The Ultimate SDR Onboarding Guide
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Keep Reviewing In the first weeks, it’s important to set up a constant feedback loop so that your SDR can keep strengthening those great habits and you can nip any problems in the bud. So we set up a couple of sessions a day, which can cover and explore a range of areas. We explore everything from how the SDR currently prospects an account, from calls to videos, as well as email outreach. These should all incorporate how the prospecting fits into the pain funnel and show an understanding of why people buy. Every day as a manager, you should listen to new calls and set your KPIs for listening to everything. But that’s not just a role for the manager–your team should be listening in on calls, and your new hire should be live listening to more experienced BDR calls. So set this up as a team practice where people can engage with each other, review calls, and promote great calls to a playlist. Tools To Help As you’ve seen, the Jiminny playlist feature allows you to build a playlist of calls that run the gamut from ‘what-not-to-do’ to ‘best-in- class examples’–from pre-onboarding through to established salespeople. It’s a fundamental way to showcase how your particular team runs discovery calls, letting your new sales reps understand their roles in practice. Our conversation intelligence platform also allows you to scan calls for specific words, sentiment analysis, and repeated questions and conversations. This is a great way to understand if your new hire is asking the right questions, giving the potential lead time to talk, and allowing you to incorporate on-the- spot coaching where needed. Finally, the “Coach Me” feature allows SDRs to request support and help, so Shelley can step in and provide help and advice when unexpected or tricky situations arise. At the end of the 30 Day period However you develop your team, it’s crucial to establish an open feedback cycle where all your team members can enjoy a refresher and allow themselves to extend their skills. “They should also understand the range of prospecting avenues, from video and calls to social and emails.” It’s important enough that we’ll say it again: Onboarding isn’t just about the first two-three weeks; it should be built up over time and morph into the development and future career-building of your sales reps. 60-90 Day Plan: Getting Up To Speed By building your onboarding process as part of the sales rep development process, you’ll be able to make sure that your team continues to grow and develop. At the end of 90 Days By the end of their 90 days, your sales rep should be learning more advanced prospecting and sales nav searches. The process will evolve from learning to continual improvement and coaching. Core reviews run into one a week, building in a standardized process of checking cold calls and peer-review. As an SDR manager, you should spot-check their calls, emails, and LinkedIn outreach, calling out the good wins and then constructively building on their performance. Continuous Improvement Now you’re moving from onboarding into a culture of continuous coaching. First, review their targets and KPIs to ensure your new(ish) hire consistently hits their activity metrics. How close have they gotten to hitting the target? How well are they performing in their conversations on the phone? Keeping track of these is vital to ensure your team is delivering on their promise. How you measure this is likely a combination of onboarding quizzes, spot-check quizzes, and coaching reviews. We like to use a form based on Ralph Barsi’s self-assessment process, which allows our sales team to understand and be aware of their performance and where they might need added support. This process also allows you to score and track every month to ensure that the process works for them and that they reach their potential. With a thorough onboarding process, you’re not only setting your new hire up for a successful career but also motivating and inspiring them to see how they can grow and develop with your business.
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