Starting a new sales role is tough—for the hire and for you. Getting onboarding right makes all the difference between a rep who ramps up fast and one who’s lost from day one. If you’re using Wonderway to set up onboarding programs for new sales hires, this guide’s for you. Whether you’re in enablement, sales ops, or management, here’s how to build onboarding that actually works (and what to skip).
1. Get Clear on What You Want to Achieve
Before you dive into the platform, take a beat. What do you want your new hires to actually do or know by the end of onboarding? If you don’t know, the software can’t fix it for you.
Ask yourself: - What does a “ramped” rep look like here? - What do they need to know by week 2, week 4, week 8? - What’s nice-to-have vs. must-have? - How will you know onboarding worked?
Pro tip: Don’t try to cram everything into onboarding. Focus on the skills and knowledge that matter most in the first 60-90 days. You can always add more later.
2. Set Up Your Onboarding Program in Wonderway
Now you’re ready to use Wonderway’s onboarding features. The tool gives you a structure, but you still need to make the decisions.
Step 2.1: Create a New Program
- Log into Wonderway.
- Go to the “Programs” or “Onboarding” section (UI changes, but it’s usually obvious).
- Click “Create Program” (or similar).
- Name your program clearly—e.g., “SDR Onboarding – June 2024 Cohort.”
Don’t: Use generic names like “Sales Onboarding.” You’ll regret it when you run multiple versions.
Step 2.2: Build Out the Curriculum
Wonderway lets you string together lessons, tasks, quizzes, and certifications. Here’s how to keep it useful:
- Chunk it by week or phase. E.g., “Week 1: Company & Product,” “Week 2: Tools & Process,” “Week 3: Selling Skills.”
- Mix formats. Upload videos, docs, and slides. Link out to wikis or external resources. Add quizzes, but don’t overdo it—nobody loves busywork.
- Assign practice tasks. E.g., record a mock pitch, write a cold email, or shadow a call.
- Set deadlines, but stay flexible. Salespeople are busy. If someone’s stuck on a step, check if it’s your content or the platform getting in the way.
What works: Short, focused modules (10-20 min). Real examples from your team. Shadowing top reps.
What doesn’t: Long-winded theory, endless slides, or tasks nobody on your team does in real life.
Step 2.3: Add Assessments and Checkpoints
You want to know if people actually “get it”—not just that they clicked “next.”
- Use short quizzes for basic knowledge (product, messaging).
- Have managers or peers review practice calls or pitches.
- Add milestone checkpoints (e.g., “demo delivered,” “first opportunity created”).
Skip: Fancy gamification features unless your team genuinely likes badges. Most don’t.
3. Assign and Launch the Program
You can set up onboarding programs for individuals or entire cohorts in Wonderway.
- Assign by role: Map programs to job titles (SDR, AE, CSM, etc.).
- Schedule start dates: For new hires not starting today, schedule ahead.
- Bulk assign: Handy if you’re onboarding a group. Double-check you don’t include folks by accident.
Watch out: If you have hires in multiple regions or with different roles, don’t try to squeeze them into a one-size-fits-all program. Clone and tweak as needed.
4. Track Progress and Spot Bottlenecks
Wonderway’s dashboards show you who’s on track and who’s falling behind. Use them, but don’t get too hung up on completion rates.
- Look for patterns: If everyone’s stuck on a certain module, it’s probably the content or instructions.
- Reach out to stragglers: Sometimes it’s just a missed email or login issue.
- Ask for feedback: Early cohorts will tell you what’s confusing—if you ask.
What matters: Are reps actually using what they learned? Are they booking meetings, running demos, moving deals?
Ignore: Completion for completion’s sake. If nobody can remember what was in Module 4, it doesn’t matter if they “finished” it.
5. Update and Iterate (Seriously, Don’t Skip This)
Even the best onboarding gets stale. Products change. Messaging shifts. What worked last quarter might be outdated now.
- Set a regular review schedule. Quarterly is fine for most teams.
- Keep a list of fixes. If a new hire flags something broken, update it fast.
- Archive old programs. Don’t let old, out-of-date onboarding linger in the platform—someone will assign it by mistake.
Pro tip: Treat onboarding as a living thing, not a one-and-done project.
6. Go Beyond the Platform: What Wonderway Can’t Do For You
No tool—Wonderway included—can fix a broken onboarding process. The platform is there to help you organize, deliver, and track, but you need:
- Human touch: Assign a buddy, set up weekly check-ins, offer real feedback.
- Manager involvement: If managers don’t know what’s in onboarding, they can’t reinforce it.
- Real-world practice: The best onboarding gets new hires “on the field” fast—shadowing calls, listening in on deals, trying things themselves.
Don’t: Rely on software to make your hires successful. It’s a tool, not a magic fix.
Sample Onboarding Structure for New Sales Hires
Here’s a quick sample structure you can adapt. Don’t treat it as gospel—adjust for your team.
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Week 1:
- Welcome & company intro video
- Product overview (short videos + docs)
- Meet your team/manager
- Setup tools (email, CRM, Slack)
- Shadow 2-3 sales calls
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Week 2:
- Deep dive: ICP and personas
- Messaging and objection handling
- Write a cold email (get feedback)
- Mock call (record + review)
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Week 3:
- Pipeline management basics
- Using the CRM—real tasks
- Run a live call with peer/manager
- Quiz: Product and process basics
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Week 4+:
- Review KPIs and expectations
- Start working real leads (with support)
- Ongoing coaching and feedback
Remember: You don’t need to build a 12-week bootcamp. Start simple, see what works, and grow from there.
Final Thoughts: Keep It Simple, Keep Improving
Don’t get lost building the “perfect” onboarding in Wonderway. Get the basics in, launch it, and refine as you go. It’s better to have a simple, working program than a complex one nobody finishes (or remembers). Focus on what your new hires actually need, listen to their feedback, and don’t be afraid to change things up. Onboarding’s never really “done”—and that’s a good thing.