Membership Overview
Learn what being a member does for you
The Seller Styles
NASP Programs
Catalog
See a summary of all our programs and certifications
Online Certifications
Certified Professional Sales Person(CPSP®)
Develop your potential as a certified sales professional
Certified Professional Sales Leader(CPSL®)
Grow your impact as a certified sales leader
Certified Master Sales Professional (CMSP®)
Join the elite group of sales professionals and leaders
Online Programs
Advanced Sales Influence (ASI)
Take your influence and leadership to the next level.
Sales Success Principles
Learn foundational sales behaviors, strategies, and skills
Power of Contact Marketing
Learn from marketing expert and author Stu Heinecke
ProSeries Programs
Join the top 1% of sales professionals in the world.
Next Level Virtual Coaching
Sales Mastery
Join our ongoing dynamic virtual coaching community
Career Center
Explore job postings from some of the best companies in the country looking for sales professionals
Training Resources
Daily Dose of Influence!
Enjoy our video series of influence tips and strategies
Leads To Growth
Dig into our podcast featuring industry leaders and experts
Coaches Corner
Learn from our high-level sales coaching video series
Women of Sales & Influence – Facebook Live Series
Be inspired by our Facebook Live series spotlighting top women influencers
Women of Sales & Influence – Video Blog
Enjoy valuable, high-level sales strategies to empower your sales goals
Sales Resources
The Growth Quotient
You’ve heard about IQ, but what is your GQ?
Our Commitment to You
We are here to help your approach to sales, how you interact with others, and how you perform and execute
Articles
NASP Sales Blog
Learn from our member-submitted articles for sales professionals
Write For Us
Share your sales expertise and insights with our community
About Our CEO
Standards of Conduct
Testimonials
Common Questions and Answers
Contact
by Andy Boyle
The quality of a new employees’ training and induction process is often a key determinant in how effective they are going to be for your business, especially in the first year. It’s important when making a sales hire that your new employee hits the ground running, as most businesses can’t afford to be burdened with poor performance. A survey conducted by Aaron Wallis last year found that 53% of sales people felt that they needed more training for their role, illustrating just how many businesses aren’t getting their training right. <ahref=”http://www.aaronwallis.co.uk/2014-sales-survey-statistics.aspx”>The full results of our 2014 ‘The State of Sales’ survey can be found here. Here are a few points to consider when designing or reviewing your training programme:
The Introductions
Creating a friendly environment for a new employee is a key thing to think about when devising an induction process. Positive interaction and relationships between staff is immeasurably valuable as it helps to keep your staff motivated and stress free. When welcoming a new person to your team take time to introduce them individually to each person they will be working with, including the ‘big dogs’ of the business. Too often new staff are not welcomed by the management team of the business, usually due to excuses of managers being ‘too busy’. Ensuring that a new employee is acquainted with everyone from the interns to the directors is a good start to making them feel welcome.
At this time it might be worth giving them a quick overview of the organisational structure of your business to avoid embarrassing situations. There aren’t many things worse when joining a new business then asking the wrong person for a hand or a minute of their time. For instance a newly appointed entry level sales person would probably want to avoid inadvertently asking a director to help unpack their bags. Mix-ups such as these are easily avoided and go a long way in making sure a new person has the best chances of making a good impression.
Keep it Engaging
The most effective training programmes are those that identify with each new employee through customisation. Everything from a person’s previous experience to personality needs to be considered to design the perfect training process. For example a seasoned sales person will require a different training scheme than a graduate position, patronising a new employee with information they already know is never a good start. Try to gauge what a new employee is already competent at before training them, boring them early on can cause them to become disillusioned with the training.
Everyone at some point has experienced ‘death by PowerPoint’, breaking up the training through different mediums and platforms is a good way to keep employees focussed. Training new employees through the same method can prove tedious, and breaking it up by increasing the range of activities in the process can help to keep employees motivated.
Get Them up to Speed Quickly
It’s worth considering which processes and programs that new employees need to know first. By getting new employees up to speed on the basic parts of their role they may be able to perform tasks early on, which can prove useful for your business. Further to this, by allowing new employees to do tasks at the same time as being in the induction process, it breaks up the training and keeps new people to the business engaged.
The Internal Recruitment Division at Parker Bridge report that 1 in 25 employees has walked out of a job within a week, citing a poor induction as their reason for leaving. It’s worth trying to get the process right!
About the author