If you’ve ever tried to ramp up a new sales rep and felt like you were tossing them into the deep end, you’re not alone. Onboarding can suck up weeks of team time, and half the battle is just getting everyone on the same page. This guide is for anyone who’s tired of winging it and wants a down-to-earth system for bringing new sales hires up to speed—without burning out your trainers or boring your new reps to death.
We’ll walk through building an onboarding process with Face2Face training modules. I’ll share what actually works, what looks good on paper but doesn’t move the needle, and how to avoid turning your onboarding into a bloated mess.
Step 1: Get Real About What New Reps Actually Need to Learn
Before you record a single training video or schedule a face-to-face session, ask yourself: what do new sales reps really need to know in their first month?
Don’t overcomplicate this. Most sales onboarding programs are stuffed with irrelevant info that sounds important but won’t help your reps hit quota. Stick to:
- How your product solves real problems for customers
- Who your best-fit buyers are (and how to spot them)
- What your sales process actually looks like, day-to-day
- The basics: tools, systems, and the way leads are assigned
- The most common objections—and what to say
What to ignore:
Lengthy company history, 200-slide feature deep-dives, or “inspirational” pep talks. Those things might have a place later, but not during week one.
Pro Tip:
Ask your top-performing reps what they wish they’d learned in their first month. Build your onboarding list from there.
Step 2: Break Down Training into Bite-Sized Modules
Face2Face is built for short, focused training sessions—think 15-30 minutes, max. No one wants to sit through a two-hour onboarding marathon, and honestly, they won’t remember half of it anyway.
How to structure your modules:
- Each module should tackle one topic. Example: “How to qualify a lead” or “Overcoming pricing objections.”
- Mix formats: record quick walkthroughs, do a live demo, or set up role-play scenarios.
- Use real-world examples from actual deals (wins and losses).
What works:
Interactive sessions where new reps practice real calls or pitches, not just watch slides.
What doesn’t:
Pre-recorded lectures with no chance for questions or feedback. You’ll lose people fast.
Step 3: Use Face2Face to Deliver (and Track) Training
Now, actually put your modules into Face2Face. The platform lets you run live video sessions and track attendance—so you know who’s done what and when.
Set up your Face2Face modules like this:
- Schedule live sessions: Block off time for each training, and invite your new reps.
- Keep groups small: Ideally, 4-6 people. Smaller groups mean more interaction, less hiding in the back.
- Record sessions: So future hires can watch on their own time. But don’t just rely on recordings—give people a chance to ask questions live.
- Track completion: Use Face2Face’s attendance and engagement tracking to see who’s keeping up and who might need extra help.
Reality check:
Just because someone showed up to a session doesn’t mean they “got it.” Build in quick quizzes or practical exercises to make sure the core concepts stick.
Step 4: Add Real Practice (Not Just Theory)
You can talk about sales calls all day, but nothing beats having new reps actually do them. Here’s how to get them practicing fast:
- Use Face2Face for mock calls and role-plays. Assign one person as the customer, another as the rep.
- Record the role-play, then play it back and give direct, honest feedback.
- Encourage new reps to shadow live calls, but don’t let them just lurk forever. Set a clear goal: after X days, they need to run part of a call themselves.
What works:
Fast feedback loops. The sooner a new rep hears what they’re doing well (or missing), the faster they’ll improve.
What doesn’t:
Endless shadowing with no clear path to doing it themselves. People learn by doing, not by watching forever.
Step 5: Build a Simple, Living Playbook
Every onboarding process needs a playbook, but keep it lean. Use a Google Doc, Notion, or whatever your team will actually open. Link to your Face2Face modules right in the doc.
What to include:
- Links to each training module (with a one-liner about what it covers)
- Key talk tracks and objection-handling scripts
- Cheat sheet of tools and logins
- Where to go for help (Slack channels, managers, etc.)
Skip the 80-page PDF no one reads. Update it as you go—if a module flops, replace it.
Step 6: Check In—Then Cut What Doesn’t Work
After a few reps go through your system, get their honest feedback. What was helpful? What was a waste of time? Where did they feel lost?
- Hold a quick “post-onboarding” Face2Face session and ask for blunt feedback.
- Look at real performance: Are reps booking meetings, closing deals, and asking better questions after training?
- Don’t be afraid to scrap modules that aren’t landing. Less is more.
Pro Tip:
Treat onboarding like a product—ship it, then improve it every month. There’s no “final” version.
Step 7: Don’t Forget the Human Side
New hires aren’t robots. The best onboarding makes people feel connected and confident, not just informed.
- Use Face2Face sessions to introduce new reps to the team—not just the process.
- Pair new folks with a peer buddy for their first few weeks.
- Celebrate small wins early: first call, first demo, first booked meeting.
It’s basic, but it works. People stick around when they feel supported.
Final Thoughts: Keep It Simple and Keep Improving
The best onboarding isn’t fancy—it’s practical, repeatable, and focused on what actually helps new reps succeed. Start small, get feedback, and don’t worry about building a perfect system out of the gate.
Face2Face can make your training way more interactive and trackable, but the tool won’t save you from overcomplicating things. Trim the fat, focus on the essentials, and keep tweaking as you go. Your future self (and your new hires) will thank you.