the same time, assure that the daily tasks are not being compromised. 2. Help them learn & grow: Create a list of free learning resources, track how and when they are consuming the content and have a group discussion on those topics periodically. YouTube, Udemy and expert blogs are good sources. Topics could revolve around the role and function, communication, technologies, target Industry, tools, culture basics etc. 3. Get on the screen share with them for at least first three times whenever they are performing a new task; setting up campaigns, making MOMs, sharing weekly reports etc.

Use avalia??es e feedback para medir a eficácia do seu programa de treinamento e fa?a ajustes conforme necessário para garantir que ele atenda às necessidades dos novos representantes e aos objetivos da empresa.

Be available for questions as much as you can and make it easy for your staff to reach you. People who fail to reach out or ask questions are often a red flag.

For successful remote coaching of inside sales reps: Communicate clearly, use technology for collaboration, set measurable goals, offer ongoing training, foster teamwork, monitor performance with analytics, recognize achievements, provide flexibility, offer regular feedback, support continuous learning, cultivate a positive team culture, and adapt coaching strategies to individual needs.