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Welcoming new sales hires into your team is a critical moment that sets the stage for their success and your company's growth. A well-structured sales onboarding plan ensures new hires feel prepared, confident, and ready to contribute to the team's goals. In fact, companies with a strong sales onboarding process improve new hire retention by 82% and productivity by over 70% (Source: Glassdoor). 

In this blog, we will provide a comprehensive guide on creating a successful sales onboarding plan. This guide will cover the essential components, best practices, and strategies to ensure your new sales team members hit the ground running. 

We'll explore the key elements of a sales onboarding plan, how to create an effective program, ways to measure its success, and best practices to overcome common challenges. By the end of this blog, you'll be equipped with the knowledge to design a robust onboarding plan that sets your sales team up for long-term success. 

What is sales onboarding? 

Sales onboarding is the process of integrating new sales hires into your organization and equipping them with the necessary knowledge, skills, and tools to perform their roles effectively. It goes beyond initial training and includes ongoing support to ensure new hires become productive members of the team. 

Effective onboarding is crucial for new sales hires as it sets the tone for their entire tenure with the company. According to SHRM, companies with a formal onboarding process experience 50% greater new hire productivity.

A structured onboarding plan helps new hires understand their roles, build confidence, and feel connected to the company's mission and values. 

A well-executed sales onboarding plan can significantly impact both performance and retention. Research by the Aberdeen Group shows that 62% of companies with a dedicated onboarding program see a faster time to productivity. Furthermore, organizations that invest in onboarding see a 54% increase in employee engagement, leading to higher retention rates. 

Benefits of an effective sales onboarding process 

A well-structured sales onboarding plan ensures that new hires gain a deep understanding of their responsibilities, leading to increased productivity, higher retention, and stronger engagement. Companies that prioritize an effective sales onboarding training plan experience several key benefits: 

Faster ramp-up time and improved productivity

An optimized onboarding process helps sales reps become productive more quickly, reducing the time it takes to contribute meaningfully. This efficiency enables companies to meet revenue goals more consistently. 

Higher percentage of reps achieving quota 

Providing reps with the right tools, resources, and real-time knowledge enhances their ability to meet and exceed sales targets. A well-designed sales onboarding training plan ensures they are prepared for success from day one. 

Lower turnover and better recruitment outcomes 

A positive onboarding experience leads to higher job satisfaction, reducing the likelihood of reps seeking opportunities elsewhere. This not only improves retention but also strengthens the company’s ability to attract top talent. 

Increased rep satisfaction and engagement 

When reps feel equipped with the necessary skills and knowledge, they are more confident, engaged, and committed to their roles—resulting in a more motivated and high-performing sales team. 

For onboarding to be truly effective, it should be engaging, easy to follow, and designed to reinforce learning in multiple ways. A dynamic and well-structured sales onboarding plan sets the foundation for long-term success, benefiting both individual reps and the organization as a whole. 

Example of effective sales onboarding program 

Take Xoxoday as an example. Following is the success stories for effective sales onboarding programs: 

1. Xoxoday: 

Xoxoday has developed a structured and effective onboarding program for new Sales Development Representatives (SDRs) that focuses on continuous learning, hands-on experience, and a supportive training environment. 

Key Elements: 

• Comprehensive Training Program: Once an SDR is hired, they gain access to XoxoAcademy, which provides a thorough introduction to the product. They are required to complete various courses and assignments to build their product knowledge. Upon completion, a senior member assesses their understanding of the product, and they also get a course completion certificate. 
• Guided Learning Path: To prepare SDRs for all types of meetings, they are given use case documents for assessment. They also benefit from structured learning and development (L&D) plans, which include continuous learning opportunities within XoxoAcademy. 
• Mentorship and Initial Support: SDRs receive initial mentorship and support to help them transition smoothly. This guidance builds confidence and readiness for customer interactions. Such interactions help the SDRs to feel more prepared and supported from the start. 
• Practical Experience: New SDRs are required to conduct a trial demo to demonstrate their grasp of the product. After receiving approval from their manager, they proceed to live demo calls, allowing them to apply their training in real-world situations. 

Xoxoday’s onboarding process fosters a supportive environment for SDRs, leading to faster onboarding, greater employee engagement, and improved performance. By investing in their new hires from the start, Xoxoday cultivates a knowledgeable and motivated sales team. 

Key components of a sales onboarding plan

The following are the key components of the sales onboarding plan: 

1. Pre-boarding: Setting expectations and preparing for day one 

Before the official start date, ensure that new hires have all the necessary information and materials. This includes sending welcome emails, providing access to necessary systems, and sharing an outline of the onboarding schedule.

According to a study by CareerBuilder, 36% of employers don't have a structured onboarding process, highlighting the importance of pre-boarding to set the right tone. 

2. Welcome and orientation: Introducing company culture and values 

The first few days should be dedicated to introducing new hires to the company culture, values, and mission. This helps them understand the bigger picture and how their role contributes to overall business goals. A study by BambooHR found that employees who have a positive onboarding experience are 18 times more likely to feel highly committed to their organization. 

3. Product training: deep dive into products/services 

Comprehensive product training is essential to ensure new sales reps have a thorough understanding of what they are selling. This should include product features, benefits, and unique selling points, as well as competitor analysis. 

4. Sales process training: Understanding the sales cycle and methodologies 

Training on the company's sales process, including lead generation, prospecting, qualifying, presenting, and closing, is crucial. This also includes familiarizing new hires with the sales methodologies and techniques your company employs. 

5. Tools and resources: Familiarization with CRM and sales tools 

New hires should be trained on the tools and resources they will use daily, such as CRM systems, sales automation tools, and communication platforms. Ensuring they are comfortable with these tools will help them manage their workflow efficiently. 

6. Role-specific training: Customizing training for different sales roles 

Each sales role might have specific requirements and responsibilities. Customizing training to address these nuances ensures that each team member is well-prepared for their specific role. 

For a sales onboarding training plan to be effective, it must align with performance expectations, integrate real-world activities, and be easily accessible within the workflow. Follow these steps to create a successful onboarding program: 

The mandatory sales onboarding checklist

Following is the mandatory sales onboarding checklist that you should mind: 

1. Measure baseline performance 

Before designing a sales onboarding plan, evaluate current performance metrics to establish a baseline. Consider: 

• How long does it take for new account executives (AEs) to meet their quota? 
• What is the conversion rate from Stage 1 to Stage 2 for new reps? 
• How long does it take for a business development representative (BDR) to schedule their first appointment? 
• How quickly does an AE close their first deal? 

Tracking these metrics will help measure the impact of your sales onboarding training plan on business performance. The more precise your baseline, the better you can adjust the program and demonstrate its effect on revenue growth. 

2. Define performance expectations 

Effective onboarding begins with clear, measurable performance goals. Ask yourself: 

• What tasks should a salesperson be able to perform on the job? 
• How will their progress be measured? 

If building from scratch, establish key milestones that define success. For instance: 

• A BDR should successfully schedule five qualified appointments within a set timeframe. 
• An AE should conduct eight demos, with at least four progressing to the next sales stage. 

Each milestone contributes to achieving revenue and activity quotas, setting a clear path to success. 

3. Establish a timeline 

Once you define expected outcomes, structure them into phases. Many companies adopt a 30-60-90-day framework, but this should be tailored to your business and sales cycle. 

For example, if your sales cycle is 30 days, divide onboarding into three 10-day phases, each leading to specific milestones. Ensure that new hires learn while engaging with real customers, integrating training with their daily tasks. 

Customizing timeframes ensures that new hires reach the right milestones within a schedule that aligns with your business needs. 

4. Identify activities for each milestone 

Determine the key activities required to reach each outcome. Since multiple steps often contribute to a milestone, break them down into actionable components. 

Collaborate with top performers and managers to outline these steps. Experienced reps can provide valuable insights and help champion the program once implemented. 

5. Organize activities in a logical sequence 

Some outcomes will have an obvious sequence, while others may require refining. Focus on structuring activities logically rather than presenting excessive information upfront. 

Some companies use documents like Word or Google Docs to map out activities, while others prefer spreadsheets for structured tracking. 

6. Identify essential knowledge for success 

Every activity requires a foundation of knowledge. For example, if BDRs need to schedule qualified appointments, they must understand: 

• Key buyer personas 
• Common pain points and motivations 
• Effective outreach techniques 

Ensure training materials provide the necessary context for new hires to execute tasks confidently. 

7. Assign performance checkpoints 

Each milestone should include a performance checkpoint to track progress and provide support if needed. These checkpoints may include: 

• Demo certification 
• Value messaging practice with feedback 
• Call listening and coaching sessions 
• Pipeline reviews 
• Role-playing exercises 

By regularly assessing progress, managers can ensure that new hires receive the guidance needed to succeed. 

8. Build your onboarding program 

With the foundational elements in place, begin constructing your sales onboarding plan. Consider each milestone as a content module and leverage existing resources where possible to avoid duplication. 

If time or resources are limited, prioritize developing the highest-impact components first, then expand gradually. 

Now that you know what you need to do, here is a template for you.  

Sales onboarding plan template 

Following is the only sales onboarding plan template you would need. 

Start before day one 

• Send a welcome email with start details, POC contact, schedule, and key resources. 
• Ensure a smooth transition with a structured sales onboarding plan. 

Week one 

• Introduce company values, culture, policies, and perks. 
• Outline expectations and provide an org chart. 
• Schedule meetings with the sales manager, team members, and a mentor. 
• Conduct a product demo and grant access to CRM and sales tools. 
• Have reps observe customer calls for insights. 
• Arrange CRM training (1) with an assessment. 
• Engage reps in exercises, discussions, and role-playing. 

Primeros 30 días 

• Provide product and service training + CRM training (2). 
• Require shadowing of sales peers in calls/meetings. 
• Explain buyer personas and the sales process. 
• Conduct negotiation and objection-handling practice. 
• Have reps listen to discovery calls and participate in mock calls. 
• Ensure reps refine their elevator pitch and submit it. 
• Have reps make independent sales calls and identify opportunities. 
• Schedule regular check-ins for competency assessment and support. 

After 30 days 

• Have sales leaders review reps’ calls and provide feedback. 
• Define long-term goals for career growth. 
• Continue regular check-ins for ongoing support. 
• Gather feedback to improve the sales onboarding plan template. 

A structured sales onboarding training plan accelerates success and career development. 

How to create an effective sales onboarding plan? 

Ways to create an effective sales onboarding plan: 

Step 1: Setting clear objectives and goals 

Define what success looks like for new hires during the onboarding process. Establish clear, measurable objectives and goals that align with both individual and company performance metrics.

According to the Society for Human Resource Management (SHRM), setting clear expectations from the start can improve new hire confidence and productivity. 

Step 2: Developing a structured timeline and milestones 

Create a detailed onboarding schedule that outlines each phase of the training process. This timeline should include key milestones such as completing product training, mastering the CRM, and achieving the first sales targets.

A structured approach helps new hires stay on track and ensures they are progressing as expected. 

Step 3: Assigning mentors and buddies for support 

Pairing new hires with experienced mentors or buddies can provide valuable support and guidance. These relationships help new team members acclimate faster, learn best practices, and feel more connected to the team.

Research by SAP SuccessFactors shows that new hires with mentors are more likely to stay with the company longer. 

Step 4: Incorporating hands-on practice and role-playing 

Practical training through hands-on exercises and role-playing scenarios is essential for developing sales skills. This allows new hires to practice real-life situations, receive feedback, and build confidence in their abilities. 

Step 5: Continuous learning and development: workshops, webinars, and e-learning 

Sales onboarding shouldn't stop after the initial training period. Continuous learning opportunities, such as workshops, webinars, and e-learning modules, ensure that sales reps stay updated on industry trends and refine their skills. Continuous development programs have been shown to boost long-term productivity and engagement. 

How to measure the success of your sales onboarding plan? 

Ways to measuring the success of your sales onboarding plan: 

1. Key metrics to track time to first sale, ramp-up time, retention rates 

• Time to First Sale: Measure how long it takes for new hires to make their first sale. A shorter time to first sale indicates effective onboarding. 
• Ramp-up Time: Track the time it takes for new hires to reach full productivity. Industry benchmarks can help assess if your onboarding process is efficient. 
• Retention Rates: Monitor the retention rates of new hires. High retention rates often reflect a positive onboarding experience. 

2. Gathering feedback from new hires and managers 

Regularly collect feedback from both new hires and their managers to identify strengths and areas for improvement in the onboarding process. This can be done through surveys, interviews, or informal check-ins. According to Gallup, organizations that act on employee feedback see a 21% increase in profitability. 

3. Regularly updating and improving the onboarding plan 

Continuously refine the onboarding plan based on feedback and performance metrics. Stay updated with industry best practices and incorporate new training methods and tools. An adaptive onboarding process ensures it remains relevant and effective over time. 

Best practices for sales onboarding 

4 Best practices for sales onboarding: 

1. Personalizing the onboarding experience 

Tailor the onboarding process to address the unique needs and backgrounds of new hires. Personalized onboarding can include customized training materials, role-specific content, and individual learning paths. Personalized experiences can increase engagement and make new hires feel valued. 

2. Encouraging collaboration and team building 

Facilitate opportunities for new hires to collaborate with their peers and build relationships within the team. Team-building activities, group projects, and social events can help new hires feel integrated and part of the team. A cohesive team can lead to better communication and higher performance. 

3. Providing regular check-ins and performance reviews 

Schedule regular check-ins and performance reviews during the onboarding period. These touchpoints allow managers to provide constructive feedback, address concerns, and offer support.

According to a study by Forbes, 89% of HR leaders agree that ongoing peer feedback and check-ins are key to employee development and satisfaction.  

4. Offering incentives and recognition for milestones achieved 

Recognize and reward new hires for reaching key milestones during their onboarding. Incentives such as bonuses, certificates, or public recognition can motivate new hires to achieve their goals and feel appreciated. Recognition can boost morale and encourage a positive attitude toward the onboarding process. 

Common challenges in sales onboarding and how to overcome them 

The common challenges in sales onboarding and how to overcome them: 

1. Dealing with information overload 

• Challenge: New hires often face a flood of information, which can be overwhelming and counterproductive. 
• Solution: Break down the onboarding content into manageable chunks and prioritize the most critical information first. Use a variety of training formats such as videos, interactive modules, and hands-on activities to keep the content engaging and easier to digest. 

2. Ensuring consistency in training 

• Challenge: Inconsistent training can lead to gaps in knowledge and skills among new hires. 
• Solution: Develop a standardized onboarding curriculum and materials that ensure all new hires receive the same information. Use a mix of in-person and online training to maintain consistency while allowing flexibility. 

3. Addressing different learning styles 

• Challenge: New hires have diverse learning preferences, making it difficult to create a one-size-fits-all onboarding program. 
• Solution: Incorporate various training methods, including visual, auditory, and kinesthetic approaches. Offer self-paced e-learning modules alongside live training sessions to cater to different learning styles. 

4. Keeping new hires engaged and motivated 

• Challenge: Maintaining engagement and motivation throughout the onboarding process can be challenging, especially for remote or hybrid teams. 
• Solution: Make the onboarding process interactive and engaging by including gamification elements, quizzes, and real-life scenarios. Regularly check in with new hires to provide support and keep them motivated. Virtual team-building activities can also help remote employees feel connected. 

Conclusión 

A well-executed sales onboarding plan is more than just a series of checkboxes—it’s a strategic investment in your team’s future success. By equipping new hires with the knowledge, skills, and confidence they need from day one, you set the stage for a more productive and engaged workforce. Companies that prioritize effective onboarding not only see faster ramp-up times and improved performance but also enjoy higher retention rates and stronger team morale. 

As you refine your sales onboarding process, remember to stay flexible and open to feedback. Continuously evolve your program to meet the changing needs of your team and the marketplace. Celebrate the milestones and successes along the way and never underestimate the power of a supportive and well-structured onboarding experience. 

Ultimately, your goal is to create an environment where new sales reps feel welcomed, valued, and ready to contribute to your company’s success. By following the best practices and strategies outlined in this guide, you’ll be well on your way to building a top-performing sales team that drives growth and achieves remarkable results. 

Discover how our innovative solutions can help you build a top-performing sales team. Book a demo and start driving growth and achieving remarkable results with your new sales reps. 

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