What do you do if your new sales team members are disengaged during onboarding?

Figure out why. Start by understanding why they’re disengaged. Is the onboarding material not relevant to their roles, too basic, or overly complex? Is the issue related to the delivery method? Direct feedback can be invaluable, so consider anonymous surveys or one-on-one meetings to gather insights.

Francamente, no creo que en esta etapa haya que intentar motivarlos o involucrarlos en el proceso. Es un momento en el que tienen que estar motivados y con ganas de aperender si o si, imagina: si recien ingresados no se involucran con el proceso de inducción, ?que pasará luego? Creo que parte clave para que los ingresos de vendedores nuevos sea exitosa, es tene run método de ventas que respelade, un paso a paso clave, y un playbook de ventas desarrollado. Pero si el ingresante no tiene interés, lo mejor es pasar de el, y buscar profesionales motivados y con ganas de aprender. Prefiero mil veces un perfil metódico y constante que uno con experiencia pero sin ganas de aprender nada nuevo.

This is such a nebulous question, it's almost impossible to answer. Basically, you've either got the wrong onboarding system, and/or you've hired the wrong people. You need to go back to square one and start with what you need accomplished with your sales function, and then hire the types of people that will help you reach those goals.

Not all sales roles are the same, and neither are all salespeople. Tailoring the onboarding process to fit the specific needs and skill levels of new hires can make the material more relevant and engaging for them. This could involve creating different onboarding tracks based on role specifics or previous experience. Onboarding that relies heavily on passive learning (e.g., watching videos, reading manuals) can lead to disengagement. Introduce more interactive elements such as role-playing, simulations, and group activities that are relevant to their daily tasks. This approach can make learning more engaging and memorable.

Provide Clarity - Clarity is key in any training program. Setting expectations regarding their participation and progress can help new team members understand what is required of them. This includes outlining the goals of the onboarding process, the benchmarks for success, and the timeline they're expected to follow. When team members know what's expected, they're more likely to engage with the material and take ownership of their learning journey.

One of the things that has worked for me is creating a buddy system. Pairing new sales team members with someone who has been on the team before them, knows the inner workings and has the kind of attitude and work ethic that you expect is always helpful. A buddy provides new hires with a go-to person for questions and support, making the onboarding process feel more personal and engaging.

Disengagement during induction is a red flag. Either the selection is gone wrong or the candidate is bored with you. This is the time the hiring manager reassesses the entire situation.

Pare a Rotatividade: Revolucione a Integra??o de Vendas!Avalie o processo, solicite feedback, personalize, promova relacionamentos, reforce valores, torne treinamentos interativos, ofere?a suporte contínuo, adapte-se ao digital e ajuste regularmente. Integra??o transformada! EN - Stop the Turnover: Revolutionize Sales Onboarding! Evaluate the process, seek feedback, personalize, foster relationships, reinforce values, make training interactive, provide ongoing support, adapt to digital, and adjust regularly. Onboarding transformed!

Consider introducing incentives for completing onboarding milestones. Rewards could range from recognition in team meetings to small gifts or bonuses. This can add an element of excitement and motivation to the onboarding process.