{"id":9595,"date":"2017-01-23T06:20:27","date_gmt":"2017-01-23T06:20:27","guid":{"rendered":"https:\/\/www.process.st\/templates\/salesperson-onboarding-checklist-for-startups-2\/"},"modified":"2024-02-28T20:49:48","modified_gmt":"2024-02-28T20:49:48","slug":"salesperson-onboarding-checklist-for-startups-2","status":"publish","type":"post","link":"https:\/\/www.process.st\/templates\/salesperson-onboarding-checklist-for-startups-2\/","title":{"rendered":"Salesperson Onboarding Checklist for Startups"},"content":{"rendered":"<section id=\"using-a-salesperson-onboarding-checklist\">\n<h2> Using a salesperson onboarding checklist <\/h2>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/lB3bj-gSzymNh_gmInhKYQ.png\" alt=\"Using a salesperson onboarding checklist\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/lB3bj-gSzymNh_gmInhKYQ.png\" \/> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Since the average cost of recruiting, hiring, and training an employee is typically&nbsp;<a href=\"http:\/\/www.entrepreneur.com\/article\/220310\" rel=\"nofollow noopener\" target=\"_blank\">200% of an employee\u2019s annual salary<\/a>, you want to make sure they actually stick around.<\/p>\n<p>According to <a href=\"http:\/\/blog.hubspot.com\/sales\/proven-strategies-for-reducing-sales-rep-turnover\" rel=\"nofollow noopener\" target=\"_blank\">HubSpot<\/a>,&nbsp;in an&nbsp;<a href=\"http:\/\/www.businessnewsdaily.com\/2563-employee-retention-practices.html\" rel=\"nofollow noopener\" target=\"_blank\">Allied Workforce Mobility Survey<\/a>&nbsp;it was revealed that&nbsp;only 66% of companies train their new employees.<\/p>\n<p>On average, the cost of onboarding a new hire is just $67. Compare this to the cost of recruiting, hiring and training a sales employee (over $100,000), and you've got a clear, logical reason to use a proper salesperson onboarding process.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"employee-handbook\">\n<h2> Employee Handbook: <\/h2>\n<\/section>\n<section id=\"record-employee-details\">\n<h2> Record employee details <\/h2>\n<div class=\"text-content\">\n<p>The first step in the salesperson onboarding checklist for startups is to <strong>record the details of the new employee<\/strong>. Use the<strong> form fields<\/strong> below to record their <strong>name, date of hire, contact details<\/strong> and any <strong>extra information<\/strong> you may choose to include.<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Employee Name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled=\"disabled\" class=\"form-control\" \/>\n  <\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Date of Hire <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Contact Details <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Extra Information <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"formulate-desired-outcome\">\n<h2> Formulate desired outcome <\/h2>\n<div class=\"text-content\">\n<p>Once a suitable <strong>candidate has been selected<\/strong>, onboarding (introduction to responsibilities, culture, tools, environment and colleagues) starts.<\/p>\n<p>To know when the onboarding process is over, you first have to formulate <strong>ideas<\/strong> of what it will involve and the <strong>goals<\/strong> you're aiming to meet. <strong>Record a copy<\/strong> of these goals with the<strong> form field<\/strong> below.<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Desired Outcomes <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>For example, you may <strong>consider the following sub-checklist<\/strong>:<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Familiarity with company purpose\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Understanding of company beliefs\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Induction into company culture\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       4\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Explanation of customer base\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       5\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Familiarization with products\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       6\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Understanding of the competition\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       7\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Training to use all required tools\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       8\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Orientation into your sales process\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       9\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Explanation of how your keep clients on\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<div class=\"text-content\">\n<p>Consider all of these points and, based on the new hire's past experience, ask yourself '<strong>how reasonable is it<\/strong> that they complete these goals within X weeks?' This 'reasonableness test' will be <strong>different for each candidate<\/strong> and should give you an idea of how long you're going to be working on onboarding them.<\/p>\n<p>(Source:&nbsp;<a href=\"http:\/\/www.forentrepreneurs.com\/onboarding\/\" rel=\"nofollow noopener\" target=\"_blank\">forentrepreneurs.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"explain-your-mission-statement\">\n<h2> Explain your mission statement <\/h2>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/g6AeiVgb2C4Fm_VeCWtJOQ.jpg\" alt=\"Explain your mission statement\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/g6AeiVgb2C4Fm_VeCWtJOQ.jpg\" \/> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>If your firm hasn't decided on a <strong>mission statement<\/strong>, <a href=\"http:\/\/www.forbes.com\/sites\/patrickhull\/2013\/01\/10\/answer-4-questions-to-get-a-great-mission-statement\/\" rel=\"nofollow noopener\" target=\"_blank\">follow this guide<\/a> to ensure you separate your good ideas from the bad ones.&nbsp;<\/p>\n<p>If you have one already, <strong>provide&nbsp;a copy to your new employee<\/strong>. This could be in the handbook, or in the slideshow of the orientation session.<\/p>\n<p>(Source:&nbsp;<a href=\"http:\/\/www.forbes.com\/sites\/patrickhull\/2013\/01\/10\/answer-4-questions-to-get-a-great-mission-statement\/\" rel=\"nofollow noopener\" target=\"_blank\">forbes.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"explain-company-goals\">\n<h2> Explain company goals <\/h2>\n<div class=\"text-content\">\n<p><strong>Explain your company's goals<\/strong>&nbsp;in as few words as possible in your handbook, using these <a href=\"http:\/\/www.forbes.com\/sites\/kauffman\/2013\/04\/24\/i-have-no-idea-what-your-company-does-five-steps-to-clearly-explain-your-startup-idea\/\" rel=\"nofollow noopener\" target=\"_blank\">recommendations<\/a>:<\/p>\n<ol>\n<li>Your explanation should not be more than a <strong>few sentences<\/strong>.<\/li>\n<li>Explain<strong> the problem<\/strong> your potential customers are experiencing.<\/li>\n<li>Explain<strong> how you solve the problem<\/strong> you\u2019ve outlined.<\/li>\n<li>What is the <strong>end result<\/strong> of your service or product? Does it save money, make their life easier or give them new opportunities?<\/li>\n<li>If&nbsp;possible, make your explanation <strong>relate to the person<\/strong> you are speaking to. Has the problem you are solving affected them? Do they know anyone with this problem? The more interactive you can make your pitch, the higher the chances that your audience will be receptive to it.<\/li>\n<\/ol>\n<p>You might also want to explain in more depth, later down the line or in a group session, about your <strong>company history<\/strong>.<\/p>\n<p>(Source: <a href=\"http:\/\/www.forbes.com\/sites\/kauffman\/2013\/04\/24\/i-have-no-idea-what-your-company-does-five-steps-to-clearly-explain-your-startup-idea\/\" rel=\"nofollow noopener\" target=\"_blank\">forbes.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"explain-company-culture\">\n<h2> Explain company culture <\/h2>\n<div class=\"text-content\">\n<p>Next up, in the employee handbook you must <strong>explain company culture<\/strong>.<\/p>\n<p>Company culture is not just about relationships outside of work or&nbsp;office parties, it is mostly to do with <strong>how employees interact&nbsp;in&nbsp;the workplace<\/strong>, during work hours.&nbsp;<\/p>\n<p><em>\u201cCulture guides discretionary behavior and it picks up where the employee handbook leaves off. Culture tells us how to <strong>respond to an unprecedented service request<\/strong>. It tells us whether to risk telling our bosses about our new ideas, and whether to surface or hide problems. Employees make hundreds of decisions on their own every day, and <strong>culture is our guide<\/strong>. Culture tells us <strong>what to do when the CEO isn\u2019t in the room<\/strong>, which is of course most of the time.\u201d&nbsp;<\/em><\/p>\n<p>Culture includes:<\/p>\n<ul>\n<li>How employees <strong>feel<\/strong> about their boss and each other<\/li>\n<li>How employees <strong>interact<\/strong> with each other<\/li>\n<li>Amount and quality of <strong>communication<\/strong><\/li>\n<li>Willingness of employees to <strong>help each other<\/strong>, even though it's 'not in their job description'<\/li>\n<li>Workspace&nbsp;innovation, e.g. <strong>communal areas, outdoor areas<\/strong><\/li>\n<li>Work <strong>retreats<\/strong>, group <strong>activities<\/strong> and <strong>holidays<\/strong><\/li>\n<\/ul>\n<p>To ensure the best results, refer to this&nbsp;<a href=\"http:\/\/amazingworkplace.com\/27-building-and-managing-remote-teams\/\" rel=\"nofollow noopener\" target=\"_blank\">Amazing Workplace interview<\/a>&nbsp;for guidance.<\/p>\n<p>(Sources:&nbsp;<a href=\"https:\/\/blog.kissmetrics.com\/great-company-culture\/\" rel=\"nofollow noopener\" target=\"_blank\">kissmetrics.com<\/a> &amp;&nbsp;<a href=\"http:\/\/amazingworkplace.com\/27-building-and-managing-remote-teams\/\" rel=\"nofollow noopener\" target=\"_blank\">amazingworkplace.com<\/a>)<\/p>\n<\/p><\/div>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/j6QcSlH-YSYI1LkYJYNHng.png\" alt=\"Explain company culture\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/j6QcSlH-YSYI1LkYJYNHng.png\" \/> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<\/section>\n<section id=\"explain-who-you-customers-are-and-why-they-buy-from-you\">\n<h2> Explain who you customers are and why they buy from you <\/h2>\n<div class=\"text-content\">\n<p>Do you have a <strong>portrait of your ideal customer<\/strong>&nbsp;or various customer personas? Explaining this will help your new sales hire understand how to sell to the right people effectively.<\/p>\n<p>If you don't have a customer profile refer to these <a href=\"http:\/\/blog.thewholebraingroup.com\/steps-to-creating-an-ideal-customer-profile\" rel=\"nofollow noopener\" target=\"_blank\">five steps<\/a> in creating an ideal customer profile. It will <strong>help your employees<\/strong> when dealing with customers and will ensure your company is using the right target material to <strong>promote your business<\/strong>.<\/p>\n<p>(Source:&nbsp;<a href=\"http:\/\/blog.thewholebraingroup.com\/steps-to-creating-an-ideal-customer-profile\" rel=\"nofollow noopener\" target=\"_blank\">thewholebraingroup.com<\/a>)<\/p>\n<\/p><\/div>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/tNfN2RTydGe5ISMq2D5IVQ.png\" alt=\"Explain who you customers are and why they buy from you\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/tNfN2RTydGe5ISMq2D5IVQ.png\" \/> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<\/section>\n<section id=\"explain-what-they-buy-and-why\">\n<h2> Explain what they buy and why <\/h2>\n<div class=\"text-content\">\n<p>Next, you need to make sure that the handbook <strong>explains what customers buy and why<\/strong>.<\/p>\n<ul>\n<li>Do different customer personas buy certain packages or price points?<\/li>\n<li>What do they use it for?<\/li>\n<\/ul>\n<p>Answering these questions <strong>helps your new sales hire<\/strong> understand more about your customers and your products.<\/p>\n<p>(Source: <a href=\"http:\/\/www.forentrepreneurs.com\/onboarding\/\" rel=\"nofollow noopener\" target=\"_blank\">forentrepreneurs.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"know-the-competition\">\n<h2> Know the competition <\/h2>\n<div class=\"text-content\">\n<p>A fully informed salesperson should know exactly <strong>what they're up against<\/strong>, and so this is what you must confer through the handbook.<\/p>\n<ul>\n<li>Is there a competitor selling a similar product?<\/li>\n<li>How does it differ from yours?<\/li>\n<li>Do you often lose customers to them for a specific reason?<\/li>\n<\/ul>\n<p>Warn the new hires about what they might be losing sales to so they can <strong>work out the best strategy<\/strong> to combat it.<\/p>\n<p>(Source: <a href=\"http:\/\/www.forentrepreneurs.com\/onboarding\/\" rel=\"nofollow noopener\" target=\"_blank\">forentrepreneurs.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"hold-orientation-with-the-required-tools\">\n<h2> Hold orientation with the required tools <\/h2>\n<div class=\"text-content\">\n<p>If your new hire is familiar with your CRM, communication system, pipeline software, or even telephone extension system, make sure to provide <strong>as much or little training<\/strong> as they feel they need.<\/p>\n<p><strong>Assess them on it<\/strong>&nbsp;at the end of this checklist.&nbsp;<\/p>\n<p>(Source: <a href=\"http:\/\/www.forentrepreneurs.com\/onboarding\/\" rel=\"nofollow noopener\" target=\"_blank\">forentrepreneurs.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"teach-about-finding-and-selling-to-prospects\">\n<h2> Teach about finding and selling to prospects <\/h2>\n<div class=\"image-content\">\n<figure>\n   <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/vHl57FJXMY_jG7ZaIeFMEw.jpg\" alt=\"Teach about finding and selling to prospects\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/vHl57FJXMY_jG7ZaIeFMEw.jpg\" \/> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Whether they will be actively involved in <a href=\"https:\/\/www.process.st\/2015\/06\/how-to-generate-leads\/\" rel=\"nofollow noopener\" target=\"_blank\">lead generation<\/a> or not, it is necessary to tell new hires what kinds of background their prospects are coming from. Whether you're selling to HR managers, social media marketers&nbsp;or mothers, the approach will be <strong>different in every case<\/strong>.<\/p>\n<p>If you're looking to <strong>optimize the process<\/strong>, check out these <a href=\"http:\/\/www.intouchcrm.com\/how-to-find-prospects-for-your-business\/#.VgEX2N-qqkq\" rel=\"nofollow noopener\" target=\"_blank\">10 actionable tips<\/a> on finding prospects for your new business.<\/p>\n<p>(Sources:&nbsp;<a href=\"https:\/\/www.process.st\/2015\/06\/how-to-generate-leads\/\" rel=\"nofollow noopener\" target=\"_blank\">process.st<\/a> &amp;&nbsp;<a href=\"http:\/\/www.intouchcrm.com\/how-to-find-prospects-for-your-business\/#.VgEX2N-qqkq\" rel=\"nofollow noopener\" target=\"_blank\">intouchcrm.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"supply-1015-common-questions\">\n<h2> Supply 10-15 common questions <\/h2>\n<div class=\"text-content\">\n<p>In your employee handbook you need to be preparing the salesperson for the kinds of questions they will encounter from real customers. As such, you need to include some of the more common questions which are asked.<\/p>\n<p>To make sure that the new hire is fully aware of what will likely be asked of them, <strong><\/strong>be sure to&nbsp;<strong>include<\/strong><strong>&nbsp;10-15<\/strong> of the <strong>most common questions<\/strong> which <strong>your customers ask<\/strong>.<\/p>\n<p>For more information, check out <a href=\"http:\/\/blog.close.io\/how-to-onboard-new-sales-hires\" target=\"_blank\" rel=\"nofollow noopener\">Close.io's post<\/a> on salesperson onboarding.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"include-1012-common-objections\">\n<h2> Include 10-12 common objections <\/h2>\n<div class=\"text-content\">\n<p>Much like with the common questions, your customers will likely have common objections which the salesperson needs to be prepared for. As such, <strong>note 10-15<\/strong> of the <strong>most common customer objections<\/strong> (eg: &quot;I don't have time to talk to you&quot;) in the <strong>form field<\/strong> below.<\/p>\n<p>For more information, check out <a href=\"http:\/\/blog.close.io\/how-to-onboard-new-sales-hires\" target=\"_blank\" rel=\"nofollow noopener\">Close.io's post<\/a> on salesperson onboarding.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"supply-responses-for-each-question-and-objection\">\n<h2> Supply responses for each question and objection <\/h2>\n<div class=\"text-content\">\n<p>Now that you have your questions and objections, you need to <strong>supply<\/strong> the <strong>correct responses<\/strong> so that the hire can learn them by heart.&nbsp;The responses to everything should be included along with the questions and objections, potentially with a short descrtiption&nbsp;of why those answers are correct too.<\/p>\n<p>For more information, check out <a href=\"http:\/\/blog.close.io\/how-to-onboard-new-sales-hires\" target=\"_blank\" rel=\"nofollow noopener\">Close.io's post<\/a> on salesperson onboarding.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"keep-your-customers-over-time\">\n<h2> Keep your customers over time <\/h2>\n<div class=\"text-content\">\n<p>Churn, or cancellation rate, is one of the biggest plagues of businesses. Teaching your sales people <strong>how to form solid relationships with customers<\/strong> is one effective way to stop the process before it even starts.&nbsp;<\/p>\n<p>If you have a company-specific way to <strong>keep customers on board<\/strong>, ensure you fully explain it to new hires. If you need tips, check <a href=\"http:\/\/grow.kissmetrics.com\/guide-to-churn\" rel=\"nofollow noopener\" target=\"_blank\">this great article<\/a> by <a href=\"https:\/\/twitter.com\/zachcb1?lang=en\" rel=\"nofollow noopener\" target=\"_blank\">Zach Bulygo<\/a>, and <a href=\"http:\/\/labs.openviewpartners.com\/saas-reduce-churn-rate-renewal-sales-reps\/\" rel=\"nofollow noopener\" target=\"_blank\">this post<\/a> by <a href=\"https:\/\/twitter.com\/jasonlk\" rel=\"nofollow noopener\" target=\"_blank\">Jason Lemkin<\/a> on SaaS-specific problems.<\/p>\n<p>(Sources: <a href=\"http:\/\/grow.kissmetrics.com\/guide-to-churn\" rel=\"nofollow noopener\" target=\"_blank\">kissmetrics.com<\/a>&nbsp;&amp;&nbsp;<a href=\"http:\/\/labs.openviewpartners.com\/saas-reduce-churn-rate-renewal-sales-reps\/\" rel=\"nofollow noopener\" target=\"_blank\">openviewpartners.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"before-the-first-day\">\n<h2> Before the first day: <\/h2>\n<\/section>\n<section id=\"send-a-welcome-letter\">\n<h2> Send a welcome letter <\/h2>\n<div class=\"text-content\">\n<p>The first stage of preparation for the employee's first day is to <strong>send them a welcome letter<\/strong>. This will usually take the form of an email, such as the <strong>sample email<\/strong> below. Remember to <strong>include<\/strong> <strong>a<\/strong> <strong>copy<\/strong> of the <strong>employee handbook<\/strong>!<\/p>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>(Source: <a href=\"http:\/\/canuwrite.com\/letter_newemployee.php\" rel=\"nofollow noopener\" target=\"_blank\">canuwrite.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"provide-a-full-job-description\">\n<h2> Provide a full job description <\/h2>\n<div class=\"text-content\">\n<p>Remind them of the <strong>full description<\/strong> on the job site they applied through.&nbsp;Alternatively, you can&nbsp;provide them with a new, <strong>more in-depth version<\/strong> with a full list of responsibilities.<\/p>\n<p><a href=\"http:\/\/hiring.monster.com\/hr\/hr-best-practices\/recruiting-hiring-advice\/job-descriptions\/sales-representative-job-description-sample.aspx\" rel=\"nofollow noopener\" target=\"_blank\">Click here for a great example job description<\/a><\/p>\n<p>(Source: <a href=\"http:\/\/hiring.monster.com\" rel=\"nofollow noopener\" target=\"_blank\">hiring.monster.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"send-performance-goals\">\n<h2> Send performance goals <\/h2>\n<div class=\"text-content\">\n<p>Provide the new hire with your <strong>performance statistics<\/strong>, strategy for the future, and <strong>be clear <\/strong>about what they are expected to do to help you <strong>meet those goals<\/strong>.<\/p>\n<p>To manage their workflow easily, create a <a href=\"http:\/\/trello.com\" rel=\"nofollow noopener\" target=\"_blank\">Trello<\/a> board and add tasks as cards.<\/p>\n<\/p><\/div>\n<div class=\"video-content\">\n<div class=\"iframe-container\">\n   <iframe src=\"https:\/\/www.youtube.com\/embed\/fe5ei52usQ8?modestbranding=1&amp;showinfo=0\" frameborder=\"0\" allowfullscreen=\"true\"> <\/iframe>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"test-them-on-the-handbook-material\">\n<h2> Test them on the handbook material <\/h2>\n<div class=\"text-content\">\n<p>Once they've had a chance to study the <strong>handbook<\/strong> and learn the common questions and objections your customers will say to them, you need to <strong>test<\/strong> that the answers have sunk in.<\/p>\n<p><strong>Give them<\/strong> <strong>a<\/strong> <strong>call<\/strong> and make sure that their responses are up to snuff; do so by combining a <strong>random selection<\/strong> of the <strong>questions<\/strong> and <strong>objections<\/strong> you previously supplied.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"ensure-that-they-test-out-the-product\">\n<h2> Ensure that they test out the product <\/h2>\n<div class=\"text-content\">\n<p>Trying to sell a product which you're not familiar with is a huge handicap, so you must now <strong>ensure<\/strong> that your <strong>employee tests out<\/strong> your <strong>product<\/strong> themselves thoroughly. The main aim here is to ensure that the value of your product is abundantly clear.<\/p>\n<p>Make them go through your <strong>onboarding flow,<\/strong> give them <strong>tasks to carry out<\/strong> which take advantage of your best features, listen to what <strong>feedback<\/strong> they have to give; whatever you do, just make sure that they thoroughly understand the product they will be tasked with selling.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"make-them-read-support-conversations\">\n<h2> Make them read support conversations <\/h2>\n<div class=\"text-content\">\n<p>Once the salesperson is familiar with your product through testing, you should <strong>introduce them to your customer base<\/strong> by getting them to <strong>read<\/strong> (or even interact with) your <strong>support conversations<\/strong>.<\/p>\n<p>This is a fantastic way to show both the breadth of questions and objections they will later be faced with, but also give them a sense of the background and desires of your customers first hand.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"schedule-any-required-extra-training\">\n<h2> Schedule any required extra training <\/h2>\n<div class=\"text-content\">\n<p>For any hires who need extra training using your CRM, or more help with sales techniques, schedule a <strong>1-on-1 meeting<\/strong>&nbsp;using&nbsp;<a href=\"https:\/\/www.process.st\/2014\/05\/how-to-manage-small-business-calendars-in-the-cloud\/\" rel=\"nofollow noopener\" target=\"_blank\">Google Calendar<\/a> and <strong>share the event<\/strong> with them over email. <strong>Record the date and time<\/strong> of this meeting with the<strong> form field<\/strong> below.<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Extra Training Meeting <\/label> <\/p>\n<div class=\"date-container\">\n    <button type=\"button\" disabled=\"disabled\" class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>See <a href=\"http:\/\/www.itworld.com\/article\/2699495\/consumerization\/quickly-share-google-calendar-events-by-adding-the-person-s-email-address.html\" rel=\"nofollow noopener\" target=\"_blank\">this article from ITWorld<\/a> for&nbsp;more details.<\/p>\n<p>(Source: <a href=\"http:\/\/www.forentrepreneurs.com\/\" rel=\"nofollow noopener\" target=\"_blank\">forentreprenuers.com<\/a> &amp; <a href=\"http:\/\/itworld.com\" rel=\"nofollow noopener\" target=\"_blank\">itworld.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"assign-a-staff-member-as-buddy\">\n<h2> Assign a staff member as buddy <\/h2>\n<div class=\"text-content\">\n<p><strong>Assign<\/strong> your new hire an<strong> experienced buddy<\/strong> they can <strong>come to with any concerns<\/strong>, after or during the onboarding process.<strong> Record the name of their &quot;mentor&quot;<\/strong> in the<strong> form field<\/strong> below.<\/p>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> Employee Mentor <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled=\"disabled\" class=\"form-control\" \/>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p><strong>More experienced sales reps<\/strong> are a great asset for <strong>helping with new employee onboarding<\/strong>&nbsp;because they've been through the process themselves and know the ins and outs of your company.<\/p>\n<p>Remember that <strong>any mentor should<\/strong> <strong>not be telling the hire how to do their sales<\/strong>. Instead, the new hire should be shown the issues they will face and be allowed to think creatively about how they will go about solving them.<\/p>\n<p>Get them to<strong> listen in on sales meetings<\/strong>, then <strong>ask questions<\/strong> on how they thought it went.<\/p>\n<p>(Source: <a href=\"https:\/\/welcome.mit.edu\/managers\/tools\/buddy-tips\" rel=\"nofollow noopener\" target=\"_blank\">mit.edu<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"first-day\">\n<h2> First day: <\/h2>\n<\/section>\n<section id=\"tour-of-the-facilities\">\n<h2> Tour of the facilities <\/h2>\n<div class=\"text-content\">\n<p>The next step in the salesperson onboarding checklist for startups is to <strong>give the new hire a tour<\/strong> of the facilities <strong>on their first day<\/strong>.<\/p>\n<p>If you are situated in an office, it's <strong>useful and exciting<\/strong> for new hires to be <strong>shown the area<\/strong>, the different departments, the break room, where to get food and drink, etc.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"take-them-out-to-lunch\">\n<h2> Take them out to lunch <\/h2>\n<div class=\"text-content\">\n<p>In small companies, the <strong>personal touch goes a long way<\/strong> towards making new hires feel <strong>welcome and confident<\/strong>, especially in a people-based job like sales.<\/p>\n<p>The small investment of <strong>taking them out to lunch<\/strong> on their first day and getting to know them (by not talking about business!) is well worth making.<\/p>\n<p>(Source: <a href=\"http:\/\/www.forentrepreneurs.com\/\" rel=\"nofollow noopener\" target=\"_blank\">forentrepreneurs.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"have-an-endofday-meeting\">\n<h2> Have an end-of-day meeting <\/h2>\n<div class=\"text-content\">\n<p>An <strong>end-of-first-day meeting<\/strong> is a great time to <strong>catch any issues or concerns<\/strong> from the first day at work. <strong>Note any issues<\/strong> they have in the <strong>form field<\/strong> below<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\">\n   <label> First Day Issues <\/label><br \/>\n   <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled=\"disabled\" class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Remember to <strong>track&nbsp;if there has been any improvement<\/strong> during your daily meetings over the course of their <strong>first week<\/strong>.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"following-six-weeks\">\n<h2> Following six weeks: <\/h2>\n<\/section>\n<section id=\"meet-with-them-regularly-during-the-first-week\">\n<h2> Meet with them regularly during the first week <\/h2>\n<div class=\"text-content\">\n<p>Most easily-dealt-with problems, like <strong>issues<\/strong> with software, will arise over the course of the f<strong>irst week<\/strong> and<strong> can be resolved quickly<\/strong>. Hence, you need to <strong>keep meeting with them regularly<\/strong> during this time.<\/p>\n<p>This <strong>extra care and attention<\/strong> will go a long way in building trust between you and your new employee and make them feel as if <strong>they can talk to you<\/strong> about anything concerning them in the future.&nbsp;<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"engage-in-roleplay-until-they-are-ready-for-live-calls\">\n<h2> Engage in roleplay until they are ready for live calls <\/h2>\n<div class=\"text-content\">\n<p>Even if your new hire performed amazingly well with memorizing the handbook and fielding answers to the calls they have listened in on with their mentor, they <strong>need to be put through their paces<\/strong> thoroughly before you can let them loose on your customers.<\/p>\n<p><strong>Take on the role of a prospect<\/strong> and<strong> make the sales hire practice on you<\/strong>. Make them give <strong>presentations<\/strong> and <strong>demos,<\/strong> write <strong>cold emails,<\/strong> have <strong>live phone calls<\/strong> with you.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"schedule-weekly-1on1-meetings\">\n<h2> Schedule weekly 1-on-1 meetings <\/h2>\n<div class=\"text-content\">\n<p>As time goes on, you won't need to check up on <strong>how your new employee is doing<\/strong> so regularly. Limiting correspondence to <strong>weekly meetings<\/strong> means that the most important issues of the week can be ironed out on the spot.<\/p>\n<p>It's best not to schedule a meeting like this on Friday, so <strong>action can be taken<\/strong> straight afterwards. Also, ensure that you do not overload them with feedback - <strong>focus<\/strong> <strong>on a few key areas of improvement at a time<\/strong>, as this will not only make it clear what they have to focus on before the next meeting, but they also avoid walking away with their confidence in tatters.<\/p>\n<p>(Source:&nbsp;<a href=\"http:\/\/www.inc.com\/veer-gidwaney\/how-to-hold-a-weekly-team-meeting-without-wasting-people-s-time.html\" rel=\"nofollow noopener\" target=\"_blank\">inc.com<\/a>)<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"break-them-in-slowly\">\n<h2> Break them in slowly <\/h2>\n<div class=\"text-content\">\n<p>Once the hire is ready for live customers, <strong>start off<\/strong> by <strong>giving<\/strong> them <strong>old leads<\/strong> to contact, or at most <strong>small inbound leads<\/strong>. Essentially, only give them a task with a real customer if it's <strong>okay for them to mess up<\/strong>, and ensure that you're always listening in.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"assess-the-outcome\">\n<h2> Assess the outcome <\/h2>\n<div class=\"text-content\">\n<p>Decide <strong>whether the employee needs more orientation<\/strong> or is good to go by looking at the following aspects and comparing them to your expectations:<\/p>\n<ul>\n<li>Project completion<\/li>\n<li>Testing<\/li>\n<li>Practice certifications<\/li>\n<li>On the job evaluation<\/li>\n<\/ul>\n<p>Bring in their assigned buddy for the assessment to help you <strong>clear up anything<\/strong> you're not sure about.<\/p>\n<p>Assessing the outcome of this process will help you to refine your salesperson onboarding in the future.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"sources\">\n<h2> Sources: <\/h2>\n<div class=\"text-content\">\n<p><a href=\"https:\/\/twitter.com\/victoriahyoung\" rel=\"nofollow noopener\" target=\"_blank\">Victoria Young<\/a>&nbsp;-&nbsp;<a href=\"http:\/\/blog.hubspot.com\/sales\/proven-strategies-for-reducing-sales-rep-turnover\" rel=\"nofollow noopener\" target=\"_blank\">Proven Strategies for Reducing Sales Rep Turnover<\/a><\/p>\n<p><a href=\"http:\/\/www.forbes.com\/sites\/patrickhull\/\" rel=\"nofollow noopener\" target=\"_blank\">Patrick Hull<\/a> -&nbsp;<a href=\"http:\/\/www.forbes.com\/sites\/patrickhull\/2013\/01\/10\/answer-4-questions-to-get-a-great-mission-statement\/\" rel=\"nofollow noopener\" target=\"_blank\">Answer 4 Questions to Get a Great Mission Statement<\/a><\/p>\n<p><a href=\"https:\/\/twitter.com\/bostonvc\" rel=\"nofollow noopener\" target=\"_blank\">David Skok<\/a> - <a href=\"http:\/\/www.forentrepreneurs.com\/onboarding\/\" rel=\"nofollow noopener\" target=\"_blank\">Sales and Employee Onboarding Best Practices<\/a><\/p>\n<p>Kauffman Foundation -&nbsp;<a href=\"http:\/\/www.forbes.com\/sites\/kauffman\/2013\/04\/24\/i-have-no-idea-what-your-company-does-five-steps-to-clearly-explain-your-startup-idea\/\" rel=\"nofollow noopener\" target=\"_blank\">'I Have No Idea What Your Company Does!' Five Steps To Clearly Explain Your Startup Idea<\/a><\/p>\n<p><a href=\"http:\/\/www.hbs.edu\/faculty\/Pages\/profile.aspx?facId=6560\" rel=\"nofollow noopener\" target=\"_blank\">Howard Stevenson<\/a> - <a href=\"https:\/\/blog.kissmetrics.com\/great-company-culture\/\" rel=\"nofollow noopener\" target=\"_blank\">The 4 Elements That Make Great Company Culture<\/a><\/p>\n<p>Amazing Workplace - <a href=\"http:\/\/amazingworkplace.com\/27-building-and-managing-remote-teams\/\" rel=\"nofollow noopener\" target=\"_blank\">Building And Managing Remote Teams<\/a><\/p>\n<p>The Whole Brain Group - <a href=\"http:\/\/blog.thewholebraingroup.com\/steps-to-creating-an-ideal-customer-profile\" rel=\"nofollow noopener\" target=\"_blank\">Five Simple Steps to Creating an Ideal Customer Profile<\/a><\/p>\n<p><a href=\"https:\/\/twitter.com\/DidiZheleva?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor\" rel=\"nofollow noopener\" target=\"_blank\">Didi Zheleva<\/a> - <a href=\"http:\/\/www.intouchcrm.com\/how-to-find-prospects-for-your-business\/#.VgE5NN-qpBf\" rel=\"nofollow noopener\" target=\"_blank\">How to Find Prospects for your Business<\/a><\/p>\n<p><a href=\"https:\/\/twitter.com\/zachcb1?lang=en\" rel=\"nofollow noopener\" target=\"_blank\">Zach Bulygo<\/a>&nbsp;- <a href=\"http:\/\/grow.kissmetrics.com\/guide-to-churn\" rel=\"nofollow noopener\" target=\"_blank\">The SaaS Owners Guide to Churn<\/a><\/p>\n<p><a href=\"https:\/\/twitter.com\/jasonlk\" rel=\"nofollow noopener\" target=\"_blank\">Jason Lemkin<\/a>&nbsp;-&nbsp;<a href=\"http:\/\/labs.openviewpartners.com\/saas-reduce-churn-rate-renewal-sales-reps\/\" rel=\"nofollow noopener\" target=\"_blank\">Expired: Your SaaS Company Doesn\u2019t Need Sales Reps Focused on Renewals<\/a><\/p>\n<p>ITWorld - <a href=\"http:\/\/www.itworld.com\/article\/2699495\/consumerization\/quickly-share-google-calendar-events-by-adding-the-person-s-email-address.html\" rel=\"nofollow noopener\" target=\"_blank\">Quickly Share Google Calendar Events by Adding the Person's Email Address<\/a><\/p>\n<p>MIT -&nbsp;<a href=\"https:\/\/welcome.mit.edu\/managers\/tools\/buddy-tips\" rel=\"nofollow noopener\" target=\"_blank\">Onboarding Buddy Suggestions and Tips<\/a><\/p>\n<p><a href=\"https:\/\/twitter.com\/veergid\" rel=\"nofollow noopener\" target=\"_blank\">Veer Gidwaney<\/a> - <a href=\"http:\/\/www.inc.com\/veer-gidwaney\/how-to-hold-a-weekly-team-meeting-without-wasting-people-s-time.html\" rel=\"nofollow noopener\" target=\"_blank\">How to Hold a Weekly Team Meeting Without Wasting People's Time<\/a><\/p>\n<p><a href=\"https:\/\/plus.google.com\/u\/0\/111269726586392914165\" target=\"_blank\" rel=\"nofollow noopener\">Steli Efti<\/a> - <a href=\"http:\/\/For more information, check out Close.io's post on salesperson onboarding.\" target=\"_blank\" rel=\"nofollow noopener\">How To Onboard New Sales Hires<\/a><\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"relevant-checklists\">\n<h2> Relevant Checklists: <\/h2>\n<div class=\"text-content\">\n<p><a href=\"https:\/\/www.process.st\/templates\/employee-onboarding-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Employee Onboarding Checklist<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/restaurant-employee-onboarding-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Restaurant Employee Onboarding Checklist<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/developer-onboarding-checklist-for-startups\/\" rel=\"nofollow noopener\" target=\"_blank\">Developer Onboarding Checklist for Startups<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/call-center-employee-onboarding-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Call Center Employee Onboarding Checklist<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/retail-employee-onboarding-checklist\/\" target=\"_blank\" rel=\"nofollow noopener\">Retail Employee Onboarding Checklist<\/a><\/p>\n<p><a href=\"https:\/\/www.process.st\/templates\/employee-onboarding\" rel=\"nofollow noopener\" target=\"_blank\">Employee Onboarding<\/a><\/p>\n<\/p><\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Using a salesperson onboarding checklist Since the average cost of recruiting, hiring, and training an employee is typically&nbsp;200% of an employee\u2019s annual salary, you want to make sure they actually stick around. According to HubSpot,&nbsp;in an&nbsp;Allied Workforce Mobility Survey&nbsp;it was revealed that&nbsp;only 66% of companies train their new employees. On average, the cost of onboarding [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":6479,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"ep_exclude_from_search":false,"cover_icon_emoji":"","cover_icon_url":"","tasks_count":"37","template_description":"A step-by-step salesperson onboarding checklist for your startup's success.","template_id":"lQsLg8BeexO1DgGhKOBMeA","task_0":"Using a salesperson onboarding checklist","task_slug_0":"using-a-salesperson-onboarding-checklist","task_1":"Employee Handbook:","task_slug_1":"employee-handbook","task_2":"Record employee details","task_slug_2":"record-employee-details","task_3":"Formulate desired outcome","task_slug_3":"formulate-desired-outcome","task_4":"Explain your mission statement","task_slug_4":"explain-your-mission-statement","task_5":"Explain company goals","task_slug_5":"explain-company-goals","task_6":"Explain company culture","task_slug_6":"explain-company-culture","task_7":"Explain who you customers are and why they buy from you","task_slug_7":"explain-who-you-customers-are-and-why-they-buy-from-you","task_8":"Explain what they buy and why","task_slug_8":"explain-what-they-buy-and-why","task_9":"Know the competition","task_slug_9":"know-the-competition","task_10":"Hold orientation with the required tools","task_slug_10":"hold-orientation-with-the-required-tools","task_11":"Teach about finding and selling to prospects","task_slug_11":"teach-about-finding-and-selling-to-prospects","task_12":"Supply 10-15 common questions","task_slug_12":"supply-1015-common-questions","task_13":"Include 10-12 common objections","task_slug_13":"include-1012-common-objections","task_14":"Supply responses for each question and objection","task_slug_14":"supply-responses-for-each-question-and-objection","task_15":"Keep your customers over time","task_slug_15":"keep-your-customers-over-time","task_16":"Before the first 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