Bringing new sales reps up to speed is tough, even with all the tech out there. Managers want everyone selling fast; reps want to avoid feeling lost. If you’re using Salesscreen, you’ve probably heard about its training modules and tracking. The question is: do they actually help, or just add more busywork? This guide is for sales managers and enablement folks who want real results, not just another dashboard.
Step 1: Decide What Actually Matters
Before you throw reps into any training, pause. Most onboarding fails because companies dump too much info on new hires—or hand them a bunch of videos nobody remembers. Your goal is to get reps selling confidently, not to tick boxes.
What works: - Focus on the absolute must-knows: your sales process, your product’s value, the real objections buyers raise, and how your CRM works. - Keep initial training short. People learn by doing, not memorizing.
What to skip: - Avoid “company culture” videos in week one. They’re nice, but don’t help close deals. - Don’t assign every module just because it exists.
Pro tip: Ask your top reps what they wish they’d learned on day one. Build your module list from there.
Step 2: Set Up Your Salesscreen Training Modules
Here’s where Salesscreen can help…if you use it wisely. Their training modules are basically structured checklists with content (videos, quizzes, docs). Don’t let the default templates dictate your process.
How to set up modules that don’t suck:
- Create bite-sized modules.
- Break big topics into 10-15 minute chunks.
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Example: Instead of “Product Training,” use “How to demo [Feature X] in 3 steps.”
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Mix formats.
- Use short videos, real call recordings, and practical quizzes.
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Avoid long PDFs—nobody reads them.
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Add context, not just content.
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For each module, say why it matters. (“You’ll need this to pass the first live call.”)
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Map modules to milestones.
- Tie completion to actual job tasks: “Finish CRM basics before your first outbound call.”
What to watch out for: - Don’t overload the first week. Three core modules is plenty to start. - Skip “fun facts” or generic sales tips unless they’re directly relevant.
Step 3: Assign and Track Training
Salesscreen’s tracking is only as useful as the clarity of your assignments. New reps get overwhelmed if they see a firehose of tasks.
Practical setup: - Assign modules in a clear sequence—one or two per day max. - Use Salesscreen’s notifications, but don’t spam. One reminder per module is enough. - Make sure you (the manager) can see real-time progress, not just “completed/not completed.”
What works: - Celebrate small wins. If Salesscreen lets you, set up a channel shoutout for completing the first module. - Have reps demo what they learned—don’t just rely on quiz scores.
What doesn’t: - Assuming reps will self-direct. Most need nudges and clear deadlines. - Relying only on completion stats. Someone can click through without learning a thing.
Pro tip: Schedule quick check-ins after each module. Ten minutes of real feedback beats any dashboard.
Step 4: Combine Training with Real-World Practice
No software replaces learning by doing. The best onboarding mixes Salesscreen modules with real sales activities.
How to blend the two: - After “objection handling” training, have new reps join a live sales call (even if just listening). - Pair each module with a real-world task. Example: After finishing “CRM basics,” log a real lead together.
What to ignore: - Don’t assign modules that have nothing to do with your actual sales cycle. If you never use “social selling,” skip it. - Don’t treat training as a one-time box to check. Keep it ongoing.
Pro tip: Ask new reps to write down what still feels confusing after each module. Use this feedback to tweak your onboarding for the next hire.
Step 5: Use Tracking for Coaching, Not Policing
Here’s where Salesscreen’s tracking dashboards can go off the rails. It’s tempting to obsess over who’s “behind” on modules. But most reps aren’t lazy—they’re just overloaded or unclear on priorities.
How to use tracking well: - Look for patterns, not just individuals. If 80% of new reps stall on the same module, that’s your problem to fix. - Use tracking to start conversations, not to threaten people. - Share your own learning process. If you struggled with a module, admit it. It makes you human.
What doesn’t work: - Publicly shaming people who fall behind. - Making training feel like a punishment.
Pro tip: Use tracking to spot overachievers too. They might be ready for tougher tasks sooner.
Step 6: Iterate and Cut Ruthlessly
The point of onboarding isn’t to “finish all the modules”—it’s to get reps ramped and selling. Most teams overload their onboarding and never trim it down. Don’t be that team.
How to keep improving: - Every month, ask the last batch of new hires: “What was a waste of your time?” - Cut or rewrite any module that people consistently skip or complain about. - Update modules when products, scripts, or processes change—otherwise, your training gets stale fast.
What to skip: - Don’t stick with legacy modules just because “we’ve always done it this way.” - Don’t spend hours making onboarding “slick.” Focus on clarity and usefulness.
Pro tip: Less is more. The less fluff you include, the more likely reps are to finish what matters.
Onboarding new sales reps with Salesscreen can speed things up—if you use it as a tool, not a crutch. Keep your training focused, track what matters, and spend more time coaching than clicking. The best onboarding programs are always a work in progress, so start simple and improve as you go. Don’t overthink it. The goal is confident, capable reps—not a perfect training playlist.