The initial onboarding/training period is a critical time for the sales new hire.
The learning curve is steep with an expansive amount of knowledge to acquire
and understand – about your company its culture, products, customers,
markets, competitors, and industry.
“To assist in the development of quality and diverse sales
professionals who will enable our Company X sales teams to
achieve our business objectives”
To provide a sound process that will ensure quality development of our
new sales personnel that meet our company’s business objectives by
Ensure a positive experience for the new employee
Deliver continuity and consistency in the onboarding/training
experience for more predictable success
Accelerate the new hire’s time to positive impact on business results
Develop shared ownership for success between Sales Management,
the New Hire, HR and the Sales Training Department
The guidelines are meant to provide a structure to set the New Sales
Hire up for success by:
Crafting a balance of individual work and support, where the New Sales
Hire takes ownership of their learning, while being guided
by the Onboarding/Field Training Manager and Sales Management
Providing a blend of learning opportunities that include self-study, fieldbased customer interactions, and home office classroom application
Ensuring frequent contact and constant communication,
including a comprehensive progress report and a formal
readiness review by Sales Management
The New Representative will build knowledge and skills through a
training continuum that utilizes a blended approach incorporating
home-study and field experiences. The training process includes:
Orientation sessions conducted by Sales Management that establish
expectations for success
Structured self-study that includes on-line engagement modules,
review sessions with On-boarding/Training Manager, and assessments
On-boarding/Field Training resources designed to ensure a consistent
on-boarding/training experience that is aligned to the current corporate
• The Field Training Manager will have regular contact with the New Sales Hire during self-study
to reinforce understanding of the training content
• Pre-Home Office Training and Post-Home Office Training field sessions will support the
transfer of knowledge from the classroom to execution in the field
The Role of Assessments
Assessments are used to ensure that all on-boarding/learning
objectives have been successfully met by the New Sales Hires. This is
important so that the New Sales Hire can progress through a
continuum of learning & development. Assessments provide important
information to the New Hire , on-boarding/Field Training Manager,
Sales Management, and the Training Department about the New Sales
Hire’s preparedness and proficiency with acquired knowledge.
Assessments provide an opportunity to track progress and potentially
highlight the need to adjust the implementation plan.
While the responsibility for the orientation and training of the New
Sales Hire lies with Sales Management, there are others that play an
important role supporting the success of the New Sales Hire (e.g.
HR, Marketing, Business Analytics, Sales Operations, Finance etc)
The On-boarding/Field Training Manager, The Sales Training
Department, and Sales Management are just as accountable for the
performance of the New Sales Hire.
Clearly defined roles and responsibilities are critical to success, as is
constant communication between everyone involved.
Sales Management has the overall responsibility for the
effectiveness of the New Sales Hire Training Process within his/her
Understanding that the early on-boarding/training process will
directly impact the speed to sales performance, the sales
management ensures the execution of the on-boarding process and
monitors it’s effectiveness as it aligns with corporate sales objective
Sales Management has the responsibility to ensure that each new
sales hire within the sales-force has equal opportunity to succeed
early on in the on-boarding/training process
Sales Management has to qualify the On-boarding/Field Training
Manager to verify the competency of the On-boarding/Field Training
On-boarding/Field Training Manager
The On-boarding/Field Training Manager serves as the primary trainer,
mentor, and coach to the New Sales Hire, reinforcing product
knowledge through one-on-one training and review sessions
The On-boarding/Field Training Manager demonstrates best practices
and models application of skills
The On-boarding/Field Training supports and directs the New Sales Hire
throughout the New Sales Hire on-boarding/training process by:
Following the process and utilizing the training tools located in the “New Sales Hire Playbook”.
Establishing and maintaining a high level of communication with the New Sales Hire and the New
Sales Hire’s Sales Management throughout the process.
Conducting frequent review sessions (in person or by phone) with the New Sales Hire during the selfstudy periods to ensure that he/she is on track preparing for Home Office Training.
Providing ongoing coaching and feedback to the New Sales Hire during the training process.
Completing a weekly report for the Sales Management on the New Sales Representative’s progress.
Coordinating and implementing pre- and post-Home Office Training field training sessions.
In addition, the on-boarding/Field Trainer must maintain their own skill
level to effectively train/coach throughout the New Hire training
On-boarding/Field Training Manager Criteria
Proven Track Record of Success
Consistent sales results over time
Demonstrate and model successful sales representative competencies:
product knowledge, selling skills, territory management, and
Demonstrated leadership within the sales organization
New Sales Hire Accountability
The New Hire is accountable for his/her success
He/She should communicate with Sales Management and On-boarding/Field Training Manager as
needed to ensure a complete understanding of the on-boarding/training process and the objectives at
The New Hire should focus on learning the product information and
successfully completing the required assessments
The Field Training Manager will make frequent contact, and the New Sales Hire will be asked to
verbalize their understanding during review sessions.
In addition, the New Sales Representative will have the opportunity
to spend time in the field with the On-boarding/Field Training
This important training time should be used to apply self-study lessons learned to real-world scenarios.
The New Hire is also required to successfully complete all Sales
Training courses while maintaining a high level of professionalism
It is his/her responsibility to take advantage of all of the available training resources and make a
commitment to excellence.
Sales Training Department
The Sales Training Department partners with Sales Management,
and HR to develop a New Sales Hire training process that is
efficient and effective. The department will dedicate resources to
this process and have in place monitored metrics with feedback
on a continual basis for the purpose of ongoing improvement.
The Sales Training Department develops training content and
training tools to support the New Sales Hire Training Process. The
training is updated regularly and approved by legal/compliance.
The Sales Training Department conducts Home Office Training.
Training Managers utilize progress reports supplied by training to
enhance the training experience for the New Sales Hire and, in
turn, provide feedback to Sales Management to support
subsequent field training.
The success of the On-boarding/New Sales Hire process will be
judged by your ability to INSPIRE and DEVELOP the New Sales
Hire so that they are prepared and confident to have a positive
impact within his/her territory. Success will also be measured by
the commitment from all parties involved in the Onboarding/New Sales Hire process, those parties include: The Onboarding/Field Training Manager, Sales Management, HR, and the
Sales Training Department.
If you’re interested in having us help you build your Global Sales
Training Department infrastructure that includes the Onboarding/New Sales Hire process, you can contact me directly at:
President/CEO (AH2 & Beyond Consulting, LLC)