Free SDR Onboarding template included!
Organization Goal 🎯
We need newcomers to fall in love with our company.Means: we need employee engagement.
Manager Goal 🎯
I need to cut ramp time. I want to streamline training.Means: I lack time but I need results.
Newcomer Goal 🎯
I want to enroll in the process easily. I want to achieve results faster. I want them to believe in me.Means: I need extra support & mentorship to start.
✅ Use tools to structure materials and streamline training (for example Notion, Slite, Gradual);✅ Do daily 1-1s, wrap sessions and involve teammates to help;✅ Explain "WHYs?" - product, company, sales development, SDR role;✅ Simulate working scenarios: quizzes, tasks, role-plays, essays, research;✅ Self-coaching. Let newcomers do their own mistakes;✅ Use videos in training. 7-8 minutes videos are perfect;✅ Spend a lot of time on product and industry knowledge;✅ Help new SDRs understand how to prioritize tasks and daily routine;✅ Slightly modify onboarding based on SDRs’ experience and strengths.
🚫 Shadowing. "Heavy reliance on ride-alongs during the training process jeopardizes a new hire's ability to shine using her unique strengths" © Mark Roberge;🚫 Leave them on their own;🚫 Explain best practices chaotically;🚫 Explain a topic only once with no recaps;🚫 Have the same onboarding process for inbound and outbound SDRs;🚫 Maintain the status quo. SDR onboarding process should evolve with every new hired SDR.
Make sure you have pre-recorded training sessions and knowledge-check/practice in the following topics:
Open up these points during ramp period. Companies usually do it in 4-6 weeks:
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Cut ramp time at least by 30%. Tested by Reply's SDR team.
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