Commissioned Onboarding Checklist

Commissioned Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Commissioned starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Sales onboarding experience or just need an onboarding checklist for your new Commissioned, you’re in the right place. We’ve put together a sample Commissioned onboarding checklist below and have created onboarding templates & resources to help.

Commissioned Onboarding Checklist

1. Introduction to company culture and values: This task involves providing the new salesperson with an overview of the company’s culture, values, and mission. It helps them understand the company’s core principles and how they align with their role as a salesperson. Typically, this task is performed by the HR department or a designated company representative.

2. Familiarization with products/services: The new salesperson needs to become well-versed in the company’s products or services. This task involves providing them with comprehensive training on the features, benefits, and unique selling points of each offering. It may be conducted by the sales manager, product specialists, or trainers.

3. Understanding the target market: To effectively sell products or services, the salesperson must have a deep understanding of the target market. This task involves providing them with market research, customer profiles, and insights into customer needs and pain points. The sales manager or marketing team typically performs this task.

4. Learning the sales process: Every company has its own sales process, and the new salesperson needs to learn and follow it. This task involves training them on the various stages of the sales cycle, including prospecting, qualifying leads, making presentations, negotiating, and closing deals. The sales manager or senior sales representatives usually handle this task.

5. Shadowing experienced salespeople: To gain practical knowledge and learn best practices, the new salesperson should shadow experienced salespeople. This task involves pairing them with successful sales representatives who can provide guidance, demonstrate effective techniques, and answer questions. The sales manager or senior sales representatives are responsible for organizing and overseeing this task.

6. CRM and sales tools training: Many companies use customer relationship management (CRM) software and other sales tools to manage leads, track sales activities, and analyze data. This task involves training the new salesperson on how to effectively use these tools to streamline their workflow and maximize productivity. The sales manager or IT department typically handles this task.

7. Setting sales targets and goals: To motivate the new salesperson and align their efforts with company objectives, it is crucial to set clear sales targets and goals. This task involves discussing and establishing realistic sales targets, both short-term and long-term, and defining key performance indicators (KPIs) to measure success. The sales manager and the new salesperson collaborate on this task.

8. Building relationships with internal stakeholders: Salespeople often need to collaborate with various internal teams, such as marketing, customer support, and product development. This task involves introducing the new salesperson to key stakeholders, fostering relationships, and explaining how each team contributes to the sales process. The sales manager or department heads perform this task.

9. Understanding the compensation structure: Salespeople are typically compensated through a combination of base salary and commission. This task involves explaining the compensation structure, commission rates, and any additional incentives or bonuses. The HR department or the sales manager is responsible for providing this information.

10. Reviewing company policies and procedures: It is essential for the new salesperson to be familiar with company policies, procedures, and code of conduct. This task involves reviewing employee handbooks, compliance guidelines, and any specific sales-related policies. The HR department or a designated compliance officer typically handles this task.

11. Attending sales meetings and training sessions: Regular sales meetings and training sessions provide opportunities for salespeople to learn, share experiences, and stay updated on company news. This task involves ensuring the new salesperson attends these meetings and sessions to enhance their knowledge and build relationships with colleagues. The sales manager or sales team leader organizes and facilitates these gatherings.

12. Developing a sales territory plan: If the salesperson is assigned a specific territory, this task involves helping them develop a comprehensive plan to target potential customers, identify competitors, and outline strategies for market penetration. The sales manager or senior sales representatives often assist in creating this plan.

13. Providing ongoing coaching and feedback: Continuous improvement is crucial in sales, and providing ongoing coaching and feedback is essential for the new salesperson’s growth. This task involves regular one-on-one meetings with the sales manager to discuss performance, address challenges, and provide guidance for improvement. The sales manager is responsible for conducting these coaching sessions.

14. Conducting product knowledge assessments: To ensure the new salesperson has a solid understanding of the products or services, periodic assessments can be conducted. This task involves testing their knowledge through quizzes, role-plays, or presentations. The sales manager or trainers typically perform these assessments.

15. Encouraging networking and relationship-building: Salespeople often benefit from networking and building relationships with industry professionals and potential clients. This task involves encouraging the new salesperson to attend industry events, join relevant associations, and actively engage in networking activities. The sales manager or senior sales representatives can provide guidance and support in this area.

16. Providing access to sales support resources: Salespeople often require access to various resources, such as marketing collateral, sales scripts, case studies, and competitive analysis reports. This task involves ensuring the new salesperson has access to these resources and knows how to utilize them effectively. The marketing team or sales enablement team typically provides access to these resources.

17. Conducting performance evaluations: Regular performance evaluations help track the new salesperson’s progress, identify areas for improvement, and recognize achievements. This task involves conducting formal performance evaluations at predetermined intervals, providing constructive feedback, and setting new goals. The sales manager or HR department typically handles these evaluations.

18. Offering continuous professional development opportunities: To keep salespeople motivated and enhance their skills, continuous professional development opportunities should be provided. This task involves identifying relevant training programs, workshops, or certifications that can help the new salesperson improve their sales techniques and stay updated on industry trends. The sales manager or HR department can assist in identifying these opportunities.

19. Celebrating successes and milestones: Recognizing and celebrating successes and milestones is crucial for maintaining motivation and boosting morale. This task involves acknowledging and rewarding the new salesperson’s achievements, whether it’s closing a significant deal, surpassing targets, or reaching a milestone. The sales manager or the entire sales team can participate in celebrating these successes.

20. Conducting exit interviews: If the new salesperson decides to leave the company, conducting an exit interview can provide valuable insights into their experience and reasons for departure. This task involves scheduling an exit interview, asking relevant questions, and documenting feedback to identify areas for improvement in the onboarding process. The HR department typically conducts exit interviews

Setting Up Your Employee Onboarding Process

From reading through the items in the example Commissioned checklist above, you’ll now have an idea of how you can apply best practices to getting your new Commissioned up to speed and working well in your Sales team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.