When I started at Scryp, a consumer financial company, I was immediately impressed by the company’s culture and leadership. However, as a new hire, I quickly realized there was no established onboarding process in place. I found myself navigating A LOT of unfamiliar territory and relying heavily on direct questions to the CEO. In that moment, I understood what my mission president meant when he said before I left my mission, “Learn how to learn in your life.”
To address this gap and ensure new sales representatives had a smoother onboarding experience, I took it upon myself to develop a comprehensive sales training program.
I’ll be honest—it was a daunting task. While I had some experience with sales training from my previous role, creating an entire onboarding program from scratch was a new challenge. I dove into extensive research, studying industry best practices and reviewing materials. My aim was to craft a program and create handy materials that not only provided essential sales skills but also reflected Scryp’s unique culture and values.
With determination and persistence, I outlined a structured training curriculum that covered everything from product knowledge to sales techniques. I incorporated interactive modules, role-playing exercises, and ongoing mentorship to ensure new hires felt supported and equipped to succeed.
Creating this onboarding sales training program was not just about filling a gap—it was about laying a foundation for future success and fostering a cohesive team environment
Challenges and roadblocks
Creating an onboarding sales training program at Scryp was a rollercoaster of challenges and deeply fulfilling moments. Initially, faced with the task of starting from scratch, I threw myself into researching industry best practices and collaborating closely with the CEO and project manager to ensure the program would customized to Scryp’s unique culture and values.
Working within tight budgets and deadlines leave me no choice but doing research day and night. Not only me, the CEO and I carefully plan out each day to make sure essential knowledge is taught and also spark enthusiasm and readiness among new hires as they embarked on their journey at Scryp.
To make the training truly impactful, I integrated interactive elements like role-playing exercises, group discussions, and real-world scenarios. These activities weren’t just about learning; they were about experiencing and applying skills in a meaningful way. Continuous feedback from trainees was invaluable—it is helping us to fine-tune the program and ensuring it stayed relevant and effective as new team members settled into their roles and embraced the vibrant, supportive culture at Scryp.