Over a period of 9 years, from 2007-2016, the start-up I worked for grew from 16 sales people to over 110. Scaling the best-in-class sales behaviors, as well as accelerating their ramp-up times became a major priority.
Back when I started as a regional sales person it took an average of 60-90 days to close your first major sale. Once I moved into sales training & development, I created an 8 week on-boarding program. The average ramp time fell to 30 days, and less in many cases.
But more importantly than scaling short term sales success, what about long term loyalty and retention within the company?
Companies who understand the timing and sequence of information have a major advantage. Employees who are onboarded with care and attention not only perform better in their first 30/60/90, they’re also much likelier to stick with you over the long haul. Here are a few of my favorite examples.
Inspired Culture by Stage of
The Employee Lifecycle
- I always recommend starting with a simple (but authentic) communication policy. This one little tactic helped our company win many Best Place to Work awards. This template provides a starting point.
(Communication Policy -KC.org) (PDF)
- Ask Applications (NYSE: IAC) recently had me overhaul and launch all new Mission + Values. We created a “currency” out of these really cool little cards that every employee can hold on to, or gift to others who exemplify a given value.
- Typeform uses their own tool to kick off + simplify the on-boarding process. TRY IT. Love how user-friendly it is. I created launch checklists for Centro sellers, and eventually expanded for all Centro on-boarding.
- Valve Software. Holy KICK*SS Employee Handbook. Design, humor, and crazy transparent what to expect. Inspiring!
Potential help: Packaging an Other-Level employee handbook similar to the Valve example.
Something so cool all current employees would actually read…
Contact Me for a Complimentary
Walk-Through of my
Culture Overview: ORG MAGNETS.