Companies lose 25% of all new employees within their first year, however companies with a standard onboarding process experience 50% greater new hire retention. It seems like an easy enough task: get your new hires up to speed and productive as quickly as possible. This "easy" task can be difficult without a clear plan, process, or practice doing it. From recruiting to ramping to reinforcing - this slide presentation discusses best practices that we have learned at fast-growth companies to create a scalable, engaging, and FUN onboarding program that will not only ramp your new rockstar employees quickly, but ensures they retain the information for the length of their career at your company, while lessening internal friction with key departments.

1. Onboarding 2.0
How to Make Sure the Rockstars You Just Hired,
Live Up to Their Potential
Hilary Headlee
Head of Sales Operations &
Enablement
Zoom
Stephanie Middaugh
Sr. Sales Enablement Manager
Divvy

2. Recruit + Ramp + Reinforce +
Retain
2

3. Hire More Reps
Ramp Them Faster
Make Them More Productive
3

4. One thing …
4

5. 25%
5
of all new employees within the first year
https://www.salesforce.com/blog/2016/03/6-ways-sales-enablement-impacts-bottom-
line.html
Companies lose

6. 50%
6
Greater new hire retention
https://www.salesforce.com/blog/2016/03/6-ways-sales-enablement-impacts-bottom-
line.html
Organizations with a standard
onboarding process, experience

7. Recruiting

8. 8
Create an
Ideal Hiring
Profile
Be Part of the
Interview
Process
Onboarding Starts Before Their Start Date
Push for
Consistent
Start Dates

9. Ramping

10. 10
Definition + Documentation = Clarity + Alignment
Enablement
vs.
Managers
Clear
Outcomes
Define
Ramped /
Productive

11. What Enablement Does vs. What Leaders Do
Enablement Sales Leaders
Product Knowledge Territory
Positioning + Messaging Quota
Tools + Systems Compensation Plans
Support Team Overview Forecasting Process
Process + Playbooks KPI Scorecards
11

12. Common Ways to Define “Ramped” or “Productive”
Reps
Ramped / Productive Examples
Time to First Deal Days or Months
Time to Full Quota Months or Quarters
% of Reps Attaining Quota Benchmark of 50% to 60%
Average Attainment 80% to 100%
Revenue Per Rep $ Value per Person
12

13. Clear Outcomes Ultimately Benefit the New Hire
At the end of (30, 60, 90) days as a Sales Rep, you will be able to:
● Conduct a discovery call with confidence
● Research and prospect using the tools provided
● Actively lead a demo - with or without an Sales Engineer (SE)
● Create, update, and close Opportunities in your CRM system
● Understand the sales process and playbooks to use
13*Ideally measurable or
certifiable

14. 14
Prework
3 Key Pieces to an Onboarding Plan
Live
Training
Postwor
k

15. 15
Recipe for Productivity
1
Postwork - “Do My Job” Training
● Role-related video training
● Bite-size video content (3-5 min MAX)
● Mentor program wrap-up
3
Live Training
● Anything that cannot be conveyed
via video
● Cut back on PowerPoint
● #OwnYourLearning
● Incorporate FUN - games,
energizers, & engage the right side
of the brain!
2
Prework - Understand the Business
● “Who we are, what we do, how we do it
better”
● Bite-size video content (3-5 min MAX)
● Mentor program kickoff

16. 16
Changes You Can Implement
NOW
● Cut the number of PowerPoint
slides by at least half and
incorporate other presentation
methods
Cut Back on PowerPoint
● Add ‘Energizers’
● Kick off your sessions with a game
● Engage the right-half of the brain!
Incorporate FUN!

17. Reinforcing + Retaining

18. 87%
18
of “one-and-done” training is forgotten
within a few weeks
https://www.salesforce.com/blog/2016/03/6-ways-sales-enablement-impacts-bottom-
line.html

19. 19
#OwnIt
1 QBR’s
Take advantage of the team being
together to share tips and tricks!
3
Informational Calls
Share the latest and great
information from across the
business
2
Content Availability
One stop location for key
information and assets

20. 20
Changes You Can Implement
NOW
Sit down with the team you support and
find out where they’re struggling.
Meet with the newbies, what do they
wish they learned during their first 90
days?
What are your teams missing?
Don’t wait for the perfect scenario or
program or moment.
Don’t Wait

21. Learning is a process and you
need a process for learning.
22

22. Thank You!