How to Build Sales Training Programs for New Hires

# How to Build Sales Training Programs for New Hires

Bringing on a new sales professional is a significant investment for any Brisbane business. Without a structured training program, it can take months for a new hire to become profitable, leading to wasted wages and missed opportunities. This guide will show you how to build a robust sales enablement framework that reduces 'ramp-up' time and ensures your team represents your brand with excellence.

Prerequisites

Before you begin building your program, ensure you have the following ready:

• A clear definition of your Ideal Customer Profile (ICP).
• Access to your CRM (e.g., HubSpot, Salesforce, or Pipedrive).
• A documented list of your products/services and pricing.
• A basic understanding of your current sales cycle (from lead to close).

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Step 1: Define Your Success Metrics

You cannot manage what you don't measure. Before the new hire starts, decide what 'success' looks like at the 30, 60, and 90-day marks. In the Australian market, where relationship-building is key, focus on activity metrics early on (calls made, LinkedIn connections) before moving to revenue targets.

Step 2: Structure the 'Onboarding Journey'

Don't overwhelm them on Day 1. Break the training into three distinct phases:

• The Foundation (Week 1): Company culture, tools, and product knowledge.
• The Process (Week 2): Sales methodology, lead qualification, and CRM training.
• The Execution (Week 3-4): Shadowing, role-playing, and live calls with a mentor.

Step 3: Create a Product Knowledge Deep-Dive

Your new hire needs to know more than just what you sell; they need to know why it matters to an Australian business owner. Create a module that covers:

• Features vs. Benefits.
• Common pain points your product solves.
• Competitor comparisons (who else is in the local market?).

Step 4: Document Your Sales Tech Stack

Nothing slows a new hire down like not knowing how to use the software. Create a 'cheat sheet' for your CRM.

Ensure they understand how to input data correctly so your reporting remains accurate. If you use Australian-specific tools (like certain accounting integrations or local lead lists), highlight these specifically.

Step 5: Build a 'Script Library' (Not a Straightjacket)

Give your new hires a head start with templates for phone scripts, LinkedIn outreach, and follow-up emails. However, encourage them to adapt these to their own voice. Australian customers value authenticity over robotic, high-pressure 'American-style' sales tactics.

Step 6: Set Up Shadowing Sessions

Allocate time for the new hire to 'ride along' on calls or meetings.

• Passive Shadowing: They listen and take notes.
• Active Shadowing: They handle the introduction or a specific section of the demo.

Step 7: Master the Art of Handling Objections

List the top 10 objections your team hears (e.g., "It's too expensive," or "We're happy with our current provider"). Provide the 'best practice' response for each.

Step 8: Implement Role-Play Assessments

Before you let a new hire speak to a real prospect, they must pass a 'check-ride.' Role-play a difficult sales scenario. Record the session and provide constructive feedback. Focus on their ability to listen and ask discovery questions rather than just 'pitching.'

Step 9: Introduce the 'Buddy System'

Pair the new hire with a high-performing 'Buddy' who isn't their direct manager. This gives them a safe space to ask 'silly' questions about office culture, local jargon, or how to use the coffee machine without feeling judged by leadership.

Step 10: The 90-Day Review and Graduation

At the end of the 90 days, hold a formal review. If they have met their KPIs and demonstrated cultural fit, 'graduate' them into the full sales team. Celebrate this milestone! It builds morale and reinforces that your company invests in professional growth.

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Tips for Success

• Keep it Modular: Build your training in small chunks so it’s easy to update when your products or prices change.
• Focus on the 'Why': Don't just tell them to log a call in the CRM; explain that accurate data helps the marketing team send better leads their way.
• Use Local Examples: When discussing case studies, use Australian businesses. It makes the training feel relevant and attainable.

Common Mistakes to Avoid

• The 'Firehose' Effect: Dumping 50 PDF manuals on their desk on Monday morning and expecting them to be ready by Friday.
• Lack of Feedback: Waiting until the 90-day mark to tell someone they are underperforming. Feedback should be daily in the first two weeks.
• Ignoring Soft Skills: Assuming that because someone has 'sales experience,' they know how to build rapport with your specific demographic.

Troubleshooting

• Solution: Schedule a 1-on-1 'screen share' session. Often, it's one small setting or a misunderstanding of the workflow that causes the bottleneck.

• Solution: Listen to their call recordings. Are they failing at discovery or at the 'ask'? Pivot your training to focus on that specific stage of the funnel.

• Solution: Assign a 'Content Owner' for your sales playbooks. Review the materials once every quarter to ensure pricing and product features are current.

Next Steps

Now that you have a framework for training, it's time to look at your lead generation to ensure your new hires have plenty of prospects to practice on.

If you need help aligning your sales and marketing strategies to grow your Brisbane business, the team at Local Marketing Group is here to help. Contact us today to discuss a custom growth plan.