Sales organization's don’t flinch when it comes to assigning performance quotas, even to brand new hires. But too often they overlook the learning milestones essential to a new hire salesperson's ability to establish initial success. This session discusses a bold departure from conventional practice: holding new salespeople accountable for learning objectives before holding them accountable for performance outcomes. Achieving such outcomes can be use as gating mechanisms that delay a salesperson's incentive pay eligibility until they've demonstrated mastery of learning objectives. A case study example from a large sales organization that implemented this approach is reviewed, showing substantial increases in overall new salesperson productivity and a larger percentage of salespeople achieving performance quota in their first year.
Manager, Sales Enablement