by Kelly Ceynowa
Last week the man who heads up the co-working space I use in my neighborhood asked me what I was working on. “I am building an onboarding program to help an experienced salesperson ramp up quickly.” Without hesitation he asked, “What does that mean?” We laughed. I tried again: “Can I have another chance? What was the first day of your previous job like?“ “Terrible!” he said. “I didn’t last long.” “Well,” I said, “I am working on making that day better.”
Inqune’s programs are designed to help your business by ramping new sales and services hires to get them to full quota or performance levels quickly. But they also send a message to your highly talented new hire: you are glad they are here. You are paying attention. You aren’t going to let them get lost in the shuffle: you need their best work, and you will help them to do it.
Being intentional about how someone starts, including how they are trained, matters. It also challenges you, the employer, to decide how you want to be perceived and what you can do to make that perception real. Learning programs are integrated into your new hire’s initial experience with your company.
Odds are your new hire learns more about your company and culture than you could tell them in that first week they come aboard. If they are as talented and accomplished as you think they are, they chose you. And they will decide whether to stay during their first two weeks on the job.
Take the time to ensure your new hire is getting up to speed in a manner that shows you value their learning and development, and increased revenue and growth will follow.