![]() 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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