My Ultimate 4-Week Sales Onboarding Program
30 Minutes to President's Club
Zero theory or mindset discussions here; just actionable sales tactics that will win you deals today.
I hate 90 day sales onboarding programs.?
Sellers learn by doing and won't actually gain any real learnings until their first contact with a customer. By keeping them on the bench, you're slowing them down from building a pipeline to hit their early quotas AND slowing your company's revenue goals.?
As a VP of Sales, I mandated a "4-Weeks-To-Field" onboarding program. Get your reps in the game, safely, and through learning from the best people at your organization.?
We'll start with some core principles, then break it down week-by-week.
Keys to a Great Sales Onboarding Program
Before we jump into the week-by-week schedule, let's talk about what should go into an onboarding program.
What To Cover
I like to teach industry, product, and sales training,?in that order:
How Deep You Should Go
There are 3 levels to a sales onboarding topic. My goal is to get everyone to level 1, foreshadow level 2, and then coach to level 3 over time. Using discovery as an example:?
The Types of Training
The 3 different training styles for sales onboarding include:?
Ready for week 1? Grab your backpack and that iced coffee, let's do it...?
Week #1: Minimum Viable Sales Rep
Week 1 is focused on teaching reps about giving them minimum viable industry, product, and sales training so that they can start to generate pipeline.
As you can see in the example training schedule above:
In the following week, we'll dive much, much deeper into the sales process. But again, the key is to build?minimum-viable competence so they can start DOING THINGS!!!
Also notice the morning trainings, afternoon field tests, and evening homework.
? Your exit criteria at the end of this week: They should have their accounts in hand and know enough about the industry, product, and prospecting process to be able to initially tier their accounts.
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Week #2: Death By Roleplay
Again, Week 1 was MINIMUM VIABLE training so that week 2 can focus on?doing: Working their territories, doing mock roleplays, and coaching them on all the above.
You'll notice a few things above throughout the week:
On the mocks, you want your reps doing a minimum of 2-3 mocks per day (yeah) and?they should be the ones setting them up. Give them a list of people to reach out to on the team and make sure that your team is carving out the time to support the new hires.
If you do a certification, it should happen at the end of this week.?
? My exit criteria for this week was level 1 discovery proficiency. It ain't gonna be pretty, but by their final mock with me or their manager, they need to be able to have a basic agenda, find 1 problem, and set next steps.
Week #3: Live (SMB) Action!
Not only are we getting out of the classroom even more in week 3 (80/20 split), but we're into live action! Key Callouts here:
? That means the week 3 exit criteria is surviving SMB and DQ demos. If you do this, you're ready to get access to your full book of business and take demos in-territory.
Week 4: Live (Supervised) Action!
Say goodbye to the classroom in week 4! Because now it's all about coaching.
The?reps are taking legit discovery and demo calls with prospects, and pretty much all of these should be supervised by their manager or a seasoned rep.
If you're starting new hires in cohorts, I?really recommend you do tape reviews at least once per week to spread the learnings across your team. We had a smaller org, so we always did a team-wide tape review every week.
? The final exit criteria is to be "level-one-proficient" on real disco calls. Again, it might not be pretty, but if they can set an agenda, get to a problem, and set a next step, they're on the right path.
***
What happens after the first 4 weeks? Well, the real game begins.
Teaching gets them into the field. Coaching gets them to President's Club.
Every single week, you?have to have ongoing training and coaching rhythms to get your team from level 1, to level 2, to level 3.
So if you want to know what my ongoing training program looks like... I broke that down (and this entire onboarding program down) in a free Gong Masterclass here :)
@ Adobe | MBA, BBA GoGlobal Switzerland Ag Ownership of Business and the world of Accounts
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