Properly onboarded new employees are 69% more likely to stay with your company longer than 3 years. It’s difficult to grow revenue faster than your industry’s growth rate and faster than your competitors. Leverage the How to Make Your Number in 2018 Workbook to access a revenue growth methodology to hit your number quarter after quarter, and year after year.


Onboarding new employees is a huge challenge. Every department wants their own processes, approach, content, tools, and timelines. Sales and marketing are two of the worst culprits for demanding specialized training. Why? Because they’re responsible exclusively for revenue generation and any delay to onboarding has a material impact on financial results.


Add to this challenge that many in leadership do not fully understand what it takes to bring in talent and keep it. And the witches brew is complete. 


But there is a better way. The first step is to diagnose the situation. Find out what is missing in your current onboarding program. Then worry about applying the fix. 


Diagnose Root Cause of Current State


For the businesses who are suffering from high turnover or long onboarding periods or both, perform the following due diligence assessment. 


Below is an example of a recent assessment we did for a client and the stoplight approach we used.  Click here to enlarge image.




Take Action 


Using this approach will help you narrow down the problem at hand so that you can bring to bear the key solution approaches. But once you know the problem, get to work on it. Use the stoplight approach to triage the problem. Red areas get addressed first.


Given that one of your goals, as HR leader, is to develop talent into a key sustainable competitive advantage, take steps to ensure your onboarding program is part of that.


If you do embrace a best practices onboarding capability it will enable you to create and maintain a positive culture for your company. 


If you are a contemplating how to improve the quality of your onboarding program, consider these other SBI-provided content resources.  These three articles are the most read onboarding articles in the past ninety days:


Have expectations gone up and left you wondering if you can make your number? Here is a Revenue Growth Diagnostic tool that will help you understand if you have a chance at success. Take the Revenue Growth Diagnostic test and rate yourself against SBI’s sales and marketing strategy to find out if:


  • Your revenue goal is realistic
  • You will earn your bonus
  • You will keep your job


Sales Revenue Growth



Mike Drapeau

Makes data and analysis come alive so clients can understand the “what” and “why” and design solutions that fit the environment.

Once the leader of SBI Delivery, Mike is now head of the firm’s internal talent development, so he has had the fortune to help some amazing sales and marketing leaders. He starts by earning their trust. Much of this comes from his deep base of experience. With more than 25 years in sales, sales management, pre-sales and sales operations, he’s never met a challenge he didn’t like. And with backgrounds in sales leadership, marketing, and sales operations, he shuns the idea of being a desk jockey and relishes the idea of living in the field.


Mike maintains, develops, and leverages SBI’s library of emerging best practices for sales and marketing, which leads to evidence-based solutions, custom-fit to each client. Maniacally focused on execution, Mike does not believe in giving clients fancy deliverables with no operational details. He knows that field adoption is key. After all, if behavior doesn’t change, the lift doesn’t come. Likewise, if those closest to the field adopt the solution, the client wins.

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