On Boarding Secrets for New Sales People
One of the biggest mistakes I see in the field is the boarding of new sales people. Many times I have arrived to do on board training to find an Agent who is like a deer in the headlights! I have witnessed Agents frustrated, angry, crying and even Agents who have quit in the first two weeks due to the frustration of being boarded poorly.
Many Managers are just plain overloaded and spending time onsite with a new hire is just not an option. And with cutbacks, many mentors, trainers and in house possibilities are gone as well.
Here is how you can increase your effectiveness in on-boarding new sales people.
Always put yourself in the place of a new hire. Many things are being thrown at you all at once.
No one can remember everything so take the time to make an onboarding package that really spells out what’s important. Spell out every detail step by step. Again, pretend you don’t know anything about your company.
What is important to a newbie? Put yourself in their shoes and take it step by step.
They don’t know who is on first, second or the outfield.
Answer: Give them a thorough list of who is where, why, what they do and how they can contact them.
Many newbies arrive on the scene to an office that is in full selling mode. They have to take in the product, lots, community, options, pricings in one big swig. It’s easy to miss steps and make mistakes and mistakes can be costly.
Answer: Make sure they have binders onsite that have all of the pertinent community facts, lots, plot maps, appraiser information, lot premiums, competition data and options.
Many newbies are expected to sell but feel afraid to write a contract not knowing the process.
Answer: Make the process crystal clear. Spell it out so they can refer to it over and over until it’s habit. Contracts, signings, stacking order, signing thresholds are all new and terrifying for a newbie. So have a handout for them that spells it all out in detail, so when everyone is gone, they can refer to it and write a contract with confidence.
Another big confusing mountain to climb. No matter the systems, being new and trying to learn everything at once, just can be overwhelming. So again, in addition to training, have a handout that they can refer to for weeks until they are used to your internal systems. Each Builder is different and can have two or three systems in place. One internal, one to write contracts and one to follow up. It’s a lot to take in.
Answer: Make sure they are first trained on all systems and then make sure they have a clear reference guide to use for a few weeks until the systems are old hat. Make sure they have a IT contact who knows they are new and can get back to them quickly.
Set the right expectations from the interview
Setting the bar high in the beginning, produces better results. You have your best chance of making quantum leaps of change with your new hires so make sure you set the bar high and expectations are Very Clear.
It’s really expensive to bring on a new hire not only in time but in money. It just makes sense to maximize the experience so you insure you have done everything to realize the full potential of your new hire and hopefully keep them as a part of your thriving, positive sales team for years to come. You want to maximize their experience, hire HBE! We will train on site and really hold their hand until they are comfortable and ready to take off on their own.