Think about the last four jobs you’ve started. How many had a structured first day – filling out your paperwork, getting your laptop set up, maybe even coffee and a muffin? Hopefully at least one. How about after that? Did you get a structured first week learning about the company’s goals, meeting key leaders, understanding history, products, functional areas? Maybe. Did one of those jobs give you a 90-day plan with measureable goals and a place to track your progress against those goals in real time? Research says: not likely. We’re no different. It’s no big secret we’re in hyper-growth mode here at Anaplan. We’re hiring left and right (averaging about five new people globally per week!). It’s hard to keep up! So we’re running hard to onboard, and we’ve been task analyzing and building a global sales onboarding program that will not only keep our heads above water, but will also give our new sales hires a metrics-based, 90-day structure which puts them on a path to knowledge, practice, and activities all aimed at achieving quota attainment in half the time it currently takes. We’re really proud of the process we’re launching, but it was not an easy nut to crack (which is perhaps why only 32% of companies do it.) It seemed a great time, then, to reflect on some lessons learned. Why is this so hard, and what did Enablement learn about Sales Onboarding that we’d share as best practices going forward?
- Start at the end – ask about outcomes
- Don’t try and reinvent the wheel for onboarding
- The key to a great plan is the plan itself