New Hire Sales On-Boarding in EMEA: Technology

Increasing Speed to Quota for Sales Reps in EMEA at a Fast Growing Technology Company

Client Case Study

Situation

This high-growth global technology and services firm delivers customer-proven solutions that accelerate IT by reducing complexity and enabling more flexible, agile service delivery.

With more than 500,000 customers and 55,000 partners, this high tech leader develops solutions help organizations of all sizes lower costs, increase business agility and ensure freedom of choice.

With accelerated hiring forecasts of 30-50% employee growth per quarter, the company wanted to:

  • Decrease Time to Quota
  • Increase Average Deal Size
  • Diversify Portfolio Mix

Complications

  • Unclear Metrics: Activity and output success metrics are not agreed upon by role and region.  They are also not aligned with compensation and performance management systems.
  • Legacy: Where it makes sense, current on-boarding content, processes, and feedback (i.e. probation, start time, buddy process and meeting with Sr. Management) needs to be incorporated into the new process so that we do not reinvent the wheel
  • Skills and Tools: Deal collaboration, Account Planning, cross and channel selling skills and tools should be incorporated into the skill building and process design
  • Hiring: The timing of the new process should align with hiring forecasts and the company should improve behavioral interviewing skills and processes to make sure that the right people are being hired before on-boarding them
  • Sales Enablement Expectations: Expectations should be set regarding what additional sales enablement support can be provided so that teams do not have to “build their own stuff.”

Compelling Design Features

  • 28 performance tests on a weekly and monthly basis to measure and monitor proficiency across 10 key skill, knowledge and coaching areas.
  • Shadow sales and performance coaching were used to ease new hires into complex sales situations.
  • Online support tools and virtual coaching used to support multiple languages and geographies.
  • Integrated with current sales process and methodologies.

Approach

  1. Assess & Design: Custom designed 6-month experiential new employee orientation program (from acceptance to 6 months on the job) focused on:
    • Manager Coaching and 90-Day Plans to drive consistent performance coaching from sales managers combined with 90-day plans.
    • Individual Accountability to track key performance metrics at the individual level.
    • Designed Reinforcement including the alignment of incentives, consequences, recognition, processes, and systems to support objectives.
    • Continuous Improvement: The design approach is iterative and will continuously evolve with changing business needs and strategic growth.
    • Tailored to Roles: Foundational design for all with tailored tracks by role.
  2. Pilot: Piloted sessions in France, Spain, Russia, the UK and Germany.
  3. Continuous Improvement: Incorporated feedback and lessons learned into design and delivery.

Results

  • 27% increase in speed to quota
  • €1,005,516 of new business directly attributed to the new process
  • 100% new hire and hiring manager satisfaction
  • 99% rated the 90-day tools as “practical” and “very practical”

Related Information

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Stacie Rodgers
VP of Human Resources

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I just wanted to let you know how pleased I am with how the new employee on-boarding project went. The end product is wonderful! LSA has been great to work with. I really appreciate all the flexibility, customer focus, and the high quality of your deliverables.

Laurie Torres
Vice President of Human Resources

PDL

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We recently hired LSA to help us take our client delivery methodology to the next level as we continue to grow and help our clients succeed. The custom strategy and design session exceeded our expectations. They really understood our business and delivered within tight time frames.  They were the best I have seen for this type of complex, visible and strategic work. LSA’s ability to get a group of 20+ executives from around the globe on the same page, push their thinking to new heights, and ensure an executable plan was excellent. I would recommend LSA to anyone looking to take their strategy and strategic execution to the next level.

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Suzanne Kinner
VP Human Resources

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We partnered with LSA to help custom design, deliver, and measure an advanced new employee on-boarding and measurement process. The process was well thought out and bought into by sales leadership. The combination of targeted sales tools, technology, coaching, performance plans, training and reinforcement made all the difference.  The pilot program in EMEA was a big success and the solution quantifiably improved new employee and hiring manager satisfaction and increased the speed to sales quota for new hires. We are continuing to work with LSA Global to scale the program in other GEOs and expand to cover more roles at VMware.  I would recommend LSA Global for any sales enablement team looking to increase the engagement and speed to productivity of their sales force. We are excited to implement the program globally across VMware as we continue to scale.

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It was a challenge to find a consultant with an approach to performance improvement that fit our unique culture and style. We were pleasantly surprised to discover LSA’s depth of expertise in the fields of motivation, developmental coaching and performance management and measurement.

LSA seamlessly integrated those components without our folks feeling like the intervention was forced. They understood what we were trying to accomplish, helped us clarify our objectives, and created a solid, refreshing approach that quickly got us moving and engage at all levels across the organization.Overall, I couldn’t be happier that we found a true strategy and implementation partner in LSA.

Doug Hansen
President and Director

Redwood Trust

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