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February 9, 2012
Logistics for today’s call….
All attendee’s will be on “silent” mode during the presentation.Please utilize the “Questions” feature to ask questions; simply type in your question and press enter.At the conclusion of the presentation, the moderator will facilitate the “Question & Answer” session utilizing the “Questions” feature.
Send a copy of the presentation to youAdditional questions can be sent directly to: [email protected]
“Gain access to new customers by recruiting better channel partners”Thursday, March 8th , 20121:00 p.m. Central30 minutesRegister at www.salesbenchmarkindex.com
Sales Benchmark Index will….
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George de los Reyes
Brief Bio• Senior Consultant at Sales
Benchmark Index• Prior to SBI, George was the CEO of
a real estate development firm and management consultancy
• Over (18) years’ experience in sales and marketing, operations, strategic planning, advertising, budgeting, project management, public relations
• George’s client list includes Thomson Reuters, Ryder Systems, Yahoo!, Conoco Phillips and Kindred Healthcare
onboarding Goals
Get new reps to goal more quicklySpot sales rep hiring mistakes earlier in the processRepeat onboarding success with each new hireMake your firm more attractive to candidatesSet new hire expectations
“Begin with the End in Mind”
5 Steps to Effective onboarding
1. Identify the Key Metric for onboarding Success2. Define a set of onboarding Activities that drive
the right selling behavior3. Establish a set of Learning Requirements that
ensures a new hire acquires the correct role knowledge
4. Create a Fast‐Start Mentoring Program5. Ensure Sales Manager Accountability
“We n e e d r e s u l t s n ow ! ”
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BURNOUT
Common Sales New Hire ExperienceContent by fire hose with little retention and then “sink or swim”
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Best Approach:Mentored learning and reinforcement that drives rapid performance
Better way to Onboard new talent Balance immediate need for results with longevity
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Step #1 – Track the Right Metric
R am p T i m e t o F u l l P r o d u c t i v i t y
How long is your Ramp Time for your sales reps?
* Source: SBI’s 2011 benchmarking database – US companies
B2B Benchmark in 2011 is 6.7 months*
Definition: The KEY metric to measure success in sales rep onboarding is the time it takes for a new employee to retire quota at a rate that exceeds 100% of their goal (usually measured in months)
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Step #2 – onboarding Activities
A World Class onboarding program includes onboarding Activities designed to drive the right selling activities
onboard ing Act i v i t i e s ( i . e . Do ing)• Ensures new hire is performing correct activities at desired rates• Provides an experiential foundation
Why are they important?Activities are used to demonstrate that the new hire has learned and retained the necessary skills and knowledge
Impart skills from real‐life situations
Ensure that the onboarding process is not a passive exercise that can be shirked
A checklist and navigation aid for managers to use to confirm new hires are performing as expected during ramp time
onboarding Activities – DoingDo i n g = E xe c u t i o n + Eva l u a t i o n
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Sales Rep onboarding ActivitiesJob Execution is about doing the right things
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New Hires self‐report progress
SM Involvement Identified
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Step #3 – Learning Requirements
Best in Class onboarding Programs combine onboarding activities with Learning Requirements
Learn ing Requ i rements ( i . e . Knowing)• Provides a knowledge foundation• Uses collegiate concept to divide the content – 101, 201, 301, 401
Learning Requirements ‐ Knowing
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A Learning Framework…
Diminishes the “fire hose” effect
Ensures consistency in new hire knowledge
Helps managers focus reinforcement efforts
Guides new hire on what they should be learning and when
Provides a curriculum to keep knowledge developers, managers and reps on task
Learning Requirement CategoriesUseful means to organize all necessary learning content
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1. Internal Systems and Admin2. Product 3. Marketing and Messaging4. Sales Process5. Competition / Differentiation6. Sales Systems7. Lead Management8. Communication and Tools
Example Learning/Activity Track
onboarding Complete
Acme Sales onboarding 401
Weeks 7‐13 Detailed Product Training, Tech Deep Dive
Acme Sales onboarding 301
Weeks 4‐6 Configuration Workshop, Customer Case Studies
Acme Sales onboarding 201
Weeks 3‐8 Gartner Reports, White Papers, Differentiation Guide
Acme Sales onboarding 101
Weeks 1‐2 Intro to Value Prop, Intro to Products, Live DemoBasic Product
QuizWeek 3
Product Differentiation
Role‐PlayWeek 5
Product Knowledge
DemonstrationsWeeks 18‐24 In
teractions
, Sha
dowing, M
entoring
, etc.
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Step #4 – Fast Start Mentoring Program
Fast‐Start Mentoring:
For some practices there is no substitute for learning from the actions of those who know
Participation in FastStart mentoring
Running Mate
Calls with Sales Managers and/or VPs
Shadowing successful Sales Reps
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Step #5 – Sales Manager Accountability
Make your sales managers accountable for new hire ramp performance
Key to success i s sa les manager accountab i l i t y
• Proactively track new hire Ramp Time
• Contribute in onboarding Activities
• Participate in Learning Requirements (example: give training course)
5 Steps to Effective onboarding
1. Identify the Key Metric for onboarding Success2. Define a set of onboarding Activities that drive
the right selling behavior3. Establish a set of Learning Requirements that
ensures a new hire acquires the correct role knowledge
4. Create a FastStart Mentoring Program5. Ensure Sales Manager Accountability
Sign‐up for a free sales methodology planning consultation by: E‐mailing [email protected]
Send a copy of presentation to youAdditional questions can be sent directly to:[email protected]
“Gain access to new customers by recruiting better channel partners”Thursday, March 8th , 20121:00 p.m. Central30 minutesRegister at www.salesbenchmarkindex.com
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