Training new sellers: cutting down on time with Apparound
Training, a sore point
One thing is saying training new sellers is key to successful sales, quite another thing – a very different one – is saying that it is easy to organise and, above all, to be made effective. The figures speak for themselves: on one hand, they say that the sales force completing an advanced training programme brings a 10% increase in the win rate (source: CSO Insights), on the other hand that 84% of the information conveyed at a training course is ‘lost’ within 90 days (source: Sales Performance International).
The truth is that the value of training is not always properly perceived, neither by the sellers nor by the sales managers: while it is true that the most experienced sellers can count on a knowledge of the market that makes up for some lack of fresh information, this does not apply to those who are taking their first steps in the profession. Yet, the concept that training may be a waste of time, a sort of necessary evil, is quite deeply rooted and depends on many factors, especially on the fact that, when training is held in a classroom, the concepts shared during the lessons must be felt as valuable enough to justify the time taken off selling, which is not always the case.
In practice, training does not sit well with the time factor: classroom courses, though essential to improve the sellers’ performance, should not take too much time away from the sellers’ core business, otherwise not only will the ROI be difficult to measure quickly, but it might even be negative. Not last because there are other limits too, such as the fact that the contents are not always so compelling, are perceived as boring and above all as too abstract, too theoretical, without that real practical plus that only those who have been working for a long time in the industry can convey.
Apparound makes sellers’ training faster
If ill-managed, the sellers’ training can really have a boomerang effect. Because it’s not easy to make it effective, because someone still sees it as a waste of time, because it’s not easy to organise or handle, but above all because it can really take up the sellers’ time. While classroom training is just one of the many potential options, in addition to on-the-job training and e-learning platforms, companies should find a way to provide quality training that does not impact – unless favourably – on the sellers’ productivity and is felt as a pleasant way to improve oneself e get brilliant results, not as a necessary evil.
Apparound has all it takes to be a sellers’ training tool (and more), a training that is obviously in keeping with the philosophy of the app, which means agile, fast, non impacting on the core business, and accessible anytime, anywhere. First and foremost, along with all the key tools that support profitable selling, with apps the companies can target a number of training contents to their sellers, for those who work in the field: documents, of course, but mainly presentations, images and videos that attract much more attention than their textual counterparts. E-learning tools do not completely replace classroom training, whenever interaction and sharing are key factors, but the big advantage of that is that it can be used anywhere: a training video can be played between meetings, and a webinar can be watched later.
Knowledge Manager, managing and monitoring training
Then, there is an integrated tool in the app that can be easily adapted to the training and onboarding of new sellers: it is the Knowledge Manager, which is, in all respects, one of the most interesting modules in the entire platform. The purpose of the Knowledge Manager is to collect and manage knowledge: we are speaking of submitting surveys to customers and partners, real-time monitoring of campaigns or managing the sellers’ onboarding and training. This is because the Knowledge Manager, which incidentally is extremely easy to configure through assisted procedures and a user-friendly experience, may be used by the sales managers to create surveys as well as quizzes based on specific contents, which in this case may be the training contents. This is a win-win situation for the sales managers: they will reduce the impact and cost of classroom training, can produce tailored contents to be added to their assisted procedures, and can submit quizzes to their sales force to assess if they are up to date with all the latest information about the subject they have been trained in. On their side, sellers can manage their own training flexibly, without impacts on their sales, and can obviously monitor their progress, so the sales managers can deliver tailored training to small groups or individual sellers depending on their specific needs.