Sales leaders and managers frequently ask the same question:
How do I help new hires ramp up faster and contribute sooner, especially when they have limited experience in the role?
The answer is not more training for the sake of training. It is structured onboarding, intentional coaching, and clarity around what success actually looks like.
Below are four proven strategies managers can use to train and coach new employees more effectively, shorten ramp-up time, and improve long-term performance.
Step 1: Give New Hires a Clear Success Model
New employees cannot succeed if they do not know what they are aiming for.
Think of it like a GPS. A GPS without a destination is useless. In the same way, new hires need a clear success model that defines:
The specific skills required to succeed in the role
The behaviors and tactics that drive results
The measurable benchmarks for the first 30, 60, and 90 days
Unfortunately, most job descriptions are vague. Many onboarding programs focus on information overload instead of skill development. Training becomes something companies do, not something that actually prepares people to perform.
Effective onboarding focuses on training and coaching to specific, measurable skills. New hires should always know what is expected next, how progress will be measured, and where they currently stand on the path to success.
Step 2: Show Them Real Examples of Success
Telling someone what to do is not enough.
New employees need to see, hear, and experience what success looks like in the real world. This means providing examples in multiple formats, such as:
Written examples
Audio recordings
Video demonstrations
Live observation of experienced team members
For example, if a customer service role requires resolving calls within three minutes, new hires should hear real calls that meet that standard. They should observe top performers in action, then debrief afterward to understand why the interaction worked.
Regardless of the role, every new employee should have concrete evidence of what success looks, sounds, and feels like.
Step 3: Use Demonstration and Role Play to Build Confidence
Knowledge does not equal capability.
New hires need opportunities to practice new skills in a safe environment. Demonstration and role play help create muscle memory and confidence.
This process works best when managers:
Demonstrate the skill first
Allow the new hire to practice in their own words and style
Provide supportive, constructive feedback
Role play is especially critical in sales and customer-facing roles, but it is valuable in almost every position. The key is creating a positive learning environment. Public criticism shuts people down. Coaching should build confidence, not fear.
Practice accelerates performance when it is paired with encouragement and clear feedback.
Step 4: Create and Maintain a Practical Playbook
Every role should have a documented playbook.
A strong playbook answers questions like:
What are the most important actions that lead to success in this role?
What best practices should be followed consistently?
What common mistakes should be avoided?
Limit the playbook to the five or ten most critical practices. Keep it clear, concise, and easy to access. Update it regularly.
Involve your top performers in building and refining the playbook. Their insights ensure it reflects what actually works, not just what sounds good on paper. Make the playbook a core part of your onboarding process.
Why This Approach Works
When managers follow these four steps, new hires gain clarity faster, confidence grows sooner, and performance improves more consistently.
You also gain something just as important: early visibility. This approach helps leaders quickly identify whether someone is truly a fit for the role, allowing for timely coaching, reassignment, or difficult decisions before problems compound.
Ready to Improve New-Hire Performance in Your Organization?
At Sandler Minnesota, we help sales leaders and managers design onboarding and coaching systems that drive faster ramp-up, stronger execution, and more predictable performance.
If your new hires are taking too long to become productive, or if your managers struggle to coach consistently, let’s talk. A short conversation can uncover where your onboarding process is helping or hurting results.
Contact Sandler Minnesota to start building a clearer path to success for your team.
