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The time it takes a new sales rep to reach full productivity.
🚀Ramp time is the amount of time it takes for a new team member to reach full productivity. At Wonderway, we take ramp time very seriously, because we want to support our team members and clients and make sure they're set up for success.
Ramp time is the period of time between when someone starts working on your team and when they're fully productive at their job. It's the time it takes for them to get up to speed with what's going on in your company, understand how things work, and learn all of their new responsibilities.
If you're a salesperson, ramp time is even more important—and also more complicated—because there are so many different parts of sales that need to come together before anyone can be effective:
🔍 Prospecting skills
🤔Lead generation skills
📊CRM skills
💡Product knowledge
💬Communication skills
🤝Relationship building
...the list goes on!
There’s so much uncertainty for the new hires about what is the right schedule to be ramping up & what is expected of them in the weeks following the training. It can be very stressful for your new hires if they have no feedback until the first quarter, we recommend giving guidelines, and setting milestones on tasks that they are expected to do and complete. This will give them an idea of whether they are on the right path to success.
As mentioned before, doing training that chronologically makes more sense. Learning the personas to understand the right client, to get familiar with the product they are selling, and then how to do the contracts once they are ready to close their first deal.
This is an approach that explicitly focuses on enhancing both performance and knowledge. The more that you get your new hires to interact with the information, the more successful the training is going to be.
Measuring the progress of the training will give you a clear idea of where your sales reps are struggling. Getting feedback from the new hires taking the training will help you see what is working and what is not. This is a new opportunity to improve the training program if needed.
There are several reasons why ramp time is bad for your business. First, it's important to understand that the process of getting up to speed takes time and resources. If your new hires aren't able to hit the ground running, then they're not going to be able to contribute in the same way as their colleagues who have been working there longer than them. This means that if you want your company to keep up with competitors who might be hiring more quickly or aggressively than you are, then ramping up those new hires needs to be a priority for everyone involved in recruiting at all levels: from HR managers to senior management officials like board members and CEOs themselves.
If your company is facing any of these challenges, it's time to ramp up🚀.
😮💨Lack of motivation: As a new employee, you might get the impression that your coworkers aren't as excited about their roles as you are about yours. This can be discouraging—and lead to burnout for both coworkers and managers alike.
😟Lack of training: If a new employee doesn't know how to do the basic tasks associated with their role, it will be difficult for them to perform at full capacity or even keep up with the pace that's expected from other employees in their department or team. If you aren't providing the right training, your new hires won't be able to ramp as quickly as they should.
😨Lack of support: New employees may not receive adequate help from more experienced teammates when they're presented with obstacles during their first week on the job—and this can lead directly back into another pitfall: lack of training (since many issues could have been avoided if someone had explained them beforehand).
The good news is there is a platform available that helps with this process! Wonderway uses machine learning to match training to the skills that reps need to improve so they ramp sooner, close more deals faster, and drive growth for your business.
Sales Onboarding is one of the most important processes for any sales organization and a key part of your overall sales strategy. It's the first step where you set the tone for how your reps will perform, and it's where you can create a positive or negative impression that will stick with them for years to come. The first 90 days of a sales rep's career are critical for setting them up for success.
Onboarding also helps you retain employees who are already in your pipeline—and increase the likelihood that they'll stay around long enough to close deals. Get it right and you'll have an ace in the hole that will outperform their peers📈; get it wrong and you might lose a good rep who could have been a superstar🌟. It's that simple!
Yet, most companies don't have the right systems in place to make sure that their onboarding process is as effective as it could be. 👀
Do you have a good onboarding process? Do you know what your reps are being taught? Is it effective? Let us know in the comments!👇
#onboarding #wonderway #salesenablement #salestraining #techsales #sales #pipeline #remotework #salesreps #success
Employee turnover is a fact of life, and it can be very disruptive to the organization. When employee turnover happens, companies may have to deal with additional expenses that could have been avoided if they had just the right Onboarding program.
Companies will blame sales reps for not performing rather than taking accountability for not setting them up for success
Bowen Moody
But how can you fix this? What are the downsides of an employee leaving the company?
Well, let's take a look at some of these:
If you're looking for a way to reduce employee turnover and keep your team engaged with their work, here are some tips💡:
“Companies will blame sales reps for not performing rather than taking accountability for not setting them up for success”
A 40-hour week Onboarding program can cost you more than you think. Time is money and when you are training your new hires most of the time you have your top talent such as sales managers or product managers out of business. We recommend documenting the trainings by creating videos, PowerPoints, or even setting something up on a wiki where new hires can read on their own time. We believe that personal interaction is important, and training doesn’t necessarily need to be fully automated. However, having the material accessible for the new hires to be able to go back and review it if they forget it, will be more effective. Is also recommended to break up the training into small pieces of training instead of all-in-one.
A good way to do this is by giving assessments, or activities where they can show their knowledge and how much they understand the information.
It is common to see Onboarding programs jumping right away to product training, as it is very important to know the product you are selling, your sales reps must understand the personas, the ideal customer, and the companies/organizations that need the product that they are trying to sell. They need to understand the pains and the whys. Product training will make more sense when offering the solution for their needs.
After an intense week, sales reps are expected to perform and remember everything learned in their first week of training. This is not realistic. This can be scary for new sales reps, putting a lot of pressure and stress when there’s so much uncertainty, not knowing if they are doing it right, or have a way to see their progress.