The more organised you are to onboard your new sales recruit, the better start and smoother transition they’ll have, and with the best chance of long-term success.
For too many new employees lack of training and support makes what can already be an overwhelming time even more difficult.
And there’s no excuse for this. Online ideas and templates abound, which should provide a clear list of tasks and responsibilities for the onboarding process.
Here is a snippet to get you started.
Training
Provide details for the new hire’s training, including:
◼ Timeline for training and schedules for specific sessions
◼ Details on what each session/priority will entail
◼ Expectations from training, such as a final project, presentation, or pitch
Tech Set Up
Explain what technologies will be available to help in their role. If setup is required (i.e. connecting to the printer), provide instructions or name the individual/team who can provide instructions.
◼ Computer information
◼ Phone information
◼ Monitor information
◼ Printer information
Software and Operating Systems
Identify and link to the software required for the role. Provide setup instructions or resources, if necessary.
Internal Communications
Should this new hire be on any email aliases/distribution lists? Are there any channels for them to join on Slack? Is there a calendar or place where they should record holidays and time off? Outline those here.
People to Meet
Who should your new staff member connect with soon after starting? Provide the person’s name, role, and talking points to help make the 1:1 productive for both parties.
◼ Employee Name. Employee role. Employee description.
◼ Employee Name. Employee role. Employee description.
◼ Employee Name. Employee role. Employee description.
100 Day High-Level Goals
At a high level, what do you want this new hire to be able to do by the end of their first 100 days?
At the end of your first 100 days, you should be able to:
New staff are a considerable investment so protect that by demonstrating they’ve made the right decision to join your organisation. They’ll settle in faster, become productive more quickly, and enjoy the role more. All of which means they’ll stay longer. And that’s a win for everybody.