Scenario New hires often pose the biggest challenge to sales managers. While they usually don't lack motivation at least initially but failure is inevitable to some extent especially in the first few months. A recent study shows that it typically takes four months for new employees to become familiar with the job. This is a big problem for most sales teams. You can only carry the burden of being a passenger on your sales team until it starts hitting the overall bottom line and the impact of missing targets on a new hire's long-term motivation and job satisfaction can be severe. Obviously a slow start is to be expected but cannot be accepted without proactive management. You need to make sure you help new starters get up to speed quickly while assuring them that they have what it takes to achieve their future goals.
Here’s how you can create a plan to help new sales team members survive and thrive quickly in the hard time right from the start. This strategy will pay off quickly. Make sure you have a solid onboarding and onboarding system in place for new employees. If you expect them to learn on the job in the traditional sink or swim fashion then you're doing both parties a disservice. Your new employees need to feel like they are being brought Email Marketing List into a structured and organized system. You'll provide new salespeople with the tools knowledge and strategic support they need to succeed. Take the time to make sure new team members understand the company culture and the values you want them to uphold.
The most important thing is to never assume that they have proper knowledge of the product. Take the time to help them learn more about your company’s products. Extensive product training will give new salespeople the confidence they need to convince potential customers. Read our article on how to develop and train your sales team for more guidance on building an all-star department. Mentoring from Senior Associates Here’s an interesting statistic: Fortune strong companies all have some form of mentoring program. For companies outside of Fortune Strong this number drops to below. You have the vast resources of the most experienced staff. Use these senior experts as pseudo-sales coaches. Reward experienced employees and treat this new task as an additional part of their role.
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