Hiring a sales rep and telling them, "Just go sell," is setting them up for failure. If you can't provide crystal clear expectations for their first six months, you simply aren’t ready to make that hire. A structured system with defined metrics is essential—not only to guide their performance but to keep them engaged, motivated, and aligned with the company’s goals.

Setting Expectations: Why It Matters

When a new sales rep joins, the first thing they need to know is what success looks like. Whether it's hitting a specific revenue target, making a certain number of calls, or securing meetings, having these goals in place from the start gives them direction. Even if you don't have the perfect system or metrics in mind, something is always better than nothing.

Creating expectations, even if you have to make them up, gives reps a roadmap. It’s about giving them clarity in an inherently uncertain job. Sales will always have ups and downs, but by knowing exactly what’s expected, reps can focus their energy in the right places.

Example Metrics You Could Use:

• Revenue Targets: $50,000 in new sales within the first 6 months.

• Activity Goals: 50 calls a day or 20 new client meetings per month.

• Pipeline Building: Add 15 qualified leads to the pipeline weekly.

These numbers don't need to be perfect, but they offer a starting point. More importantly, they allow you to track performance and identify areas for coaching. Without these, you won’t know whether the rep is struggling due to their ability or because of poor guidance.

The System Doesn’t Have to Be Perfect

The biggest mistake is believing you need a flawless system before hiring. Here’s the truth: You don't. What you do need is a system—any system—that can be improved over time through communication. Sales reps should never be left to figure things out on their own. They need a foundation, a structure, and yes, a system to work within.

Even if the system isn’t perfect, it’s better to implement something rather than waiting for perfection. You can fine-tune the nuances as you go, but only within that framework. Once you’ve laid down the rules of the game, you can adjust based on performance, feedback, and communication between you and the sales rep.

Continuous Improvement Within the System

A good system isn’t static; it evolves. That’s why setting expectations is only the beginning. You can refine the system through regular one-on-one meetings, performance reviews, and open communication. When your sales rep knows the expectations, it becomes easier to coach them, help them adjust, and improve their outcomes.

Remember, nuance can always be perfected, but it can only be perfected within the structure of a system.

Five Tips for Effective Onboarding:

1. Clearly Define Roles and Responsibilities: Ensure that every new hire knows exactly what their daily, weekly, and monthly tasks are. Clear roles help avoid confusion and ensure that each rep understands their contribution to the team’s goals.

2. Set Up Regular Check-Ins: Schedule frequent one-on-one meetings to provide feedback, answer questions, and adjust expectations as needed. This keeps communication open and allows reps to voice concerns early.

3. Provide Training Resources: Equip new hires with the tools and resources they need to succeed, including product knowledge, sales techniques, and CRM training. A well-rounded training program can significantly boost their confidence and performance.

4. Encourage Open Communication: Foster an environment where reps feel comfortable asking questions and seeking guidance. This openness can lead to faster problem resolution and a more supportive team dynamic.

5. Celebrate Small Wins: Acknowledge and reward progress and achievements, no matter how small. Celebrating these milestones can boost morale and motivate reps to keep pushing toward larger goals.

Additional Tips for Onboarding Success:

1. Develop a Comprehensive Phone Script: Create a detailed phone script for sales reps to follow. This provides a structured approach to conversations, helping reps stay focused and articulate key points effectively.

2. Implement Shadowing and Mentorship: Schedule shadowing opportunities or ride-alongs with experienced salespeople and assign a mentor to each new rep. This combined approach allows new hires to observe best practices, gain practical insights into successful sales techniques, and receive guidance and support to help them acclimate to the company culture and sales processes.

3. Gradually Increase Responsibilities: Ramp up sales reps' responsibilities gradually rather than overwhelming them with tasks all at once. This approach helps them build confidence and competence over time.

Conclusion: No Expectations? No Hire.

If you’re not ready to give someone clear expectations, metrics, and a system to implement—then you’re not ready to hire. Don’t set your reps up for failure by letting them fly blind. A solid onboarding process with crystal clear expectations for the first six months can mean the difference between success and failure—not just for your rep, but for your entire team.