Creating A 30 60 90 Sales Onboarding Plan
- by Elay Cohen
- January 16, 2017
SalesHood - Sales Enablement Platform
Getting sales teams up to speed and productive faster is hard without a well structured 30 60 90 sales onboarding plan.
For some B2B companies, it takes over a year for new hires to start hitting quota. We see the average time to ramp a new rep to be over 270 days before using SalesHood and less than 90 days after using our technology. CSO Insights validates the number with 40.2% of their survey respondents reporting ramp-up time of greater than 10 months. We also don’t talk a lot about all the salespeople that don’t make it. The numbers are high too. A 30 60 90 sales onboarding plan is developed to increase the likelihood of hitting quota much faster through enablement and onboarding.
What goes into a 30 60 90 sales onboarding plan? How should it be structured? How does peer mentoring play a part? How are managers engaged? How is the sales process introduced and learned? How often do check-ins happen? What are the right kinds of certifications?
As you think about your 30 60 90 sales onboarding plan, here’s a checklist you can use to onboard your sales teams faster.
Here is the list of content, learning and practical exercises teams should go through in their 30 60 90 day sales plan:
Create a rich library of videos and stories that cover company, culture, and values. These belong at the beginning of the sales onboarding plan.
Include examples of reference customers by industry, product, segment, and geography. Make the stories short and filled with memorable details salespeople can use in their prospecting and customer conversations.
Map out exercises, discussions, role-play, team-work around the sales process and sales stages. Sequence the stages in order and stage exercises to do that are mapped to real account, prospect, and customer outreach. Having new hires go through the motions together with real accounts is the ideal way to do this. Here is a list of common stages and sales onboarding work to do:
#1: Research companies and contacts. Send emails.
#2: Write out qualification and discovery questions.
#3: Create a customized presentation and practice presenting. Get feedback from peers and manager.
#4: Create a proposal with pricing and solution details.
#5: Map out the procurement process for a real deal and prepare commercials.
Provide product training in phases. Don’t overwhelm and firehose your teams. Do product overviews and introductory videos. Do more hands on later. Focus on competence and confidence. I like to see product fluency versus expecting product mastery. Put your subject matter experts in front of the camera to share their product vision and story.
Create short certifications that are mapped to the sales process and sales stages. Certify your team on the elevator pitch, the corporate overview, first meeting presentation, second meeting presentation and all conversations that move deals through the buyer’s journey. Objection handling is another common certification.
Create lists of experts, executives and top performers to meet. It takes a village and building a network is the way to increase ramp time.
Make it mandatory that new hires reach out to as many sales peers as possible to call shadow. Have them listen and learn. They should report back what they observed and how they’ll apply the lessons learned in their own territory and deals.
It often goes overlooked. Keep a schedule of check-ins. Sixty minutes a week will go a long way to get a new hire feeling like they aren’t on an island. Give them an opportunity to ask questions and hear from their peers. Chances are if one person is thinking then many are thinking it too.
The goal of a 30 60 90 day sales plan is to establish a clear set of expectations and actions for sales managers and reps to do together to hit quota faster.
Elay Cohen is the author of SalesHood: How Winning Sales Managers Inspire Sales Teams to Succeed and the co-founder of SalesHood, a SaaS sales enablement platform and community for sales professionals. Elay is the former Senior Vice President of Sales Productivity at Salesforce. Recognized as the company's "2011 Top Executive", and credited for creating and executing all of Salesforce's sales productivity programs that accelerated its growth from $500M to $3B+ in revenue. The sales training and sales support innovations delivered over these years by Elay and his team to thousands of sales reps resulted in unprecedented hypergrowth. He also created the Partner Relationship Management (PRM) category.
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