How To Build A 30, 60, 90 Day Ramp Plan For A Sales Executive
The first few months in a new sales role are critical for any salesperson. The ramp-up period needs to be carefully managed to ensure the new rep has everything they need to become an efficient, productive team member while absorbing information and learning the ropes.
As a hiring manager, you plan a ramp-up period that helps your new hire increase their business knowledge, learn how the team operates, and get comfortable with the sales processes and tools you use.
If you're not sure where to start with building out a 30/60/90 day plan for your new sales hire, don't worry! We've broken down exactly what you should consider when creating one that will help your latest team member get up to speed as quickly as possible.
Creating a 30 Day Ramp Plan for a Sales Executive
A 30-day ramp plan is a detailed plan that outlines the activities and tasks that you must complete during the first 30 days on the job. It helps new hires get up to speed quickly, which benefits them and your company.
Here are some key areas where you should focus your attention when creating a 30-day ramp plan:
The Welcome Pack
This is one of the most critical aspects of your 30-day ramp plan. The welcome pack should contain all of the information your new hire needs to get up and running as quickly as possible on their first day.
Examples might include things like:
how to log in to their computer system
how to access email
key contacts within the company (including their manager)
who else they should speak with
It might also include any other documents or supplies they may need during their first month at work.
Identify Key Projects
One of the essential parts of any ramp plan is identifying the key projects that new hires will be working on during their first 30 days. At this stage in their career, new hires should be spending most of their time learning about your company's products or services and getting up to speed with their new roles.
This means there may not be much room for big projects like presentations or consulting sessions. Instead, focus on assigning small tasks such as reviewing existing content and updating existing documents with relevant changes.
The following tips will help you create a robust 30-day ramp plan:
Set clear expectations for each role and how they will contribute to the business's overall success.
Assess the current resources needed, those you can acquire over time, and those that the company may never acquire - at least not in the short term.
Be realistic about how long it will take to accomplish each task or milestone based on its complexity and urgency.
Identify gaps between where your team is now and where they need to be to achieve success within 30 days.
Create checklists that outline what needs to happen for each employee to complete their tasks each day/week/month.
Developing a 60-Day Ramp Plan for Sales Executive
A 60-day ramp plan is a great way to get new salespeople started, but it can be challenging to create one. Here are some tips on building one that will help your new hire succeed.
Set goals based on the individual's skills and experience
Calculate a weekly quota that's doable but challenging.
Create a plan for reaching their quota at each stage of the process, including what they need to learn and when they need to know it.
Use a performance management system that helps managers track progress, give feedback and celebrate success.
When creating a 60-day ramp plan, ensure you focus on the following key areas:
What Is the Company Culture?
First impressions are everything, so new employees must get a sense of the company culture early. In addition to informing people about the organisation’s vision, mission, and values, consider introducing them to key members of their team and other key stakeholders who influence their success.
Schedule time with other managers and executives so they can see how your company runs a business from different perspectives.
Customer Relationships
Customer relationships are crucial to business success; always advise your team to prioritize customer relationships in the first 60 days at a new job. This starts with learning about existing customer accounts, understanding their challenges and goals, and how we can help them succeed.
You also want to reach out to new customers who can become advocates of your product or service. As you identify potential customers, communicate with them early and often—don't wait until the end of your ramping period.
A 90-Day Ramp-Up Plan for a Sales Executive
A 90-Day Ramp Plan will help you set up your new sales executive for success by identifying what they need to learn in each ramp stage and how you can support them. It also identifies vital actions a new rep can take to help them start building critical relationships from day one.
Here are three key areas you should focus your attention on when creating a 90-day ramp plan:
Sales Skills Training
Sales skills training is about getting the new hire up to speed as quickly as possible. You want them to know how to sell and do it well. Sales skills training can include topics such as:
prospecting
qualifying and closing techniques
product knowledge
Sales Process Training
A good sales process will help you understand what it takes to succeed in your role and help you build a repeatable process that works for everyone. If you don't have one already, you need to develop one quickly so that every team member is on the same page for selling your products or services.
Customer Service Training
This is an integral part of ramping up any new hire because customer service is crucial to any company's success these days. Your customer service reps should be able to answer questions from customers about anything related to their products or services — not just how something works but also how it can benefit them personally or professionally.
Conclusion
It all boils down to how well you manage people, how well your plan reflects the natural progression of your company, and whether or not you use a three-pronged approach for ramping up that is tailored specifically for the position of your new hire. Using these three tips will help you build a solid ramp plan that builds upon itself and quickly helps new executive achieve their full potential on the job.
Check out our guide to hiring the right junior salesperson.