eam Onboarding, training t t wing and elopmen art 11ov and coaching P Gr managing a sales de New SDRs don’t start contributing to revenue on Bryan Gonzalez of TOPO suggests three day one; they have to ramp up. The faster you principles for SDR onboarding: ramp them up, the sooner they’re feeding your 1. Make it SDR-specific pipeline and the more value you get from them Hands-on onboarding that focuses on specific for the duration of their tenure as an SDR. SDR skills is far better than general introductions to the company, market and product. Teaching So your onboarding process needs to be as core skills such as buyer-centric messaging, rigorous as your hiring. outreach best practices, and live call execution is essential. In a 2016 Bridge Group study, ramp time (time to full productivity) fell from 3.8 to 3.2 months 2. Use hands-on management despite the fact that companies are hiring less Instead of dropping SDRs into the deep end, experienced reps. That’s evidence that we’re managers have to stay with them on the front all getting better at onboarding and, given the line, giving hands-on coaching and training short tenure in the role (see next page), this has from the very beginning. ‘Trial by fire’ too early to continue. could actually prolong ramp time instead of shortening it. 3. Make it intensive Gonzalez argues that onboarding should take one month instead of three. That means an intensive management effort in a focused onboarding program, so that reps are hitting full quota targets in month two. 110