Companies think they’re not big enough to have a training program, really? That attitude, you’ll never be big!
Here is a good, better, best.
Good
At the least, have a Google sheet as a checklist to ensure consistency and new sales hires are getting some love out of the gate. Have people assigned that are the key stakeholder to accomplish the task and provide info to new hire.
Better
Providing the new hire with an agenda of what their first week will look like. With whom they will be meeting with and what will be covered. Have sessions broken out into categories, such as: meet the CEO to discuss vision and mission. Marketing head to talk about digital assets and how they can work together. Product Managers to talk to their product, give a demo and talk to process of collecting feedback for future roadmap. If applicable, Sales Ops to show them around the CRM and how to track activity and pipeline.
Best
Everything in Better above plus actually investing some time upfront and really think about the role, your product, your target market and make recorded video’s for education. Even having short quizzes after each video to ensure the content is being digested. The sales manager should team the new hire up with a few sales reps that are in similar roles. Create a pay it forward culture, where you were trained by peers now it’s your turn to return the favor. The pay it forward training culture is invaluable, being trained ny your peer and getting straight talk about the role and the challenges is best. Also, while you may think why would I want my best sales rep wasting time on training? This is where you’re not seeing the full picture. First you want your best replicated. Second, this keeps your sales team sharp by having to train new hires.