Reman U
- Author: Megan Pierce
- Subject Matter: Hiring
- Issue: Getting New Employees Up and Running
When you hire a new guy or gal, your job isn’t done when they walk in the door. In fact, it’s just starting.
A few weeks ago, Ben joined our Customer Loyalty Team. It’s been about a year since adding anyone new, so our onboarding process was due for revamping.
So how do we ensure the newest person on our sales crew is ready to be a rockstar for our customers? Here are 7 ways:
Make the newbie feel at ease.
Their first day, week, month… well, it can all be intimidating if the entire team isn’t welcoming. The quicker you make them feel like a part of the team, the quicker they will get into the groove.
Have a point person to facilitate training.
I’ve been that lucky person for Ben. I say lucky because I truly enjoy helping schedule his training activities. Find a member of your team willing to share the resources needed to be successful from day one.
Be clear about expectations.
Your newest hire needs to know what you gauge as success. Create a plan that helps your employee fulfill expectations and share it with them. Be clear about their current training program and upcoming learning opportunities.
Carve out one-on-one time.
Give your new employee time to shadow major areas of your business. Showing them a full picture of how you do business and where they fit in helps them grasp your vision for the company – and their place in it.
Involve your entire team.
Ben started his sales team training by shadowing our seasoned reps and taking notes. He then jumped in and worked the keyboard while the veterans continued to talk to customers. And just recently, he took over both controls with a seasoned rep listening in. When the whole team is involved in showing the ropes, everyone is invested in the learning process.
Create an environment where questions are encouraged.
You want your newest addition to thrive in their position. Feeling comfortable asking questions of you and the rest of the team prepares them to help your customers all on their own. Offer an environment that encourages open conversation.
Check in often.
When you’re actively involved, you can gauge a new person’s progress and ask for feedback. The training experience is incredibly valuable in helping improve the process for the next new hire. Likewise, it’s crucial to provide open feedback about where your newbie excels and where they can improve.
Early next week, Ben’s training wheels are coming off. Does he perfectly know the complexities of building a six-speed? No, but I can guarantee that he has a full understanding of helping our customers in the best way possible. If he doesn’t know an answer, he will work his tail off to get it. To me, that’s an onboarding success story.
Megan Pierce is the Inside Sales Manager at ETE REMAN and part of the Reman U author team. Reman U is a free e-newsletter that delivers best practices, lessons learned, and tricks of the trade to help you build a better transmission business.
