When a new salesperson joins your organization, you want to have an orientation process in place to ensure a smooth transition. An orientation checklist helps make sure you cover all the key areas so this new hire feels welcomed, completes all relevant paperwork, receives the information necessary to begin functioning within his environment and understands the resources available to help him be successful.
One of the first things you'll want to cross off any orientation checklist is the signing of the relevant human resource documents. This may include completing an employee application, a referral bonus document, a sales compensation plan, Form W-4, Form I-9 and a benefits enrollment form. An HR representative may discuss the employee handbook with the new hire, having her sign that she has read and understood the sexual harassment policy or any other policies that could pose a liability if not acknowledged.
It's nice when a salesperson can meet all of your company executives, but that's not always possible. Videos and photos of your executives should suffice, but a manager of someone of authority should host an overview session face-to-face. Give your recruit a tour of the facility and point out the lunch area, bathrooms and any other amenities. Discuss the company dress code and introduce the new hire to colleagues and her boss. Make sure she understands whether the environment is pensive or playful so she can fit in and feel at home.
A sales training program not only should be on your salesperson orientation checklist, but also should be a key component of the salesperson onboarding program. Even veteran sales agents need training on your business's products or services and how to discuss the key differentiators with prospects. Building assessments into your sales training program helps you isolate your new hire's areas for improvement so you can provide targeted coaching and feedback to develop specific skill sets. This is also a good place to discuss any specific metrics to which your sales force must adhere and what individual and departmental sales targets need to be met for the fiscal year.
Author and sales management strategist Lee B. Salz says top companies don't view the addition of salespeople as hiring but as an investment in revenue. Preparation is key when it comes to a salesperson's onboarding experience, so you want to convey a positive first impression and make sure you get a high return on investment. Bowling Green State University has a comprehensive employee orientation process in place, complete with multiple checklists that new hires review and sign off on. Consider a similar process for managing the onboarding experience of your sales staff, and don't forget to ask for feedback so you can continually improve the overall experience.