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Talent Management: Successful Onboarding for Sales<br />Are you ready to be world Class?<br />
The Situation<br />$4B Business Services firm faces:<br />Turnover issues in sales and sales management<br />Long ramp tim...
What Did Not Work<br /><ul><li>Internal projects to produce help sheets
New recruits presentation
Relying on sales managers to train their sales people</li></li></ul><li>What Did Work<br /><ul><li>Installed Top Grading T...
Talent Definition
Talent Acquisition
Talent Selection
Talent Evaluation
Talent Development
Trained HR and Sales Management on the program
Conducted adoption and reinforcement audits</li></li></ul><li>Discovery Findings<br />Turnover in the sales force lags ben...
Cost of a Mis-hire<br />Poor hiring and on-boarding costs the organization millions each year. <br />
Topgrading Talent Management<br />Hiring Manager<br />Human Resources<br />
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Talent management successful onboarding for sales

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Successful onboarding of sales people has a material impact on both revenues and cost. See how a world class onboarding program can reduce turnover and ramp time to productivity. A presentation by Sales Benchmark Index.

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  • Contact us if you would like to understand how you can leverage Topgrading Talent Management to reduce turnover and ramp times.Email - info@salesbenchmarkindex.comPhone - 1-888-556-7338Web: http://www.salesbenchmarkindex.com
  • Transcript of "Talent management successful onboarding for sales"

    1. 1. Talent Management: Successful Onboarding for Sales<br />Are you ready to be world Class?<br />
    2. 2. The Situation<br />$4B Business Services firm faces:<br />Turnover issues in sales and sales management<br />Long ramp times for new sales people<br />VP Marketing wants:<br />Complete Talent Management Program<br />Onboarding process that minimizes ramp time and eventual turnover<br />
    3. 3. What Did Not Work<br /><ul><li>Internal projects to produce help sheets
    4. 4. New recruits presentation
    5. 5. Relying on sales managers to train their sales people</li></li></ul><li>What Did Work<br /><ul><li>Installed Top Grading Talent Management Program
    6. 6. Talent Definition
    7. 7. Talent Acquisition
    8. 8. Talent Selection
    9. 9. Talent Evaluation
    10. 10. Talent Development
    11. 11. Trained HR and Sales Management on the program
    12. 12. Conducted adoption and reinforcement audits</li></li></ul><li>Discovery Findings<br />Turnover in the sales force lags benchmarks<br />Current onboarding program lacks a framework and means to apply it among Sales managers <br />No assigned sales person peer to help early on <br />No ongoing coaching of sales rep<br />Sales reps are expected to “hit the ground running” which is against best practice and leads to burnout<br />
    13. 13. Cost of a Mis-hire<br />Poor hiring and on-boarding costs the organization millions each year. <br />
    14. 14. Topgrading Talent Management<br />Hiring Manager<br />Human Resources<br />
    15. 15. Onboarding Best Practices<br /><ul><li>New hires should know WHY they have need to learn / master CONTENT
    16. 16. Early activities help instill context better than lots of early content
    17. 17. Onboarding connects a new hire’s role to the business strategy
    18. 18. FastStart running mates, managers, stakeholders are all prepared for their role
    19. 19. Shadowing tasks give context and content as well as force new hire interpersonal integration
    20. 20. Key to success is manager accountability</li></li></ul><li>Onboarding Framework<br />Onboarding Activities (i.e. Doing)<br />Ensures new hire is performing correct activities at desired rates<br />Provides an experiential foundation<br />Learning Requirements (i.e. Knowing)<br />Provides a knowledge foundation<br />Different sections – each with multiple subjects<br />Uses collegiate concept to divide the content<br />101 accomplished during first 6-10 weeks<br />201 over next 11-16 weeks<br />301 at 17 weeks +<br />Result<br />Learning Requirements and Onboarding activities are integrated<br />Together they enable achievement of full sales productivity within required ramp time <br />
    21. 21. Onboarding Activities<br />Mgr can modify as needed<br />New Hires self-report progress<br />10<br />
    22. 22. Onboarding Activities<br />The “Week” columns can be used as a checklist to know when a Rep should have completed training. The Subjects of each course (see previous slide) describe what was learned so that coaching activities can reinforce the learning at the right time. <br />After a Rep completes a level of training, the Mgr should focus on knowledge that the Rep has just learned. For example, in Week 2, the Rep has already completed the Admissions training, so the Mgr will look to see that the Rep understands the process. <br />11<br />
    23. 23. Learning Management System<br />LMS has a variety of educational content<br />LMS delivers training through a variety of methods (e.g. ILT, Distance Learning, Self-study) <br />LMS can be used to record what training has been completed<br />
    24. 24. The Result<br />
    25. 25. Learn More<br />Contact us to hear the rest of the story...<br />Email - info@salesbenchmarkindex.com<br />Phone - 1-888-556-7338<br />Web: http://www.salesbenchmarkindex.com/<br />
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