If you’re onboarding new sales reps and want them to actually use your process—not just nod along in their first week—this guide is for you. I’ll walk you through using Membrain training modules to get your new hires up to speed, minus the fluff. Whether you’re a sales manager, enablement leader, or just the unlucky soul who drew the short straw, you’ll find what works, what doesn’t, and how to dodge the usual pitfalls.
Step 1: Get Your House in Order Before the Rep Starts
Before you even think about sending login details, take a breath. If your Membrain training modules are a mess (outdated content, mystery acronyms, four ways to do the same thing), fix that first.
Why? Because nothing’s more demoralizing to a new rep than realizing the “training” is just a graveyard of old PDFs and irrelevant videos.
Checklist:
- Review every module: Yank anything that’s out of date or not actually used in your sales process.
- Clarify the basics: Does every module have a clear goal? Is it obvious where to start?
- Short beats long: Reps won’t sit through 45 minutes of video. Break it up.
- Map your process: Make sure training matches your actual sales workflow in Membrain, not some idealized version no one uses.
Pro tip: Ask a recent hire what was confusing when they started. They’ll be blunt.
Step 2: Build a Simple, Linear Onboarding Path
Membrain lets you create guided training “paths.” Use them. Don’t make reps hunt around for what’s next.
How to set it up:
- Create a dedicated onboarding track: This should be its own sequence, not mixed in with product updates or advanced topics.
- Start with the essentials:
- How to log in and navigate Membrain
- Core sales process steps (with real-world examples)
- Daily workflows: logging calls, updating opportunities, using templates
- Each module = one outcome: “Learn how to move a deal to the next stage,” not “everything about CRM in one go.”
- Gate advanced topics: Don’t overwhelm. Show the basics first, then unlock more as they progress.
What to skip: Don’t overload with company history or “sales theory” unless it’s directly tied to your process. Reps need to know how to do the job, not just why it matters.
Step 3: Assign a Real Person as the Go-To
No software replaces a human guide. Assign a manager, team lead, or seasoned rep as the person to ping with questions. Make this explicit: put their name and contact info in the first training module.
Why it matters:
- New reps will get stuck, and most won’t ask unless it’s obvious who to ask.
- You’ll catch issues with your training faster (“This video makes no sense!”).
- It shows you care about them actually succeeding—not just checking boxes.
How to do it:
- Add a “Meet your onboarding buddy” section in the first module.
- Set expectations for regular check-ins (weekly is usually enough).
Step 4: Mix Passive Training with Real Practice
Nobody learns sales by watching videos alone. Use Membrain to guide, but get reps working with real data ASAP.
What works:
- Demo accounts: Let them practice entering opportunities, logging activities, and moving deals through the pipeline.
- Shadowing: Assign modules that include watching a real sales call (recorded or live).
- Mini-assignments: After each module, have them do one real task in Membrain—like logging a call or updating a deal.
What to avoid:
- Endless quizzes. A couple to check understanding is fine, but don’t turn onboarding into a test-taking marathon.
- “Read and acknowledge” modules with no follow-on action. If it doesn’t require them to do something, it won’t stick.
Step 5: Track Progress, But Don’t Micromanage
Membrain will show you module completion rates. That’s useful, but don’t obsess over it. Finishing training on paper doesn’t mean they’re ready.
What to watch instead:
- Are they actually using Membrain for their daily work?
- Do they ask better questions after each module?
- Can they walk through your sales process without getting lost?
How to check:
- Have them demo a “day-in-the-life” using Membrain after week one.
- Ask for feedback: “What didn’t make sense in the training?” If they say “nothing,” they’re either lying or confused.
Pro tip: If someone’s stuck, it’s usually a training or process issue—not a “bad hire.”
Step 6: Iterate Based on What Actually Happens
The best onboarding programs get tweaked every time someone new joins. Use what you learn to improve:
- Update modules when your process changes (don’t wait for the next hiring round).
- Collect quick feedback after each section (“What was helpful? What was pointless?”).
- Don’t be precious—if something isn’t working, cut it.
Ignore: Fancy gamification, badges, or “engagement” metrics. Focus on whether reps can do the job, not just rack up points.
Step 7: Don’t Forget the Human Stuff
All the tech in the world won’t help if your onboarding feels robotic. New reps need to know:
- Who their team is (add a quick intro module, or better yet, a team lunch)
- How to ask for help (seriously, repeat this)
- What “good” looks like in your company—not just in Membrain
Optional but helpful: Pair new hires up for their first week, so they’re not alone on an island.
What Works, What Doesn’t, and What to Ignore
What works:
- Short, focused modules tied directly to day-to-day tasks
- Real practice in Membrain, not just theory or slides
- Clear human support
What doesn’t:
- Dumping every possible resource into training (“more” isn’t better)
- Relying on completion stats as proof of readiness
- Making reps memorize things they’ll never use
Ignore:
- Overly complex workflows just because Membrain can do it
- Generic sales content that isn’t tailored to your process
- Anything that feels like busywork
Keep It Simple and Keep Improving
Don’t overthink it. Your onboarding should help reps do the work, not just survive paperwork. Start with the basics, get feedback, and tweak as you go. The best programs are always a work in progress—and that’s fine. The goal isn’t perfection. It’s giving your people what they need to get moving, learn the ropes, and actually sell. Keep it simple, stay honest, and your new hires (and your bottom line) will thank you.